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The Talent Acquisition Coordinator will provide a variety of administrative tasks and support to candidates, employees, managers, and HR leaders. This role will lead the process of collecting and coordinating information needed for hiring and onboarding all employees. The Talent Acquisition Coordinator must exercise considerable discretion and maintain the strict confidentiality of all Club business.This position is a seasonal full-time, on-site role in Augusta, GA, from September through May. Essential Functions of the Job Partners with Senior HR Manager , Hiring Manager, and Talent Acquisition in supporting all aspects of the hiring and onboarding process. Participate in hiring events with our partner schools and the community. Deliver an outstanding candidate experience by responding to all candidates promptly and courteously . Schedule and c oordinate phone, virtual and on-site interviews with hiring managers and other interviewers. Support the recruiting process by opening new requisitions , creating offer letters, and managing Workday. Provide status updates to the Lead Talent Acquisition Specialist to ensure candidates are processed timely and per scheduled start dates. Updating job postings and placing employment advertisements . Provides assistance to applicants throughout the hiring process. Assists with coordinating candidate travel, lodging and transportation. Work with the Talent Acquisition team on various projects supporting the whole team’s goals (e.g., create candidate resources, improve our applicant tracking system, help with reporting, and more). Partners with HRIS on all recruiting process updates . In partnership with Senior HR Manager and Talent Development , c oordinate orientations delivery method and prepare required materials . Physical demands are outlined immediately below. Physical Demands Acceptable level of hearing and vision to perform job duties Occasionally required to walk and work with hands and arms, lift up to 25 pounds and/or drive a golf cart. C onstantly required to sit, sometimes for several hours at a time, and use their hands and fingers to operate a computer. C onstantly required to use their vision to perform an activity such as but not limited to: preparing and analyzing data and figures, viewing a computer terminal, and extensive reading Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions Other Duties and Responsibilities Performs all other duties deemed by management to be an integral part of the job. Qualifications : Skills/Knowledge/Attributes: Ability to establish a high degree of trust and credibility in the organization. Confidentiality and discretion are a must . Quickly takes action in fast-changing situations Ability to anticipate customers’ needs and provide services High energy, self-starter, can-do attitude Ability to problem solve and propose solutions with limited guidance Excellent organizational and prioritization skills and meticulous attention to detail. Demonstrated flexibility and adaptability to manage multiple priorities. Ability to work independently and exercise sound judgment while multi-tasking. Clear and professional verbal, written, and interpersonal communication skills. Proficient in Windows applications including Excel, Word, Outlook, and HRIM systems Relative Experience/Education: 0 – 2 years of work experience in HR Strongly preferred High school diploma or equivalent required, Bachelor’s degree in Human Resources , Business or related field preferred Required License(s): Possess a valid driver’s license and/or successfully completes the Club’s internal motor vehicle training program Projected Work Schedule: Normal work hours are 8:30 am to 5:00 pm, Monday through Friday. Must be available to work nights, weekends, and holidays. 30% travel may be between September and December.

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

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.

Our Vision As one of the world’s top 10 (and rising🚀) digital asset exchanges, we provide a best- in-class experience in trading, security, and blockchain product innovation. We aim to democratize access to the markets for all, making it possible for the most recent and promising cryptocurrency projects to be listed and traded safely and securely. Are you excited to join a decentralizing force in the world? 工作內容 負責国际业务招聘工作； 根據公司招聘需求情況，通過各種管道搜尋、甄別合適的候選人； 負責簡歷篩選、安排面試、人員錄用、員工入職等相關事宜； 收集市場訊息，協助制定招聘計畫，開發招聘管道； 管理組織內各部門的全周期招聘流程，包括尋找、篩選、面試和評估候選人。 任職資格 具備大學學歷，人力資源管理、企業管理等商管相關科系尤佳； 良好的普通話及英語溝通讀寫能力； 工作踏實，有親和力，具有團隊合作意識及可獨立工作； 可馬上到崗，優先考慮； 熟悉區塊鏈、加密貨幣行業優先考慮。 We are A values-based culture that trusts your knowledge, vision, and autonomy, we focus on taking the best products and campaigns to wow our customers and bring the freedom of decentralization to every part of the world. Integrity, insight, innovation, purpose and cooperation are inscribed within our culture. At Gate, we are committed to GateStyles and we are looking for candidates who also exhibit the same values. Gate.io, founded in 2013, is one of the pioneering cryptocurrency exchanges and offers services worldwide related to the trading of multiple leading digital assets. With millions of registered users, it is considered one of the safest and most reliable global cryptocurrency platforms, consistently ranked among the top 10 cryptocurrency exchanges based on liquidity and trading volume (CoinGecko). Additionally, Gate.io has been verified by Blockchain Transparency.

