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If you are ready to join a company that truly cares about its employees, our members, and our community then you have come to the right place! Summary of Role As the Talent Acquisition Intern, you will support in the areas of recruiting, onboarding, engagement, offboarding and administration relative to the hiring and retention of top talent across the organization. Be the primary contact for employee onboarding and handle all communication between the incoming employee and the manager. Essential Job Functions/Responsibilities: Provide support to Talent Acquisition Specialists in reviewing and screening candidates against established qualifications Ensure the necessary onboarding documentation is complete, accurate, and processed to support the setup of new employees. Manage I-9 employment record retention, including documentation review/completion for new hires to meet federal law and standards. Interact with candidates, recruiters, HR, and hiring managers to assist and resolve questions/challenges they may have during the recruiting and onboarding process. Act as the primary point of contact for hires outside of orientation classes. Greet and onboard hires and hand off to hiring manager for training. Serve as a partner to the Talent Acquisition team for other recruitment and onboarding functions, as needed. Participate in recruiting events such as job fairs and monthly outreach events and build strategic business relationships with recruiting contacts. Provide information and assistance to employees and managers regarding human resource activities, processes, policies, and procedures. Prepare and maintain special reports as requested; Develop methods and procedures for compiling and analyzing data for reports and special projects. Other duties as assigned Minimum Job Qualifications: Current student pursuing a degree in Human Resources or related field plus one (1) to three (3) years of related experience, or equivalent combination of education and experience. Strong written and verbal communication skills. Accuracy and attention to detail; strong organizational skills. Excellent relationship building skills, demonstrated collaborative approach Proficiency in Microsoft Word, PowerPoint, and Excel. Starting Compensation: $18.50- $20.00/hr., plus a competitive benefits package Current undergraduate or graduate students are eligible to apply. The internship is expected to begin as soon as possible and will continue through May 2026. Bilingual individuals who are fluent in a second language in addition to English are highly encouraged to apply. We are an equal opportunity employer. We do not discriminate on the basis of race, creed, color, national origin, religion, sex, age, veteran status, disability, genetic information, gender identity , or any other protected class. Broadview FCU is committed to ensuring individuals with disabilities and/or those who have special needs participate in the workforce and are afforded equal opportunity to apply and compete for jobs. If you would like to contact us regarding the accessibility of our Website or need assistance completing the application process, please contact us at talentacquisition@broadviewfcu.com

Benefits: 401(k) matching Bonus based on performance Opportunity for advancement Company Overview American Family Care (AFC) is one the largest urgent care network in the U.S. providing services seven days a week on a walk-in basis at over 400 center locations. Our state-of-the-art centers focus on the episodic treatment of acute illnesses and injuries, workers' compensation, and occupational medicine. Each location is equipped with an onsite lab and in-house x-ray capability. Position Summary The Senior Clinical Recruiter is responsible for leading the full-cycle recruitment process for clinical and healthcare positions across the organization. This role partners closely with hiring managers, department leaders, and HR partners to identify, attract, and hire top clinical talent. The Senior Clinical Recruiter leverages market insights, networking, and sourcing strategies to fill critical roles efficiently while ensuring an exceptional candidate experience and alignment with organizational goals. Key Responsibilities Manage the end-to-end recruitment process for clinical positions. At AFC, those roles include Medical Receptionist, Medical Assistant, Radiologic Technologist, Provider as well as (non-clinical) Center Administrator roles. Collaborate with hiring managers to develop strategic staffing plans , including definition of role requirements and success profiles. Develop and implement innovative sourcing strategies to attract passive and active candidates through professional associations, job boards, social media and industry events. Conduct thorough candidate screening, interviews, and assessments to ensure alignment with organizational culture and position requirements. Manage candidate and hiring manager communications to ensure a positive and professional experience throughout the hiring process for our key stakeholders. Partner with HR and leadership to negotiate offers and manage the onboarding process for selected candidates. Maintain a strong pipeline of qualified clinical professionals for future openings and workforce planning. Utilize ATS and recruitment analytics to track metrics , evaluate effectiveness of sourcing strategies, and report on key recruitment KPIs. Ensure compliance with EEO, ADA, and other employment laws and regulations throughout the recruitment process. Serve as a mentor or team lead for our less tenured Talent Acquisition teammates, providing guidance and support in best practices and process improvement. Qualifications Education: Bachelor’s degree in Human Resources, Healthcare Administration or Business Administration preferred but not required. HR or recruitment certification (e.g., SHRM-CP, PHR, RACR, or AIRS) is a plus. Experience: 5+ years of recruitment experience, with a preference for at least 2 years within clinical recruitment. Proven success filling a wide variety of clinical roles in hospitals, health systems, or health center settings. Experience with Applicant Tracking Systems (ATS) and recruitment analytics tools. Skills & Competencies: Undertanding of clinical job functions and healthcare workforce trends . Strong relationship-building and stakeholder management skills. Excellent communication, negotiation, and organizational abilities. Demonstrated ability to manage multiple priorities in a fast-paced environment. Strategic thinker with a data-driven and proactive approach to recruiting. Key Performance Indicators (KPIs): Time-to-fill and quality-of-hire metrics Candidate and hiring manager satisfaction scores Diversity and inclusion hiring goals Retention rate of new hires This is a remote position. Compensation: $90,000.00 - $110,000.00 per year We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. PS: It’s All About You! American Family Care has pioneered the concept of convenient, patient-centric healthcare. Today, with more than 250 clinics and 800 in-network physicians caring for over 6 million patients a year, AFC is the nation's leading provider of urgent care, accessible primary care, and occupational medicine. Ranked by Inc. magazine as one of the fastest-growing companies in the U.S., AFC's stated mission is to provide the best healthcare possible, in a kind and caring environment, while respecting the rights of all patients, in an economical manner, at times and locations convenient to the patient. If you are looking for an opportunity where you can make a difference in the lives of others, join us on our mission. We invite you to grow with us and experience for yourself the satisfying and fulfilling work that the healthcare industry provides. Please note that a position may be for a company-owned or franchise location. Each franchise-owned and operated location recruits, hires, trains, and manages their own employees, sets their own employment policies and procedures, and provides compensation and benefits determined by that franchise owner. Company-owned locations provide a comprehensive benefits package including medical, dental, vision, disability, life insurance, matching 401(k), and more. We are an Equal Opportunity Employer.

What we’re building Our vision is to electrify all waterborne vessels, and we're starting with electric water sport boats. Gas boats dominate today’s marine industry not because of great product offerings but because of a lack of better alternatives. Boaters have grown accustomed to vehicles that feel stuck in the 1980s: unreliable, expensive, loud, noxious, and a nightmare to own and operate. They’re also awful for the water and air they reside in. By contrast, electric boats are superior in nearly every way: not only are they far more reliable and less costly to operate, but they’re also quieter, quicker, and cleaner, with no fumes or pollutants. However, they’ve been held back by both the technology and the talent to make them truly competitive with gas alternatives. That’s Arc’s opportunity. Using modern, aerospace- and automotive-inspired techniques, we’re building our hulls, batteries, cooling systems, firmware, and software together to deliver the next generation of watercraft. Who we’re looking for We’re looking for someone who’s fired up by our mission and ready to build. You’ll thrive here if you adapt quickly, take ownership, and care about the details. This is a full-time, on-site role at our Los Angeles headquarters and work closely with a lean, high-trust team where everyone’s work matters. Core responsibilities Managing full-cycle recruiting for assigned roles Partnering with hiring managers to understand role requirements and align on recruiting plans Sourcing candidates using job boards, LinkedIn, and other sourcing tools Reviewing applications, screening candidates, and conducting initial interviews Coordinating interviewer feedback, guiding candidates through the hiring process, and facilitating timely decision-making Supporting offer processes Scheduling interviews across roles and teams, ensuring a seamless experience for candidates and interviewers Executing all interview scheduling and communication across roles and teams, ensuring a seamless experience for candidates and interviewers Keeping systems and data organized so we can clearly see how well Arc's recruiting efforts are working Maintaining accurate candidate records in our ATS (Greenhouse), ensuring all stages are up to date Posting open roles to job boards and internal systems Generating recruiting reports and assist with metrics tracking Basic qualifications 3 years of experience in recruiting, coordination, or HR support, including some hands-on full-cycle recruiting Experience with an Applicant Tracking System (Greenhouse experience a plus) Strong organization and time management skills with attention to detail Excellent verbal and written communication Comfortable handling sensitive information with professionalism and confidentiality Ability to manage multiple priorities in a fast-paced, dynamic environment Bonus qualifications Experience in a start-up environment Experience with high volume recruiting Experience recruiting technicians Experience using Rippling and/or Greenhouse Advanced Excel/Google Sheets skills Enthusiasm for boating and clean energy At Arc, we encourage diversity and consider all qualified applicants equally for employment, regardless of background, identity, or status. You’re always welcome to reach out even if you don’t meet many of these qualifications. Passion and aptitude make up for a lot. Our values We value these five things above all else: Ownership over both your work and the company’s success Empathy for colleagues and for customers Humility in problem solving and collaboration Pragmatism for navigating ambiguity quickly and sensibly Inclusion of different backgrounds, opinions, cultures, etc. Given that we work in a sometimes intense or stressful environment, it’s vital that our values align. We’d be happy to elaborate on any or all of these during the interview process. What we offer Talented teammates that challenge you to be better Access and opportunity to provide input on a wide range of business activities Salary of $110,000 per year Semi-annual bonuses tied to impact A meaningful equity stake An opportunity to have an outsized impact on industry-defining vehicles The ability to drive positive environmental change through your work Nearly free health insurance (we cover 99%) and a 401k access Generous parental leave Daily lunches at HQ, plenty of snacks, lots of swag, and more Boat rides! Hope to hear from you soon! The Crew at Arc

