• Source exceptional design and engineering talent across LinkedIn, portfolio platforms, social channels, creative communities, and other relevant networks • Build pipelines across international markets, with a focus on US and LATAM talent pools • Run and manage high-volume outreach campaigns across multiple channels • Research portfolios and identify candidates aligned with TasteMakers’ quality bar • Build and maintain sourcing pipelines for multiple concurrent roles • Help identify strong creative and technical communities across North, Central, and South America • Review applications against selection criteria — portfolio quality, skillset fit, rate, availability, and assessment readiness • Manage early candidate engagement and communication across email and messaging platforms • Support candidates across time zones with timely, thoughtful communication • Build shortlists for project-specific staffing in collaboration with the Recruitment Lead • Help assess candidate fit for international freelance and contract-based project work • Coordinate the assessment process — distribute tests, track submissions, follow up, route results for review • Support compliance and contracting workflows, including background checks and onboarding documentation • Support expert onboarding logistics and project kick-off coordination • Maintain clean, accurate records in our talent database and keep the pipeline organized as we scale

• Source exceptional design and engineering talent across LinkedIn, portfolio platforms, social channels, creative communities, and other relevant networks • Build pipelines across international markets, with a focus on EMEA and APAC talent pools • Run and manage high-volume outreach campaigns across multiple channels • Research portfolios and identify candidates aligned with TasteMakers’ quality bar • Build and maintain sourcing pipelines for multiple concurrent roles • Help identify strong creative and technical communities across Europe, the Middle East, Africa, and Asia • Review applications against selection criteria — portfolio quality, skillset fit, rate, availability, and assessment readiness • Manage early candidate engagement and communication across email and messaging platforms • Support candidates across time zones with timely, thoughtful communication • Build shortlists for project-specific staffing in collaboration with the Recruitment Lead • Help assess candidate fit for international freelance and contract-based project work • Coordinate the assessment process — distribute tests, track submissions, follow up, route results for review • Support compliance and contracting workflows, including background checks and onboarding documentation • Support expert onboarding logistics and project kick-off coordination • Maintain clean, accurate records in our talent database and keep the pipeline organized as we scale • Help improve operational coverage outside of U.S. business hours so experts and candidates feel supported globally

• Build and manage AI-assisted sourcing pipelines across UX/UI, web design, technical, and operational roles • Identify and engage candidates with strong experience in web and customer-facing digital experiences • Partner with hiring managers to translate experience design, business needs, and growth system requirements into clear talent profiles • Evaluate portfolios and candidates for customer journey thinking, interaction design, and real-world web execution • Leverage automation tools and ATS platforms to streamline workflows and reduce manual effort • Continuously optimize candidate outreach, funnel performance, and conversion metrics • Track and report KPIs such as response rate, pipeline velocity, and quality of hire • Refine recruiting systems to improve efficiency, candidate experience, and long-term hiring outcomes

• Directly source a rich pipeline of rarified technical talent across a portfolio of searches, with an initial focus on Research roles • Partner closely with sourcers, recruiters, and hiring managers to develop effective sourcing and pitching strategies • Institutionalize our talent strategies and outreach content broadly to make the whole team more effective at sourcing • Take ownership for sourcing and talent strategy-related processes and initiatives, such as new search launches and talent market evaluations, search recalibrations, referrals pushes, large systematic sourcing drives, and piloting new approaches to find and attract key talent • Own the candidate experience and make it a positive and memorable journey, even for candidates who do not join us • Maintain and improve a high-performance recruiting process tuned to delivering outstanding quality of hire in an efficient, diligent manner