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 .

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.

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!

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 .

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.

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.

INNOVIM is seeking a Talent Acquisition & Human Capital Management Consultant to assist with NOAA’s Office of Satellite and Product Operations (OSPO) Systems Architecture and Engineering tasks and programs. Location: On-site NSOF Suitland, MD Clearance: Public Trust (or ability to obtain) Must be a U.S. Citizen Overview The NOAA Office of Satellite and Product Operations (OSPO) seeks a highly motivated Talent Acquisition and Human Capital Consultant to support strategic workforce planning, recruitment process improvement, and human resources (HR) analytics. This position will enhance OSPO’s hiring efficiency and workforce data integrity through automation, analytics, and stakeholder collaboration. The ideal candidate is a proactive HR professional with strong data and process management skills, experience supporting federal or scientific organizations, and the ability to align talent strategies with mission-critical objectives. Key Responsibilities Talent Acquisition & Workforce Planning Lead and manage full-cycle recruitment for technical and professional roles, ensuring compliance with federal hiring standards and organizational development. Partner with OSPO leadership and hiring managers to develop job descriptions, evaluate staffing needs, and optimize requisition strategies. HR Data Analytics & Process Improvement Develop and maintain data dashboards and reports in Smartsheet, Excel, or Google Sheets to track key HR metrics (e.g., time-to-hire, retention, turnover). Conduct HR data audits and analyses to ensure accuracy, compliance, and transparency. Identify process inefficiencies and recommend automation strategies to streamline recruitment and onboarding workflows. Present analytical findings and workforce insights to OSPO leadership for data-driven decision-making. Human Capital Operations & Policy Support Support development and implementation of HR policies, procedures, and standard operating processes (SOPs). Assist with onboarding/offboarding procedures, employee communications, and benefits coordination. Contribute to change management and workforce modernization initiatives across OSPO and NOAA’s satellite programs. Stakeholder Engagement Collaborate with NOAA HR, hiring managers, and program leads to align workforce initiatives with mission and project needs. Provide consultation and training to hiring officials on recruitment best practices and federal hiring processes. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field. Minimum of 5+ years experience with administrative functions in preparing Human Resources personnel actions in awards, on/off-boarding, staffing, recruitment, retirements, classification, and workforce development. Proficiency with HR systems such as HRConnect, Smartsheet, MS Office Suite, Excel (PivotTables, VLOOKUP), and Google Platform. Advanced data analytics or automation certification (e.g., Smartsheet Core, IBM Data Analyst). Demonstrated experience creating and maintaining data dashboards, reports, and visualizations. Strong understanding of federal HR practices, compliance regulations, and hiring processes. Excellent interpersonal, communication, and stakeholder management skills. Proven ability to lead process improvement and deliver results in complex, fast-paced environments. Performance management and project management Preferred Qualifications Experience supporting federal agencies or scientific organizations (NOAA, NASA, USAID, etc.). SHRM-CP or PHR certification. INNOVIM is committed to providing superior work in the fields of science, engineering, data analytics and technology to government agencies. We offer competitive compensation packages, including comprehensive nationwide Medical/Dental/Vision insurance programs, life insurance, matching 401k.