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Always Compassionate Health provides the highest quality of community home-based services, combined with exceptional compassion and innovation to enhance each patient’s quality of life. By bringing together several of the top home health agencies in the state, we have become one of New York’s leading providers with strategically placed offices that serve thousands of clients every day. Title : Director of Talent Acquisition Location: Melville, NY (on site) Salary Range: $90,000-$100,000 (based on experience) Job Summary: The Director of Talent Acquisition will identify the company’s recruitment needs, oversee the development and advertisement of our job ads, and manage the screening and selection process. Apart from leading the hiring process, the Director of Talent Acquisition will establish policies and guidelines for employee training and onboarding, career development, and termination. This role will also maintain partnerships with educational institutions and employment agencies to scout new talent. He/she will collaborate and plan with other directors and executives to determine what the organization’s recruitment and employment needs are and how to implement effective strategies. The position is based on site (Mon-Fri) at our Melville, NY office. Candidates must reside in/near Long Island and be comfortable with commuting to this location on a daily basis. Essential Duties and Responsibilities: Identify the company’s recruitment needs, define objectives, and work closely with hiring managers to determine the most effective hiring strategies. Set annual hiring projections and the recruiting budget based on research and internal audits. Develop and streamline internal recruitment guidelines, policies, and processes. Oversee the implementation of full-cycle recruitment processes. Manage candidate outreach via various online platforms to find the best potential candidates. Establish criteria for candidate interviews and assessments and assist in finalizing hiring decisions, especially for senior roles. Maintain close working relationships with hiring agencies and educational institutions and leverage the rapport to source the best candidates. Work closely with the legal department to ensure compliance with state and federal regulations in our recruitment efforts. Monitor the performance of our recruiting programs using various KPIs, such as cost per hire, turnover rates, and time to hire. Provide training and assistance to junior recruiting team members as needed. Qualifications: Bachelor’s or Master’s degree in human resources, Business Administration, or a related field. At least 3 years+ of experience in full cycle recruitment in a leadership role. In-depth understanding of employment laws at the local, state, and federal levels and best practices in recruiting. Proficiency in relevant applicant tracking systems. Exceptional leadership skills Strong project and time management skills Excellent verbal and written communication skills Relevant certifications in talent acquisition and management (CPLP, SPHR, or SHRM-CP) preferred Benefits: 401(k) Dental insurance Health insurance Paid time off Vision insurance AFLAC Always Compassionate Health provides equal opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, status as a parent, national origin, age, disability (physical or mental), family medical history or genetic information, political affiliation, military service, or any other non-merit based factors protected federal, state, or local law. All employment related decisions are based solely on relevant criteria including experience and suitability. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

About Vantage Data Centers Vantage Data Centers powers, cools, protects and connects the technology of the world’s well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands. People & Culture Department The People & Culture (P&C) Team at Vantage is lean, effective, well-respected, and growing, with the vision of designing and ensuring an exceptional employee experience from application to alumnus. The team is distinguished by its innovative and strategic approach, working in close partnership with business leaders to develop practical and business-minded solutions that keep the development and growth of our people at the center. Each member of our P&C team plays a pivotal role on the team and in the business. Trust, Agility, Respect, and Accountability are the Vantage core values—and we seek to live every value, every day, while thinking creatively to make Vantage the employer of choice and power our people. Position Overview This position will be based at our site in Port Washington, WI in alignment with our flexible work policy (3 days in, 2 out) The Early Careers Talent Acquisition (TA) Partner will lead recruitment efforts for internships and early-career positions across their respective region. This individual will manage the full-cycle recruitment process and drive initiatives that attract, engage, and develop the next generation of Vantage Data Centers talent. This role plays a critical part in strengthening Vantage’s employer brand locally, establishing partnerships with universities, technical schools, and community organizations, and ensuring a positive, inclusive candidate experience throughout the recruitment journey. The Early Careers TA Partner will also collaborate closely with the broader TA and HR teams to support company-wide hiring strategies and special projects. Essential Job Functions Early Careers & Campus Recruitment Lead full-cycle recruitment for internships, entry-level, and apprenticeship roles across assigned site(s). Develop and maintain relationships with regional colleges, universities, and technical schools to build strong early-career pipelines. Plan and participate in career fairs, campus events, and information sessions to promote Vantage’s early talent programs. Partner with hiring managers to forecast early-career staffing needs and execute proactive recruitment strategies. Provide tours of Vantage campus and help facilitate on-site interviews, career fairs, and hiring events for local site team. Full-Cycle Recruitment Manage job postings, sourcing, screening, and interview coordination to ensure an efficient and consistent process. Utilize sourcing tools, networking, and creative outreach to identify and engage diverse candidates. Provide hiring recommendations and manage candidate communications throughout the process. Maintain accurate candidate data within the Applicant Tracking System (ATS) and generate reports on hiring metrics. Employer Branding & Partnerships Represent Vantage Data Centers at campus and community events as an ambassador for early-career opportunities. Develop partnerships with educational institutions and workforce programs to increase Vantage’s visibility in the local talent market. Support marketing and branding initiatives highlighting Vantage’s culture, mission, and early talent programs. Collaboration Partner with HR Business Partners, Learning & Development, hiring managers, and the broader TA team to ensure alignment on hiring goals and workforce planning. Work cross-functionally with Learning & Development and Operations to enhance the internship and early-career experience. Share best practices and collaborate with other TA Partners to strengthen recruitment strategy and consistency across regions. Continuous Improvement Stay informed about market trends, campus recruitment best practices, and regional workforce data. Analyze recruitment performance metrics to identify areas for improvement and recommend solutions. Contribute to TA process enhancements and special projects as assigned. Additional duties as assigned by management. Job Requirements Bachelor’s degree in Human Resources, Business Administration, or a related field; or relevant experience. Minimum 1+ year of recruiting or talent acquisition experience required. Minimum 1 year of experience Sourcing preferred. Experience in internship, early careers, or campus recruitment strongly preferred. Experience supporting a technical or data center environment preferred. Strong knowledge of Applicant Tracking System(s) and sourcing tools Experience with full life-cycle recruiting including sourcing, recruiting, scheduling and interviewing in-house Passion for connecting emerging talent to career opportunities. A team player who can influence and develop effective partnerships with a variety of stakeholders at all levels Travel required is expected to be up to 10% but may increase over time as the business evolves. Physical Demands and Special Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle, or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Additional Details: This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits. Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown. We operate with No Ego and No Arrogance. We work to build each other up and support one another, appreciating each other’s strengths and respecting each other’s weaknesses. We find joy in our work and each other, actively seeking opportunities to inject fun into what we do. Our hard and efficient work is rewarded with an above market total compensation package. We offer a comprehensive suite of health and welfare, retirement, and paid leave benefits exceeding local expectations. Throughout the year, the advantage of being part of the Vantage team is evident with an array of benefits, recognition, training and development, and the knowledge that your contribution adds value to the company and our community. Don't meet all the requirements? Please still apply if you think you are the right person for the position. We are always keen to speak to people who connect with our mission and values. Vantage Data Centers is an Equal Opportunity Employer Vantage Data Centers does not accept unsolicited resumes from search firm agencies. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Vantage Data Centers. We’ll be accepting applications for at least one week from the date this role is posted. If you're interested, we encourage you to apply soon—we’re excited to find the right person and will keep the role open until we do!

