• You will own end-to-end recruiting across all roles: sourcing, outreach, screening, managing interview loops, and closing • You will build and maintain a candidate pipeline through proactive sourcing, networking, and long-term relationship building with researchers and scientists in AI, biology, and drug discovery • You will conduct first-round screening interviews, evaluating candidates with enough technical fluency to distinguish real depth from surface familiarity in AI/ML and computational biology • You will design and continuously improve screening frameworks and interview processes, ensuring Output identifies exceptional talent efficiently and consistently • You will represent Output at key venues including AI conferences (NeurIPS, ICML, ICLR) and biotech events, building relationships with researchers, PhD students, and postdocs • You will partner with the founders and hiring managers to define roles, set hiring strategy, and ensure every candidate experiences a rigorous and human process • You will own and maintain the ATS, keeping pipeline data clean and using it to track progress, identify bottlenecks, and improve workflows • You will manage the process through to offer: structuring competitive compensation packages, presenting offers to candidates, and handling negotiations on equity, salary, and terms

• Manage full-cycle recruitment from requisition through offer acceptance and onboarding. • Recruit for a variety of positions including: o Healthcare IT o IT Infrastructure & Support o Project Managers o Business Development / Marketing o Healthcare Operations o Clinical Support Roles o Specialized technical and healthcare positions • Build and maintain proactive talent pipelines for recurring and future hiring needs. • Continuously expand and maintain a professional network of healthcare, healthcare IT, technology, and project management professionals. • Utilize LinkedIn Recruiter, networking, referrals, Boolean searches, industry associations, and other sourcing techniques to identify and recruit passive candidates. • Develop recruiting strategies for niche technical and healthcare positions. • Build talent communities to support recurring hiring needs before positions become available. • Conduct comprehensive phone and video interviews to evaluate technical qualifications, communication skills, and cultural fit. • Prepare detailed candidate summaries and hiring recommendations. • Coordinate interviews with hiring managers and clients. • Maintain accurate recruiting activity, candidate documentation, and hiring workflows within the Applicant Tracking System (ATS). • Partner with hiring managers to understand hiring needs, recruiting priorities, and market conditions. • Ensure an exceptional candidate experience through timely communication and professional follow-up. • Assist with offer preparation, background screening, onboarding coordination, and other pre-employment activities. • Successfully manage multiple open requisitions while meeting hiring deadlines without compromising candidate quality. • Support recruiting initiatives and collaborate with recruiting leadership to achieve hiring goals and recruiting KPIs. • Lead, mentor, and coach recruiters by monitoring recruiting performance, KPI attainment, candidate quality, pipeline development, and adherence to recruiting processes and service standards.

• Own Full-Cycle Recruitment: Manage the entire hiring process — from intake call with hiring managers to offer negotiation — for technical positions (Cloud Engineer, ML Engineer, Software Architects, etc.). • Advanced Sourcing & Pipeline Building: Build and maintain a consistent pipeline of qualified candidates using LinkedIn Recruiter, Boolean search, and other sourcing channels, specifically targeting the US/Canadian tech talent market. • Technical Screening: Conduct initial screening interviews that go beyond resume-matching — validate technical background, seniority level, and role fit before presenting candidates to hiring managers. • Maintain the "Trusted Advisor" Standard: Filter out unqualified or poorly-matched candidates before they reach the client. Ruthlessly protect the client relationship by only submitting candidates who genuinely fit the role. • ATS & Pipeline Management: Keep candidate data clean, updated, and properly tagged in the ATS — status changes, notes, and next steps must be accurate and current at all times. • Client & Hiring Manager Coordination: Manage expectations, share market feedback, and adjust search criteria in real time based on hiring manager input. • Offer Management & Closing: Handle offer negotiation, counter-offer conversations, and candidate closing with a high placement success rate.

• Partner with Sphinx leadership and hiring teams as a trusted hiring advisor to ensure best practices and continuously improve our hiring approach. • Strengthen and optimize structured interview and hiring processes that uphold high hiring standards and efficient timelines. Proactively identify and resolve bottlenecks to continuously improve recruiting operations. • Build strong partnerships across hiring managers, Operations, and candidates to deliver a collaborative, transparent, and positive hiring experience. • Develop, document, and continuously refine talent acquisition processes that enable Sphinx to scale thoughtfully and efficiently.