Revolution Medicines is a clinical-stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS-addicted cancers. The company’s R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity: Reporting directly to the Head of Talent Acquisition (TA), this role will serve as a key leader within the TA and HR department and a key partner to functional business leaders in Commercial, Medical Affairs, and G&A functions. They will take the lead in designing and executing recruitment strategies that support our fast-paced growth and strategic priorities. This is a leadership role that manages a team of recruiters and works cross-functionally to develop workforce/hiring plans, balance recruitment resource needs, and ensure alignment between hiring goals and broader corporate strategy. They will also be expected to take the lead role in recruiting for some senior/key positions, and for other roles during peak recruiting times. The Director of TA will also play a key role in developing the team’s overall strengths and capabilities to evolve RevMed TA to a true center of excellence. The ideal candidate has deep expertise in biotech and oncology recruitment best practices but also brings a broad HR perspective. They are an experienced people manager who has led recruiting teams through growth and change. They are a model of collaboration who knows how to partner effectively with HR colleagues and business leaders at various levels. This role requires both a combination of operational and strategic capabilities, with the ideal candidate able to see the big picture and be willing to play a hands-on role in daily recruitment activities. This position is based out of our headquarters in Redwood City, CA and can be done remotely with routine travel to the headquarter offices. Responsibilities: Lead, coach, and develop a team of TA Business Partners (recruiters) to effectively hire across the company, drive engagement within their team, and ensure optimal and effective use of recruiting resources. Build and maintain trusted relationships with senior stakeholders within Commercial, Medical Affairs, and G&A functions (i.e., Finance, Legal, HR, IS, IR), acting as an advisor on talent acquisition strategy and guiding on practical approaches to high-volume hiring. Partner with the VP, TA and Head of TA Ops to evolve the company’s overall talent acquisition strategy, ensuring alignment with TA best practices and RevMed business objectives and milestones. Take a lead recruiting role on senior-level positions within the Commercial, Medical Affairs, and G&A functions, and provide backup when needed during recruiting spikes. Collaborate with HR partners (HRBP, Talent Development, People Ops, and Total Rewards) to ensure a cohesive and consistent “One HR” with business leaders. Partner with HRBP counterparts to proactively identify and resolve talent-related roadblocks and challenges that could impact delivery of business-critical hiring needs. Contribute to defining a TA organizational structure and resource model that will ensure scalable and efficient support for growing and fluctuating hiring demands. Provide effective coaching and training to hiring teams and TA Business Partners on candidate assessment and offer negotiation to ensure we hire the right people for the right roles while maintaining internal equity. Partner with Head of TA Operations to identify appropriate metrics that will drive continuous improvement of recruiting processes, candidate experience, and hiring outcomes. Ensure alignment of recruiting efforts with company values, culture, and DEI priorities. Required Skills, Experience and Education: 15+ years of progressive experience in talent acquisition, with at least 5 years in a TA leadership role in a biotechnology, biopharma, or large pharma organization. Experience hiring, building, and managing recruiters of varying levels. Demonstrated experience and knowledge of recruiting trends in the biotech/pharma industry, particularly in oncology, and within Commercial and Medical Affairs functional areas. Proven success in balancing resources and developing and executing scalable hiring strategies in high-growth, scientific, clinical commercial organizations. Strong understanding of workforce planning, capacity modeling, and headcount forecasting, and putting together recruiting resource plans that anticipate future hiring. Track record of managing change, navigating ambiguity, and delivering results in dynamic environments. Exceptional interpersonal, influencing, and presentation skills, as well as exceptional verbal and written communication skills; able to partner effectively with business leaders up to the executive level. Bachelor’s degree required (or minimum years of experience). Preferred Skills: Oncology or rare disease companies preferred. Prior experience with Greenhouse and Workday is a plus. Preference would be an individual who has spent some time in other HR functions outside of TA. #LI-DNI The base pay salary range for this full-time position for candidates working onsite at our headquarters in Redwood City, CA is listed below. The range displayed on each job posting is intended to be the base pay salary range for an individual working onsite in Redwood City and will be adjusted for the local market a candidate is based in. Our base pay salary ranges are determined by role, level, and location. Individual base pay salary is determined by multiple factors, including job-related skills, experience, market dynamics, and relevant education or training. Please note that base pay salary range is one part of the overall total rewards program at RevMed, which includes competitive cash compensation, robust equity awards, strong benefits, and significant learning and development opportunities. Revolution Medicines is an equal opportunity employer and prohibits unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, disability, marital status, medical condition, and veteran status. Revolution Medicines takes protection and security of personal data very seriously and respects your right to privacy while using our website and when contacting us by email or phone. We will only collect, process and use any personal data that you provide to us in accordance with our CCPA Notice and . For additional information, please contact privacy@revmed.com . Base Pay Salary Range $204,000 — $255,000 USD

Job Duties and Responsibilities: Works with Supervisors and Vice-Presidents of the Company to determine branch staffing needs Works with HR to ensure compliance with all state and federal laws and regulations including compliance with Affirmative Action Plan etc. Identifies and uses traditional and non-traditional resources to recognize and attract quality candidates; such as, career fairs, on-line job fairs, community network events, Career Builder, etc. is the expert with the assigned territory Screens resumes, interviews candidates (by phone and in person), administers appropriate assessments, conducting reference/background checks, makes hiring decisions and delivers employment offers for both exempt and non-exempt positions Completes on-boarding process including new hire paperwork, entering information into HR system(s), conducting new hire training Manages current candidate activity flow, recruitment tracking method(s), and application/resume file and retention Maintains memberships and affiliations with trade/professional organizations related to recruiting Prompt and regular attendance is required Job Requirements: 2-3 years of full life cycle recruiting in a high volume environment, in a financial institution preferred Excellent written/oral communication, presentation and interpersonal skills Working knowledge of state and federal regulations that affect the recruitment and hiring portions of employment Computer literate with strong Excel skills Physical Requirements: This is an office position that consistently operates a telephone, computer and other office productivity machinery, such as a calculator, copy machine, and computer printer. Requires the ability to communicate verbally and in writing. Must be able to travel within a specific geographical area with additional limited overnight travel outside of the geographic area. Educational Requirements: Bachelor's Degree or equivalent work experience Bilingual is a plus