The HR Specialist – Talent Acquisition and Sub Network is responsible for sourcing and screening candidates, as well as coordinating the hiring and onboarding of early educators to support our mission of providing exceptional early childhood education. Working closely with the HR Manager-Talent Management, this role also recruits for and manages the substitute teacher network for the district they support. The primary focus of this role is our Northwest Metro Minnesota market. ESSENTIAL FUNCTIONS Talent Acquisition: Work with the Talent Acquisition team and Marketing team to promote openings within appropriate geographic locations and communities using job boards, social media and in-house recruiting promotions. Oversee the sourcing, selection, hiring, and onboarding process of qualified candidates for school positions. Be familiar with NAEYC/DHS qualifications and requirements for each position in the early childhood education field. Manage requisitions for assigned district to ensure accurate reflection of school openings. Work closely with District Managers regarding priority openings and locations. Assist with weekly Home Office orientation and onboarding for all New Horizon Academy new hires. Attend college, community and in-house career fairs representing New Horizon Academy. Build and maintain relationships with high schools and colleges to establish a network with education teachers and potential job candidates. Assist with HR events such as training sessions, ABC’s of ECE, etc. Maintain employee files and keeping them current with updated paperwork and trainings to ensure compliance. Be available for occasional evening and weekend recruiting events. Actively participate in all HR team meetings, projects, and initiatives. Substitute Teacher Network: Recruit high-quality substitute teachers for assigned district. Implement and coordinate onboarding for all substitute teachers to ensure a structured and consistent onboarding experience. Work with other members of the HR team, manage and grow the sub network team for the assigned district while ensuring accessibility of shared sub pool. Manage sub scheduling by collecting sub requests and assigning/scheduling subs at various schools within the assigned district. Collaborate with District Managers and School Directors, evaluate sub schedules and redirect subs daily and weekly based on need, location, and fit to schools and/or sub network. Work closely with the HR Manager, manage the timekeeping and wages for the subs in assigned district, including annual increases, assigning wages to the appropriate schools, and submitting required information to payroll. Assist with proactive management of attendance, performance, and employee relations matters for subs withing the assigned district. QUALIFICATIONS Required: At least 2 years of experience in Human Resources, talent acquisition, or talent management. Excellent communication skills. Proven ability to build and maintain productive business relationships. Solid working knowledge of talent acquisition. Proficiency in Excel, Word, Outlook, PowerPoint, and HRIS talent management systems. Proven ability to handle confidential information with discretion. Must be adaptable to various competing priorities. Highly detailed and organized. Public speaking skills. A self-starter and take the initiative to improve processes. Preferred: Bachelor’s degree in human resources or related field. Experience in the early childhood industry. We offer a suite of industry-leading benefits, including: Starting Yearly Salary: $50,000 Yearly Bonus: Up to $1,000 per year, paid out quarterly based on company performance Company-sponsored medical, dental, vision, life, and disability insurance. 401 (K) plan with company match. Paid time off. Ongoing professional development. Generous childcare discounts for any New Horizon Academy locations across the U.S. This position description is not intended to be and should not be construed as an all-inclusive list of responsibilities, skills, or working conditions associated with this position. While this description is intended to accurately reflect the position's activities and requirements, New Horizon Academy reserves the right to modify, add, or remove duties as necessary or desired. E.O.E.

Position Overview As the Manager of Talent Acquisition Nurse Recruitment, you will lead strategic and operational efforts to attract, engage, and hire top nursing talent across UHS. By being responsible for overseeing full-cycle nurse recruitment, managing a high-performing recruitment team, and driving initiatives that align with organizational goals and workforce planning strategies, you can help shape the future of our organization. You will collaborate closely with HR Business Partners, Nursing Leadership, Marketing, Strategic Programs, and Nursing Education to ensure a seamless and proactive approach to nursing talent acquisition.As the Manager you can drive the team development, execute innovative sourcing strategies, foster strong partnerships across departments, and ensure the recruitment team is equipped to meet current and future nursing workforce needs. While this role primarily leads the nurse recruitment initiative, you would also be participating in the active recruitment efforts for administrative and leadership roles as needed.This position is primarily on site at our HR location, with a hybrid component, but will have heavy engagement with our Wilson and BGH Hospital locations. #IND1 Primary Department, Division, or Unit: Talent Acquisition, UHS Human Resources Primary Work Shift: Day Regular Scheduled Weekly Hours: 40 Compensation Range: $54.17 - $81.25 per hour, depending on experience ----- Responsibilities: Lead the nurse recruitment team through development, engagement, and performance management; oversee selection, orientation/training, mentoring, and performance review. Establish team workloads and assess performance to ensure timely and effective recruitment outcomes for nursing vacancies. Serve as a subject matter expert for recruiters and leaders on nursing recruitment best practices, policies, systems, and procedures. Support recruiters in implementing sourcing strategies, recruitment campaigns, and candidate engagement practices designed to attract and retain experienced nurses. Partner closely with nursing leaders to forecast workforce needs, identify gaps, and implement proactive recruitment strategies. Collaborate cross-functionally with the Talent Acquisitions Strategic Programs division on graduate nurse recruitment as well as the Talent Acquisition Operations team for contingent workforce relationships to align on workforce planning, ensure smooth transitions from GN pipelines, and support long-term nursing workforce stability. Apply experience with recruitment marketing technologies and analytics to enhance nursing candidate outreach (e.g., social media, digital campaigns, nursing-focused job boards). Develop and maintain strong relationships with clinical leaders, internal peers, and external partners to ensure seamless and professional candidate experience. Facilitate regular business reviews with HR functional partners and deliver updates to nursing leadership. Provide training and coaching to recruitment staff on tools, systems, and sourcing techniques specific to nursing recruitment. Hold a strong understanding of all roles within the nurse recruitment team and provide hands-on support when needed. May assume responsibility for recruiting nursing leadership roles and other key nursing hires. May assume additional responsibilities, as requested. Education/Experience Minimum Required: Bachelor's Degree Five (5) years management experience involving a strong understanding of recruitment functionality Minimum five (5) years nurse recruitment experience Preferred: Master’s degree in human resources or related field Healthcare recruiting management experience in a high volume, complex health system Proven experience in the development and implementation of organizational initiatives with an emphasis on people leadership Workday Experience License/Certification: Preferred: Professional in Human Resources (PHR) certification or equivalent ----- Why You’ll Love Working at UHS At United Health Services (UHS), we believe every connection—to patients, to purpose, to each other—makes a difference. That’s why we’re intentional about supporting our team in ways that go beyond the job. Whether through meaningful benefits, personal growth, or fun along the way, we’re here to help you thrive in work and life. A Culture of Connection – We support each other like family and create space for every voice to be heard. Engagement Councils, peer recognition, and initiatives like Walk in my Shoes for senior leaders are just a few ways we foster belonging and collaboration. Outside of work, we stay connected through team events like trivia, trunk-or-treat, volunteer days, our staff choir, or seasonal celebrations. Comprehensive Benefits for Life & Family – We offer medical, dental, and vision coverage starting the first of the month after hire for employees working 24+ hours/week. With flexible plan options and coverage tiers, you can choose what fits your life best. Additional perks include discounted childcare through Bright Horizons and voluntary benefits like pet insurance, legal services, and identity theft protection. ​ Well-Being & Financial Security – From day one, PTO starts accruing so you can take time to recharge. We support your long-term wellness with a 403(b) retirement plan and company match, flexible spending accounts, access to financial advisors, and up to $400/year in wellness rewards. When life gets tough, we’re here with 24/7 EAP counseling, virtual mental health support, a food pantry, PTO donation program, and professional attire through the Classy Closet. ​ Growth That Moves with You – With access to 100,000+ online courses, leadership programs, tuition reimbursement, clinical ladders, and internal mobility, we help you grow wherever your passion leads. We also continuously review compensation to ensure market competitiveness and internal equity, so you can feel confident your work is valued and rewarded fairly. ​ A Place to Call Home – Located in New York’s Southern Tier, UHS offers more than a career—we offer a lifestyle. Enjoy four-season recreation, affordable living, top-rated schools, minor league sports, craft brews, a close-knit community, and more, all within reach of the Finger Lakes, the Catskills, and major Northeast cities. ----- About United Health Services United Health Services (UHS) is a locally owned, not-for-profit healthcare system in New York’s Southern Tier comprising four hospitals, long-term care and home care services, and physician practices in Broome and surrounding counties. UHS provides healthcare and medical services for two-thirds of the region’s population, produces $1.3 billion a year in total economic impact, and boasts a workforce of more than 6,300 employees and providers. At UHS, our work is guided by our Values of Compassion, Trust, Respect, Teamwork, and Innovation. Whether you provide direct patient care or support behind the scenes, you are part of a shared purpose: to improve the health and well-being of the communities we serve. Every employee plays a meaningful role in fulfilling our mission—we’d love for you to consider joining us! United Health Services is an Equal Opportunity Employer. ----- United Health Services, Inc. and the members of the UHS System neither are affiliated with, sponsored, endorsed nor approved by, nor otherwise associated with, Universal Health Services, Inc. (NYSE: UHS), UHS of Delaware, Inc. nor their affiliates, which can be found at www.uhsinc.com.

Who we are: Strongpoint Partners is tech -enabled retirement services platform serving small- to mid-sized businesses with integrated retirement third party administration, recordkeeping, payroll, and HR solutions. Recognized as one of Inc. 5000’s Fastest Growing Private Companies in America and certified as a Great Place to Work, Strongpoint offers a suite of services that prioritizes accuracy, compliance, and reduction of regulatory risk for its clients, delivered by local client success teams that understand the nuances of the markets they serve. With a coast-to-coast network of 19 leading firms including HowardSimon ("HSI"), Jocelyn Pension Consulting ("JPC"), Retirement Strategies Group (“RSG”), Retirement Planners and Administrators (“RPA”), Pension Financial Services (“PFS”), Pollard & Associates ("PA"), Carlson Quinn ("CQ"), SI GROUP ("SIG"), Retirement Planning Consulting Group (“RPCG”), Karel-Gordon & Associates ("KGA"), Cash Balance Actuaries ("CBA"), Pension Consultants, Inc. (“PCI”), Actuaries Unlimited (“AUI”), California Retirement Plans (“CRP”), Benefit Equity ("BEI"), United Benefit Pensions, Inc. ("UBP"), Creative Retirement Systems ("CRS"), Associated Pension Consultants ("APC"), and Allied Consultants, Inc. ("ACI"), Strongpoint Partners combines a relentless passion for service and innovation with the experience and expertise required to make retirement work for everyone. For more information, please visit: www.strongpointpartners.com . Position Overview: The Talent Acquisition Manager is responsible for driving full-cycle recruitment in a fast-paced, evolving environment. This role partners closely with senior leaders and hiring managers across multiple partner organizations to attract, assess, and hire top talent aligned with Strongpoint’s business goals and culture. The ideal candidate is a strategic yet hands-on recruiting professional with strong business acumen, exceptional communication skills, and a passion for delivering an outstanding candidate and stakeholder experience. This position manages all aspects of the recruiting process—including job postings, sourcing when necessary, interviewing, and onboarding—while ensuring data integrity, compliance, and alignment with diversity, equity, and inclusion (DEI) goals. The incumbent leverages HR technology and analytics to track KPIs such as time-to-fill, cost-per-hire, and quality-of-hire, using insights to improve efficiency and decision-making. PLEASE NOTE: This is a fully remote position and can be performed from anywhere within the United States. We are committed to supporting a flexible work environment and welcome candidates from all U.S. time zones. Key Responsibilities: Lead full-cycle recruitment for a variety of roles across partner organizations, including job postings, sourcing (as needed) , interviewing, selection, onboarding , and orientation . Partner with business leaders and hiring managers to understand workforce plans, define role requirements, and develop targeted recruiting strategies. Manage and optimize applicant tracking and HRIS systems (preferably Greenhouse and Dayforce) to ensure accurate data, reporting, and a seamless candidate experience. Collaborate with the Talent Acquisition Coordinator on sourcing high-quality candidates through multiple channels, including job boards, professional networks, social media, and proactive outreach to passive talent. Build and maintain a diverse talent pipeline to support current and future hiring needs. Promote Strongpoint’s employer brand and employee value proposition through consistent messaging and engagement strategies. Apply inclusive recruiting practices to attract and hire diverse candidates, supporting company-wide DEI goals. Utilize recruitment analytics and metrics (e.g., time-to-fill, cost-per-hire, quality-of-hire) to measure effectiveness and drive continuous improvement. Conduct behavioral and competency-based interviews to evaluate candidates for both technical skills and cultural fit. Execute assessments for candidates to ensure a cultural fit with Strongpoint. Provide hiring managers with guidance on interview best practices, candidate evaluation, and selection decisions. Ensure compliance with employment laws and maintain confidentiality of all candidates and company information. Develop and deliver regular reports (email or verbal) to the hiring managers on recruiting performance and talent trends . Collaborate with People team, including payroll, and hiring managers to ensure a smooth onboarding experience and positive transition for new hires. Demonstrate adaptability and problem-solving skills in addressing shifting priorities and hiring challenges. Deliver exceptional customer service to internal stakeholders with professionalism, diplomacy, and compassion. Contribute to team initiatives with a positive, organized, and results-oriented approach. Other duties as assigned. Qualifications: 5+ years in similar role leading TA efforts in a fast-paced environment. 3+ years of demonstrated ability to source, evaluate, and hire talent across functions such as retirement plan consulting, financial advising, plan administration, participant services, and compliance. Prior experience recruiting in the retirement or wealth management industry required. ATS and HRIS systems: proficiency with systems, preferably Greenhouse for ATS and Dayforce recruiting implementation. Adaptability : Comfortable working in a changing environment with evolving hiring needs. Candidate Sourcing: Proficiency with job boards, social media, applicant tracking systems (ATS), and passive candidate outreach. Confidentiality: Strong sense of discretion and integrity when handling sensitive candidates and business information. Diversity, Equity & Inclusion (DEI): Strong understanding of inclusive recruiting practices and the ability to attract diverse candidates. Employer Branding: Experience promoting Strongpoint’s value proposition to attract top talent. Microsoft Office Suite & Reporting Tools: Strong Excel and PowerPoint skills for reporting and presentations. Problem-Solving: Ability to resolve recruitment challenges creatively and efficiently. Stakeholder Communication: Ability to partner with senior leaders and hiring managers across partner organizations. Ability to provide exceptional customer service with diplomacy and compassion. Strong Communication: Clear, professional, and persuasive verbal and written communication. Talent Pipeline Management: Ability to build and maintain talent pools for both current and future needs. Preferred Qualifications Experience in private equity–backed or services-based organizations HR certification (e.g., SPHR, SHRM-SCP) Travel Requirements This role may require occasional travel to partner sites across the U.S. Pay Transparency Statement: The anticipated pay range for this position is $90,000-$110,000 annually. At Strongpoint Partners, our salary ranges reflect the minimum and maximum base pay for the posted position applicable to all locations across the US. Within the posted salary range, individual pay is determined by the geographic location, job related skills, experience, education, and certifications. Our total compensation package includes base pay plus a comprehensive benefits program. Our Value-Driven Employee Experience: Flexible Workplace – Hybrid and remote options available for many roles. Unlimited PTO – Competitive paid time off, including flexible & unlimited options. Inclusive Environment – A culture that values diversity, collaboration, and respect. Growth Opportunities – Support for ongoing learning and career development. Comprehensive Benefits – Health, dental, vision, life, and disability coverage. Workplace Perks – Incentive bonus programs, flexible hours, & more. Specific benefits and programs may vary by partner and position.

Talent Acquisition Specialist Summary ​ ​ The Talent Acquisition Specialist will perform the full lifecycle recruitment process while building and maintaining excellent relationships with hiring managers, candidates, and the Mary Free Bed community. ​ This individual will be an integral part of the Talent Acquisition team and will be instrumental in providing high quality candidates to fill hiring needs by implementing targeted sourcing initiatives, leveraging social networking, and other recruitment tools with sense of urgency, enhancing the hiring manager and candidate/customer experience . ​ Essential Job Responsibilities ​ ​ Responsible for the full lifecycle recruitment process for assigned departments/open positions ​ Develop and maintain collaborative relationships with hiring managers and serve as a subject matter expert in recruitment/HR matters ​ Consult and partner with hiring managers and key stakeholders to obtain pertinent information that will aide in drafting postings, sourcing, and qualifying active and passive candidates ​ Source, screen, prequalify, interview, and evaluate candidates to determine their competencies and qualification for employment ​ Proactively search active and passive talent to develop and maintain a pipeline of candidates across client groups and levels within our organization ​ Utilize efficient and effective recruitment strategies and techniques to source for various clinical and non-clinical positions including social networking, cold calling, internet searching, and professional networks ​ Identify and cultivate external relationships with antidiscrimination focused organizations ​ Build and manage productive partnerships with organizational leaders, hiring managers, and HR team ​ Attend high value conferences and job fairs to promote and recruit for the Mary Free Bed and Rehabilitation Professionals systems ​ Manage data integrity within the applicant tracking system, managing each candidate's movement through the recruitment process to minimize time to fill and provide a world-class candidate experience ​ Develop professional relationships with colleges and universities, and networks with other professional recruiters and agencies for future sourcing of high-quality candidates ​ Contribute to process improvement initiatives ​ We’ll embrace all people by: ​ T reating everyone with dignity and respect. ​ O pening more doors to opportunity for others to succeed. ​ G rowing talent and people. ​ E nsuring a welcoming experience for all we serve, regardless of origin, race, religion, disability, sexual orientation or socioeconomic status. ​ T aking action against discrimination . ​ H onoring our differences and how we collaborate. ​ E ducating staff, patients and the communities we care for. ​ R estoring hope and freedom, together. ​ ​ Customer Service Responsibilities Demonstrate excellent customer service and standards of behaviors as well as encourages , coaches, and monitors the same in team members. This individual should consistently promote teamwork and direct communication with co-workers and deal discretely and sensitively with confidential information . Responsibilities in Quality Improvement Contribute by identifying problems and seeking solutions. Promote patient/family satisfaction where possible; participates in departmental efforts to monitor and report customer service. Essential Job Qualifications Bachelor’s degree in Human Resources , Business, or other related area . At least 2 years recruiting and/or human resources experience preferred . Experience in high volume recruiting. Experience as a change agent; comfort with ambiguity in a fast-paced environment. Requires excellent skills in influence, negotiation, collaboration, and handling difficult conversations . Skilled with competency and behavior-based interview and assessment . Past experience in health care preferred . Experience in developing and delivering recruitment strategies and processes to improve outcomes required . Adept with using a variety of recruiting technologies to source talent. Some air travel to attend job fairs and conferences. Physical Requirements for Essential Job Qualification Levels : None (No specific requirements) Occasionally (Less than 1/3) Frequently (1/3 to 2/3) Majority (More than 2/3) Remain in a stationary position: ​ Majority ​ Traverse or move around work location: ​ Occasionally ​ Use keyboard: ​ Frequently ​ Operate or use department specific equipment: ​ None ​ Ascend/Descend equipment or ladder : ​ None ​ Position self to accomplish the Essential Functions of the role : ​ None ​ Receive and communicate information and ideas for understanding: ​ Majority ​ Transport, position, and/or exert force: Up to 10 pounds: ​ Occasionally ​ Up to 25 pounds: ​ None ​ Up to 50 pounds: ​ None ​ Up to 75 pounds: ​ None ​ More than 100 pounds : ​ None ​ Other weight: Up to___ pounds ​ _ ____ ​ Other: ​ _____ ​ Consistent with the Americans with Disabilities Act (ADA), it is the policy of Mary Free Bed Rehabilitation Hospital to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If reasonable accommodation is needed, please contact the Talent Acquisition team at recruitment@maryfreebed.com . Mary Free Bed is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, genetic information, veteran status, disability or other legally protected characteristic .

Greenberg Traurig (GT), a global law firm with locations across the world in 15 countries, has an exciting employment opportunity for you. We offer competitive compensation and an excellent benefits package, along with the opportunity to work within an innovative and collaborative environment. Join our Recruiting Team as an Attorney Talent Acquisition Manager located in our Atlanta office. We are seeking a highly skilled professional who thrives in a fast-paced, deadline-driven environment. The ideal candidate possesses strong problem-solving and decision-making abilities, ensuring efficiency and accuracy in every task. With a dedicated work ethic and a can-do attitude, you will take initiative and approach challenges with confidence and resilience. Excellent communication skills are essential for collaborating effectively across teams and delivering exceptional client service. With a client-focused mindset and an initiative-taking approach, you will play a critical role in driving success, anticipating needs, and providing strategic solutions. If you are someone who demonstrates initiative, adaptability, and innovation, we invite you to join our team. This role will be based in our Atlanta office, on an in-office basis. In-office presence is required for day-to-day operations, as well as for team meetings, training opportunities, and relationship building. This role reports to the Chief Talent Officer and Business Director. Position Summary: The Attorney Talent Acquisition Manager will report to the Chief Talent Officer and work closely with the Atlanta Managing Shareholder, Administrative Shareholder, Co-President, Recruiting Chairs, and Business Director to manage the strategic and full cycle recruitment process for shareholders, lateral associates, non-track attorneys, and OCI/summer/first-year associate programs for the office. Key Responsibilities Researches, analyzes, and communicates strategic hiring intelligence to Managing Shareholder, Administrative Shareholder, Recruiting Chairs, Business Director and/or practice group leadership Identifies market trends and aligns those with firm and office strategic goals to develop creative and innovative attorney recruitment strategies Meets regularly with office and/or practice leadership to review hiring needs and potential candidates Manages and coordinates entire recruitment process for attorney candidates Develops and maintains relationships with search firms and counterparts in other firms Manages and coordinates law student recruitment, summer associate and first-year associate programs Assists office with candidate and market research as necessary Maintains applicant database and department records as well as generates reports Participates as a member of the local NALP city group chapter, attends city group meetings, and is aware of NALP guidelines and best practices Performs special projects as requested by the Chief Talent Officer Assists with other department activities as needed, and performs additional duties and responsibilities as assigned Qualifications Skills & Competencies: High attention to detail, exceptional planning and organizational skills and the ability to manage multiple assignments simultaneously and effectively Ability to work under pressure to meet strict deadlines and effectively prioritize multiple tasks Excellent interpersonal and communication skills (oral and written), professional demeanor, and presentation Interact effectively with candidates, search firms, law schools and various levels of personnel across the office and firm Provide outstanding client service to all stakeholders Possess superior judgment and discretion; recognize confidential, sensitive, and proprietary information and maintain confidentiality Analytical with strong problem-solving skills, takes initiative and has excellent follow-up skills Education & Prior Experience: Bachelor's degree or equivalent experience in Human Resources, Business, or related field Eight to ten years of related attorney recruiting experience, preferably with a large law firm Technology: Working knowledge of recruiting software and applicant tracking systems (i.e. Workday, Firm Prospects, Flo Recruit and LinkedIn Recruiter) Computer proficiency in Windows-based software and Microsoft Office Suite applications, including Word, PowerPoint, Excel and Outlook Exceptional computer skills with the ability to learn new software applications quickly GT is an EEO employer with an inclusive workplace committed to merit-based consideration and review without regard to an individual’s race, sex, or other protected characteristics and to the principles of non-discrimination on any protected basis.

Talent Acquisition Business Partner Location: Elizabeth, New Jersey ​At APM Terminals, a global leader in port and terminal operations, we enable global trade and drive sustainable growth. As part of the A.P. Moller-Maersk Group, we connect economies and communities worldwide. Our success is driven by a strong commitment to LEAN methodologies, embedding continuous improvement into every aspect of our operations. Join us and be part of a team that values excellence, collaboration, and innovation. We offer: At APMT Terminals, we foster a dynamic learning and training culture that empowers our employees to excel. Our commitment to continuous improvement is driven by LEAN principles, ensuring that every team member has the opportunity to develop their skills and advance their careers. Join us to be part of an innovative environment where your growth is our priority, and experience the numerous advantages of being a valued member of our team. As a Talent Acquisition Business Partner , you’ll play a key role in shaping the future workforce of APM Terminals across the United States — supporting our terminals in Elizabeth (NJ) , Los Angeles (CA) , Mobile (AL) , Miami (FL) and selected roles in Charlotte (NC) . This role offers the opportunity to travel up to 25% to our terminals, fostering strong partnerships with local teams and deepening your understanding of the business and its people. We offer competitive compensation , an inclusive benefits package , and access to world-class learning and growth opportunities . You’ll join a team that values collaboration, fairness, respect, and continuous development , all while being part of a company that truly invests in its people. Key Responsibilities Recruitment Strategy & Execution: Lead the full recruitment cycle for mid- and senior level roles across key operational and functional areas. Partner closely with Hiring Managers and Human Resources Business Partners to define priorities, share market insights, and design targeted sourcing strategies that attract exceptional and diverse talent . Actively contributes to Diversity, Equity & Inclusion (DE&I) efforts by embedding inclusive hiring practices, building diverse talent pipelines, and ensuring equitable candidate experience across all stages of recruitment. Stakeholder Engagement: Build trusted partnerships with business leaders and HR teams to anticipate talent needs, provide market intelligence, and deliver consistent, high quality hiring experiences from intake to offer. Employer Branding & Early Career: Strengthen APM Terminals’ visibility as an employer of choice by collaborating with Global and Regional Employer Branding specialists. Support Early Career programs such as internships and graduate initiatives and represent the company at career fairs and industry events . Ad-Hoc Projects & Continuous Improvement: Drive initiatives that enhance recruitment efficiency, culture, and stakeholder engagement . Review key metrics and feedback to identify opportunities, implement improvements, and continuously elevate our talent acquisition practices. Who We’re Looking For You’re a strategic recruiter who thrives on connecting great talent with great opportunities. You care deeply about candidate experience , bring energy to every interaction, and enjoy collaborating across cultures and geographies. You’re adaptable, data-driven, and confident navigating change in a dynamic, global environment. Requirements: Bachelor’s degree in Human Resources , Business Administration , or a related field. Minimum 7 years of experience in Talent Acquisition within an international and matrixed organization , or equivalent proven success. Proven experience recruiting mid- and senior-level roles , preferably in logistics, container port operations, or industrial sectors , with strong strategic hiring capabilities. Demonstrated success leading pipeline and headhunting initiatives to attract specialized and high-potential talent. Strong proficiency in Workday or other Applicant Tracking Systems (ATS) . Fluent in English (Spanish and/or Portuguese is a strong advantage). You should be Exceptional communicator – builds trust and connection through authentic, clear, and respectful dialogue. Organized and agile – manages multiple pipelines and priorities with structure and calm under pressure. Assertive and proactive – takes ownership, anticipates needs, and drives results with integrity. Influential and persuasive – inspires confidence, engages passive talent, and aligns stakeholders around shared goals. Inspirational presence – a natural connector who energizes and motivates others, embodying Maersk’s people-centered values and creating meaningful engagement wherever they go. Environment The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. General office setting, typically the employee may sit comfortably to perform the work, usually at a computer terminal – with short breaks or lunch period. May be some bending/stooping, reaching above shoulder level, walking; standing; carrying of light items such as papers, books, or packages of up to 25 pounds. Should be able to hear & speak clearly using phone / headset to communicate with colleagues and customers; be able to navigate, view & enter information on the computer. Occasional work may be needed outdoors in the Terminal Yard, which may have exposure to outdoor weather elements. Travel: Occasional travel to terminals within the US Job Type: Full Time Salary: USD 104,900 - 112,600 Benefits: Full time employees are eligible For Health Insurance, Paid Time Off, and 401k match The above stated pay range is the anticipated starting salary range for this position. The Company may adjust this range in light of prevailing market conditions and other factors such as location. The Company will work directly with the selected candidate(s) on the final starting salary in accordance with all applicable laws Notice to applicants applying to positions in the United States You must be authorized to work for any employer in the U.S. Maersk is committed to a diverse and inclusive workplace, and we embrace different styles of thinking. Maersk is an equal opportunities employer and welcomes applicants without regard to race, colour, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, pregnancy or parental leave, veteran status, gender identity, genetic information, or any other characteristic protected by applicable law. We will consider qualified applicants with criminal histories in a manner consistent with all legal requirements. We are happy to support your need for any adjustments during the application and hiring process. If you need special assistance or an accommodation to use our website, apply for a position, or to perform a job, please contact us by emailing accommodationrequests@maersk.com .

About Hive Hive is the leading provider of cloud-based AI solutions to understand, search, and generate content, and is trusted by hundreds of the world's largest and most innovative organizations. The company empowers developers with a portfolio of best-in-class, pre-trained AI models, serving billions of customer API requests every month. Hive also offers turnkey software applications powered by proprietary AI models and datasets, enabling breakthrough use cases across industries. Together, Hive’s solutions are transforming content moderation, brand protection, sponsorship measurement, context-based ad targeting, and more. Hive has raised over $120M in capital from leading investors, including General Catalyst, 8VC, Glynn Capital, Bain & Company, Visa Ventures, and others. We have over 250 employees globally in our San Francisco, Seattle, and Delhi offices. Please reach out if you are interested in joining the future of AI! Talent Acquisition Manager Recruiting the right candidates is pivotal to Hive’s success and ability to innovate. As a Talent Acquisition Manager at Hive, you will not only oversee the processes that dictate our candidate experience, but also aid our recruiting team in establishing and meeting their short and long-term goals. The Talent Acquisition Manager will manage the day-to-day operations of our recruiting team and will work closely with internal stakeholders on recruiting initiatives as the company scales up. Our ideal candidate is mission-driven and passionate about providing frontline support. We need a team builder who can express our vision and is relentless in their pursuit of building the best team! Responsibilities Serve as a crucial point of contact between executive leadership and employees Mentor our recruiting team, such that each team member is well positioned to reach their hiring goals and advance in their careers Manage full-cycle recruiting for both technical and non-technical roles, from talent sourcing to final round decision-making Lead cross-functional Talent Acquisition team projects, such as building out new roles or exploring new ways to reach candidates and build diversity Develop and maintain reporting that highlights metrics to measure against business hiring goals and overall team performance (i.e. using data to evaluate and optimize current hiring processes) Ensure compliance of Applicant Tracking System procedures and the recruiting process; Assisting with compliance and data audits Manage talent acquisition initiatives, such as employee referrals, university recruiting, sourcing strategies, and more Maintain awareness of industry best practices for data maintenance handling as it relates to your role Adhere to policies, guidelines and procedures pertaining to the protection of information assets Report actual or suspected security and/or policy violations/breaches to an appropriate authority Requirements Bachelor's degree 3-5 years of recruiting experience, preferably in a high-growth tech company / start-up Proven background in leading a full cycle recruiting team and familiarity with the Bay Area talent market Excellent verbal and written communication skills that demonstrate a high level of professionalism Highly organized and detail-oriented; you can handle multiple projects and dynamic priorities without missing a beat Passionate about people and how they function together to create a diverse, inclusive organization Who We Are We are a group of ambitious individuals who are passionate about creating a revolutionary AI company. At Hive, you will have a steep learning curve and an opportunity to contribute to one of the fastest growing AI start-ups in San Francisco. The work you do here will have a noticeable and direct impact on the development of the company. Thank you for your interest in Hive and we hope to meet you soon! The current expected base salary for this position ranges from $90,000 - $150,000. Actual compensation may vary depending on a number of factors, including a candidate’s qualifications, skills, competencies and experience, and location. Base pay is one part of the total compensation package that is provided to compensate and recognize employees for their work; stock options may be offered in addition to the range provided here.

Windfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust. Responsibilities Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information: The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + Equity Colorado: Base salary range is $120k - $150k + Equity About Windfall Windfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit www.windfall.com. We comply with CCPA. For more information on how we comply, review our privacy notice.

Groundworks is seeking a talented Corporate Talent Acquisition Specialist to join our team in Virginia Beach, VA! The Talent Acquisition Specialist (TAS) is responsible for full-cycle, high-volume recruiting to drive the growth of various operational areas of the organization. The Talent Acquisition Specialist promotes Groundworks as an Employer of Choice and Top Workplace, recruits high quality talent to the organization, and delivers stellar customer service to our internal and external customers. Duties and Responsibilities Advises hiring manager of recruiting best practices, HR compliance, company policies and departmental procedures Coordinates with Human Resources, hiring managers, and staffing reports to confirm staffing needs Updates active requisition data in the Applicant Tracking System (ATS) weekly, responds to candidates in a timely manner Manages the ATS and properly documents all open requisitions and applicant activity, ensuring timely updates to requisition, candidate status and documentation of interview notes, interview feedback, report of new hire forms, referral forms and related paperwork Partners with recruiting agencies as needed and approved by Manager for recruitment support Conducts intake calls with hiring managers to review position requirements, establishes interview schedules, and determines recruitment strategies to meet hiring needs Sources and recruits qualified candidates through active and passive recruiting methods using recruiting tools such as Indeed and LinkedIn Assesses candidates for current and future open roles through quality screenings on a daily and weekly basis Coordinates with candidates and hiring managers to schedule in-person and/or virtual interviews, coordinates candidate travel itineraries as necessary Provides regular recruiting updates to necessary company stakeholders, tracks progress and individual performance towards recruiting goals Drafts and extends verbal and formal offer letters by next business day, assists with offer negotiations as necessary Tracks and communicates candidate progress towards offer acceptance to the hiring team, ensuring that candidates have accepted their offer within the allotted timeframe Maintains strong, collaborative, and productive relationships with hiring managers, HR partners, and company stakeholders It is an essential function of this job that the employee regularly and reliably reports to work on time each working day. Preforms other duties as needed or assigned Qualifications Bachelor's degree in human resources, business administration, related field or equivalent work-related experience required Three or more years of experience with full-cycle, high-volume recruiting required Human resources professional certification preferred but not required Working understanding of talent acquisition and/or human resource principles, practices and procedures Proficiency with Applicant Tracking Systems required. Experience with Human Resources Information Systems (Workday) preferred Proficiency with using job boards and resume mining platforms required (Indeed, LinkedIn, ZipRecruiter, etc.) Proficiency in using Microsoft Suite including Word, Excel, PowerPoint, Teams, Outlook and SharePoint, etc. required Proven customer service experience with both internal and external customers Excellent verbal and written communication skills, bilingual in English and Spanish preferred Excellent interpersonal and customer service skills Excellent organizational skills and attention to detail . Working Conditions Full-time, Onsite/Hybrid: 1741 Corporate Landing Pkwy, Virginia Beach, VA Occasional travel (up to 15%) Why You Should Join the Tribe Competitive Pay with Lucrative Performance-Based Bonus Employee Ownership Equity Program Career Growth and Leadership Development Opportunities Best-in-Class Benefits Package: Medical, Vision, Dental, 401(k) and company match, disability and life insurance, employee assistance program Paid Time Off and Paid Holidays Award-Winning Company Culture

About Us Perk (formerly TravelPerk) is the intelligent platform for travel and spend management. Built to tackle the time-consuming, manual work that gets in the way of real work, our tools automate everything from travel bookings to expenses, invoice processing, and more. By eliminating this shadow work that wastes hours, erodes morale, and saps innovation, we're on a mission to power real work, with real impact. We're trusted by more than 10,000 companies worldwide, including Wise, On Running, Breitling, and Fabletics, and we're tackling the 7 hours of lost productivity per employee each week, a $1.7 trillion problem. Founded in 2015, Perk has grown into a global company of more than 1,800 people across 12 offices globally, with headquarters in London and Boston. We combine innovation, control, and simplicity to transform how businesses work and how people feel at work. At Perk, we're driven by our values, like being an owner, delivering a 7-star experience, and working as one team. We value curiosity, purpose, and mindset, not just knowledge, to unlock the power in your potential. Our talent team brings together leading minds from travel and SaaS, representing over 70 countries. If you're excited about having a real impact and shaping how millions of people experience work, we'd love you on the team. Visit www.perk.com to learn more. Powering Real Work About the Role As a Talent Acquisition Specialist at TravelPerk, you will be a key player in supporting our North America teams, focusing on Sales, Customer Care, and other critical functions. You will partner closely with Hiring Managers to develop creative sourcing strategies, identify diverse talent across multiple markets, and own the full-cycle recruitment process, from first contact to offer and onboarding, ensuring a seamless candidate experience while attracting top talent that aligns with our mission and values. This position is ideal for a proactive, data-driven individual who thrives in a fast-paced, collaborative environment and wants to make a tangible impact as TravelPerk continues to grow. This is a 6-month contract position. What You'll Do As a Talent Acquisition Specialist, you'll: Hire exceptional talent across Sales, Customer Care, and other key U.S. functions, ensuring every hire aligns with TravelPerk's mission and values. Proactively source and engage candidates through direct sourcing, referrals, social networks, and targeted outreach campaigns, building strong pipelines for both immediate and future hiring needs. Partner with Hiring Managers to deeply understand role requirements, team dynamics, and business priorities, providing guidance throughout the recruitment process. Own the full-cycle recruitment process from sourcing to offer and onboarding, delivering a seamless and positive candidate experience at every stage. Boost our Employer Brand in the U.S. market by hosting virtual events, attending hiring fairs, creating content, and engaging with talent communities to attract top candidates. Develop and test innovative sourcing strategies using creative outreach, data insights, and new recruitment tools to stay ahead in a competitive talent market. Use Talent Acquisition tools effectively such as LinkedIn Recruiter, and other sourcing platforms to maximize reach and efficiency. Maintain high-quality candidate pipelines for both current openings and future organizational needs. What We're Looking For 2+ years of talent acquisition experience handling full life cycle recruitment in a fast-paced environment. Have excellent organization skills and a meticulous attention to detail. Data-driven approach to tracking and optimizing sourcing performance. Creative and proactive mindset, confident experimenting with new tools and methods. Excellent communication and stakeholder management skills. Flexible and adept at working on multiple assignments simultaneously Commitment to spend a lot of your time sourcing, driving a consistent flow of top talent through proactive sourcing and relationship building. What we offer Competitive compensation Generous vacation days so you can rest and recharge; Health perks such as private healthcare or gym allowance, depending on location; Unforgettable TravelPerk events, including travel to one of our hubs; A mental health support tool for your well-being; Exponential growth opportunities; VolunteerPerk - We offer 16 paid hours per year that you can use to give back to society by volunteering for a charity of your choice. Parental leave: 12 to 16 weeks, based on location and eligibility factors. Compensation Compensation for this role is a combination of salary and stock options. The anticipated base salary range is $60,000- $75,000 per year. Actual compensation may vary based on specific qualifications, experience, and other job-related factors. How we work Our Vision is for a world where TravelPerk serves as the platform for human connection in-real-life (IRL). We take an IRL - first approach to work, where our team works together in person 3 days a week. As such, this role requires you to be based within commuting distance of our Chicago hub. We fundamentally believe in the value of meeting in-real-life to improve connectivity, productivity, and creativity and ultimately make us a great place to work. At TravelPerk, we prioritise experience and potential over academic qualifications for this role. We believe that talent and ability aren't always reflected in formal credentials. English is the official language at the office. Please submit your resume in English if you choose to apply. TravelPerk is a global company with a diverse customer base-and we want to ensure the people behind our product reflect that. We're an equal opportunity employer, meaning you're welcome at TravelPerk regardless of your appearance, where you're from, or anything else that makes you. How We Work At Perk, we take an IRL-first approach to work, where our team works together in-person 3 days a week. As such, this role requires you to be based within commuting distance of our hubs. We fundamentally believe in the value of meeting in real life to improve connectivity, productivity, creativity and ultimately making us a great place to work. For certain roles, we can help with relocation from anywhere in the world, English is the official language at the office. Please submit your resume in English if you choose to apply. Do not forget to submit an updated portfolio and/or resume. Perk is a global company with a diverse customer base, and we want to make sure the people behind our product reflect that. We're an equal opportunity employer, which means you're welcome at Perk regardless of how you look, where you're from, or anything else that makes you, well, you. Protect Yourself from Recruitment Scams All official communication from Perk will always come from email addresses ending in @perk.com or @externalperk.com, our verified social media channels, or recruiters listed on our official LinkedIn page. We will never ask you to pay for equipment, training, or fees, request sensitive personal information such as bank details early in the process, or communicate through unofficial apps like WhatsApp, Telegram, or Signal. If you receive a message claiming to be from Perk that seems suspicious, please do not respond. Forward it to security@perk.com, and we will confirm whether it is legitimate.

TransPerfect Is More Than Just a Job… Our greatest asset is our people, and nothing is more important to us than ensuring that everyone knows that. Each of our 100+ offices has its own individual identity, and each also has its own unique rewards. The Director of Talent Acquisition has overall responsibility for talent acquisition for the organization. They oversee all attraction, search, pipeline building, interviewing, testing, selection, reference checking, and employment activities. They ensure compliance with regulatory requirements for recruiting and screening candidates. The Director of Talent Acquisition establishes, implements and manages policies, plans and procedures that support the achievement of business goals. This role is responsible for bringing proven best practices around recruitment, recruiting operations, reporting, analytics, sourcing and experience will include leading a multi-channel approach to recruitment (RPO, contingent worker MSPs, recruitment advertisings, postings and events). They serve as talent business partner to the business and an advisor to subordinates to meet schedules and resolve problems. They also work on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors. Position responsibilities: Manage the full cycle recruiting function for all sites in the Division. Establish and define consistent processes and procedures for recruitment and employment. Develop specific strategies and create new ideas to identify, engage, attract and assess talent for hourly, professional level positions. Ensure compliance with regulatory requirements for best hiring practices, talent pipeline building, recruiting and screening candidates. Initiate relationships with business partners to cultivate relationships and establish a culture of exceptional customer service by proactively setting appropriate Service Level Agreements to achieve measurable goals. Leverage external and internal data to provide reports concerning hiring trends, turnover rates, candidate feedback, time-to-fill, cost-per-hire, etc. Provide guidance to hiring managers and Senior Management to facilitate effective, smart hiring decisions. Manage contractual relationships with placement agencies, contract recruiters (retained and contingent), job boards, job fairs and various internet job search websites for posting requisitions and surfacing candidates. Analyze results to determine the cost effectiveness of each partner or tool, making appropriate adjustments as needed. Create, communicate and enable robust sourcing and recruitment marketing strategies relevant to different hiring populations while ensuring consistent corporate image throughout recruiting campaigns. Develop and maintain contacts and network within community groups, vendors, and trade groups. Manage, maintain and leverage the Applicant Tracking System for best results. Select, develop, and evaluate personnel to ensure the efficient operation of the function. Direct the activities of others to align to meetings business goals and accomplish organizational objectives. Lead with a digital mindset, organize work practices to be efficient and collaborative, drive for results and demonstrate the role as a true talent advisor. Required/preferred knowledge, skills and abilities: 10+ years of recruiting experience Worked in Business Processing Outsourcing (BPO) industry Experience with international recruiting Able to understand and analyze complex problems Demonstrated knowledge of tools and techniques required to perform thorough root cause analysis and develop strong investigations. Excellent written and verbal communication skills Excellent interpersonal skills and able to collaborate with all levels of the organization Able to take initiative and have a solutions/results mindset Ability to be a change leader Ability to work collaboratively across cultures and organizations; strategically focused on continuous improvement. Ability to delegate and manage from a high level across multiple departments, clients, and operations teams Ability to manage financial budgeting and forecasting. Understand all levers that can impact profitability Ability to effectively work in a fast-paced environment. Ability to deliver presentations in front of clients and key stakeholders Solid understanding of Word, Excel, and MS Office suite Travel up to 25% TransPerfect provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by states, federal, or local law.

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours As a Talent Acquisition Partner, Executive, you'll be a critical driver of DraftKings' growth at the leadership level, leading searches for Director+ roles across the business. In this highly visible role, you'll operate as a trusted advisor to senior leaders and executives, building relationships with top external talent while creating a best-in-class experience for candidates and stakeholders alike. You will proactively build pipelines of diverse, executive-caliber talent, bring a concierge-level approach to candidate management, and partner seamlessly across the People Team to shape high-impact hiring outcomes. What You'll Do Lead end-to-end executive searches for Director+ positions, partnering closely with senior stakeholders to align hiring strategies with business objectives. Build and sustain strategic talent pipelines for critical executive roles, using advanced sourcing techniques, networking, market mapping, and competitive intelligence. Apply a diversity-first lens to all recruiting activities, ensuring inclusive processes and representation at the leadership level. Deliver a concierge-style candidate experience, marked by thoughtful, timely communication and high-touch engagement at every stage. Serve as a strategic thought partner to senior business leaders and the People Leadership Team, advising on talent availability, succession pipelines, and market trends. Partner with the Senior Executive Recruiter on cross-functional projects and executive search initiatives, including research, outreach, and relationship management. Use data and insights to inform decision-making, measure effectiveness, and optimize executive search processes. Influence and enable interview teams and stakeholders to deliver a consistent, equitable, and exceptional experience for candidates. Collaborate across Talent Acquisition, Talent Management, People Analytics, and Workforce Planning to ensure executive hiring strategies align with long-term organizational goals. What You'll Bring Bachelor's degree is preferred. A minimum of 6 years of experience in recruiting, with at least 3 years focused on executive or senior-level hiring (Director+), ideally in a high-growth, matrixed environment. A minimum of 3 years in a corporate setting. Demonstrated success in executive sourcing, pipeline development, and relationship-based recruiting with senior-level talent. Track record of applying a diversity and inclusion lens to executive searches, from outreach through to final selection. Exceptional ability to influence and advise executives, balancing business needs with market realities and talent insights. Strong skills in relationship management and candidate care, ensuring every interaction reflects DraftKings' brand and values. Comfort working in fast-paced, ambiguous environments, with strong business acumen and curiosity to learn across industries. Proficiency with ATS (Workday preferred) and CRM systems, sourcing platforms, and recruitment analytics tools. A reputation for confidentiality, discretion, and professionalism when handling sensitive executive-level matters. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 90,000.00 USD - 112,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Note to current employees, faculty or adjunct instructor at Herzing University (not a Contractor or temporary employee through a staffing agency): please log in to UKG and then navigate to Menu > Myself > My Company > View Opportunities to apply using the internal application process. As a trusted advisor to academic leadership and department heads, the Talent Acquisition Partner will proactively identify and fulfill evolving staffing needs. This work will directly support the university's academic mission and strategic goals by sourcing, attracting, and hiring top-tier part-time and full-time faculty. The Talent Acquisition Partner collaborates with all levels of management to anticipate and meet the evolving needs of the institution. The Talent Acquisition Partner will develop relationships with prospective talent, manage the interview process and manage on-going recruitment sources while continuously seeking out new avenues to attract talent. This position works closely with senior management and hiring managers to ensure university-wide goals and recruiting objectives are met. This position will provide full lifecycle recruitment, discussion and evaluation of new hire compensation, and provide overall outstanding customer service. REQUIREMENTS: Bachelor's degree in a relevant discipline aligned with the responsibilities of the role, or a closely related field. Equivalent professional experience may be considered in lieu of a formal degree. Minimum of 2-4 years of experience in a dedicated human resources role focused on recruiting or talent acquisition, ideally within a higher education or academic setting. Experience with Applicant Tracking Systems. Knowledge of recruitment principles and practices. Proficiency with Microsoft Office products (Outlook, Excel, Word, PowerPoint). HR or Talent Acquisition certifications are a plus. It is preferred that the final candidate reside in one of our 3 regions: Midwest, South, Florida COMPENSATION is determined based on the qualifications, experience, and circumstances of each hire. It is uncommon for new employees to start near the top of the salary range. We offer a comprehensive benefits package, including a tuition waiver and reimbursement program, health insurance, paid time off, and a retirement savings plan. The salary range for this position is $56,270 to $76,130. Click Here or use the following link to learn more about careers at Herzing University: https://tinyurl.com/HerzingU PRIMARY DUTIES AND RESPONSIBILITIES: Responsible for full lifecycle recruitment to include sourcing resumes, phone screens, interviews, reference checks, and extending offers. Collaborate with senior management to understand staffing needs and to develop and implement a proactive, innovative recruiting process and sourcing strategy. Develop and manage recruitment strategies for assigned markets and creatively problem solve and prioritize when urgent situations arise. Manage a high-volume pipeline of active and passive candidates using applicant tracking system. Continually analyze, refine and enhance every aspect of the recruitment process. Share information on trends in talent acquisition with senior management. Create and foster a positive customer experience for applicants, serving as an ambassador for the assigned campus, department and organization. Keep apprised of industry trends and utilizes labor market information to ensure best in class candidate sourcing. Utilize job boards, social media and websites such as LinkedIn, HigherEdJobs, Indeed, etc. to develop and maintain a network and database of active and passive candidates. Promote the benefits of joining the University and market the role to qualified prospective candidates. Accountable for tracking and reporting recruitment KPIs for assigned requisitions. Herzing University is committed to providing a diverse environment and is dedicated to fostering a culture and atmosphere of mutual respect. It provides an inclusive and collegial community where individuals are valued, heard and empowered to contribute to the effectiveness of the institution. PHYSICAL REQUIREMENTS: Must be able to remain in a stationary position most of the time. Must be able to occasionally move around the work location. Travel required approximately 10-15%, including campus visits, recruiting events, and professional networking Constantly operates office and/or teach equipment which may include computers, copiers, fax machines, audio/visuals. Frequently uses voice and hearing to communicate with students, staff or colleagues face-to-face or over the telephone. Visually or otherwise identify, observe and assess. Occasionally move, carry, or lift 10 pounds. Applicants must be authorized to work for any employer in the U.S. We do not sponsor or take over sponsorship of an employment Visa at this time. It is the university's practice to recruit and hire without discrimination because of skin color, gender, religion, LGBTQi2+ status, disability status, age, national origin, veteran status, or any other status protected by law. https://www.herzing.edu/about/diversity Herzing University prohibits sex-based discrimination in any education program or activity that it operates. Individuals may report concerns or questions to the Title IX Coordinator. The notice of nondiscrimination is located at https://www.herzing.edu/title-ix .

About the Company Hippocratic AI has developed a safety-focused Large Language Model (LLM) for healthcare. The company believes that a safe LLM can dramatically improve healthcare accessibility and health outcomes in the world by bringing deep healthcare expertise to every human. No other technology has the potential to have this level of global impact on health. The company was co-founded by CEO Munjal Shah, alongside a group of physicians, hospital administrators, healthcare professionals, and artificial intelligence researchers from El Camino Health, Johns Hopkins, Stanford, Microsoft, Google, and NVIDIA. Hippocratic AI has received a total of $278 million in funding and is backed by leading investors, including Andreessen Horowitz, General Catalyst, Kleiner Perkins, NVIDIA's NVentures, Premji Invest, SV Angel, and six health systems. About the Role As Vice President of Talent Acquisition at Hippocratic.Ai, you will drive the recruiting function and strategy. You'll lead a team of recruiting professionals focused on building scalable systems, enabling high-performance recruiting, and aligning headcount planning with Hippocratic.Ai's business growth. In close partnership with executive leadership and cross-functional stakeholders, you will lead core areas including recruiting enablement, headcount governance, capacity planning, talent marketing, candidate experience, analytics, and systems infrastructure. Your mission: enable predictable, high-quality hiring at scale-fueling the Company's continued success. What You'll Achieve Partner with Hippocratics's executive and People leadership to understand business priorities and define a long-term, scalable talent acquisition strategy that enables rapid growth while maintaining bar-raising quality. Develop and drive a TA operations roadmap-inclusive of headcount planning, strategy alignment, tools, and infrastructure-to ensure we meet hiring goals efficiently and equitably. Build and refine TA capacity models to inform resource planning, allocation, and recruiter productivity benchmarks across Hippocratic.AI's global functions. Lead data-informed decision-making: surface actionable recruiting insights, performance metrics, and trend analyses to unblock bottlenecks and drive process excellence. Oversee Hippocratic.AI's talent marketing and employer brand strategy, enhancing visibility, candidate engagement, and inbound pipeline quality. Guide the evolution of our candidate experience and coordination (Candidate Care) operations-ensuring seamless, inclusive interactions for every candidate and hiring team. Establish a repeatable and robust interview infrastructure, with a focus on fairness, consistency, and effectiveness. Drive operational rigor and scalable practices across recruiting programs, systems (e.g., Ashby), and enablement. About You 15+ years in Talent Acquisition, with 5+ years of experience leading global TA operations and strategy. Deep expertise in scaling recruiting infrastructure in high-growth, fast-paced environments (ideally in SaaS or developer tooling). Proven track record partnering with senior executives and business leaders on talent strategy, workforce planning, and organizational design. Highly analytical and metrics-driven, with comfort working across tools and systems like Ashby. Strong background in change management-you know how to scale thoughtfully, evolve systems, and inspire adoption across teams. Recognized as a builder and coach: you lead with empathy, empower your teams, and create a culture of accountability and continuous improvement. Business-first mindset: you see talent as a strategic lever for growth and understand how your function contributes to Hippocratic.AI's broader success.