SUMMARY: Counterpart International is seeking a New Business Development (NBD) Recruiter to perform the full range of duties associated with full life-cycle recruiting, including posting jobs on appropriate job websites, reviewing candidates, conducting phone screens, arranging interviews, checking references, verifying salary history details, working with NBD, human resources (HR), and hiring managers to agree upon initial salary negotiations and offers. The ideal candidate will need to implement effective, timely recruitment strategies, tap specialized networks for a variety of program and support functions, junior and senior level technical postings, build a pool of highly qualified candidates, and rapidly recruit positions for USAID and USG funded programs. The ideal candidate will have experience recruiting for technical positions within the international development industry, managing/utilizing recruiting systems, and implementing strategies for attracting, engaging, and retaining top talent from the international development sector, with a focus on Counterpart’s priority projects. This is a full-time position based in Arlington, VA. Primary Responsibilities: Work closely with the new business development team, human resources, and hiring managers to develop effective recruiting plans and assess assigned positions to help develop effective job descriptions and candidate profiles that clearly define job specifications, competencies and skills required to fill the position. Source, screen, and interview candidates for proposal opportunities, sometimes in difficult to fill locations; including sourcing/searching through social media outlets, using internal referrals and cold calling to source and network with prospective candidates; advertising and sourcing internal and external candidates; screening; interviewing; and evaluating candidates against the agreed position requirements Support, as appropriate, current field project recruitment and coordinate closely with the headquarters Talent Acquisition Specialist on sharing candidates/knowledge Use sourcing strategies, tools and techniques to identify candidates such as online social networking, traditional networking, Boolean searches, and referrals Maintain and manage the Applicant Tracking System (ATS) to ensure integrity of data and compliance with internal procedures; ensure timely production of new hire paperwork, including generating and delivery of offer letters and administration of offer negotiations between candidates and hiring managers, and completion of all necessary HR paperwork to close out recruitment files Provide a positive employee experience and superior customer service to candidates and hiring managers Review qualified applicant resumes, cover letters, support documentations and screen resumes and credentials in a consistent, objective manner for appropriateness of skills, experience and knowledge in relation to position requirements, and conduct reference and background checks for final candidates Adhere to equal opportunity/affirmative action guidelines, federal and state regulations and USAID / USG awards regulations in recruitment efforts Prepare shortlists of candidates for the selection committee review Support interview logistics for short listed candidates including coordinating interview panel schedules and meeting room arrangements Upon proposal award, prepare new hire paperwork for timely submission to the HR team for onboarding Perform other duties as assigned Required Qualifications: Minimum of bachelor’s Degree in business administration, Social Science, International Relations or related field or equivalent, plus three to five years of experience, either in international development or high-volume recruitment environments Experience using a wide variety of recruiting sources including Internet recruiting, employee referrals, social networks, job fairs, college career fairs, open house events, advertisements, etc. Experience with recruitment software such as Ultipro Recruit, LinkedIn Recruiter, etc (iCIMS preferred) Outstanding ability to develop and maintain strong cooperative relationships with others within the organization and across all functional areas High degree of internal and external customer service, confidentiality and personal integrity Demonstrated ability to organize and express ideas clearly and concisely, both verbally, and in writing Demonstrated success in sourcing candidates quickly using a variety of methods, including cold calling, social media platforms, networking platforms and job postings in strategic areas Strong written and verbal communication skills Demonstrated knowledge of OFCCP and AA/EEO regulations Knowledge of government regulations, including USAID or other donors, is preferred Preferred: Fluency in French, Spanish, Portuguese, Russian, Arabic is a plus

Job Description General Summary Vertex is seeking a hands-on, strategic, and collaborative Director of Talent Acquisition to lead talent acquisition efforts across all U.S. Commercial Business Units. The ideal candidate is a bold, business-minded talent advisor who thrives in a fast-paced, matrixed environment and is passionate about building teams that drive commercial excellence. The Director will serve as a trusted partner to senior leaders, shaping and executing talent strategies that align with Vertex’s mission to transform lives. Key Duties and Responsibilities · Own and actively manage a desk of high-impact requisitions, including key and business-critical roles, ensuring timely and high-quality outcomes. · Drive and evolve the full-cycle talent acquisition strategy for all U.S. Commercial Business Units, ensuring alignment with business goals and workforce plans. · Act as a Talent Advisor to senior commercial leaders, providing market insights, workforce planning guidance, and strategic hiring recommendations. · Partner cross-functionally with HRBPs, Total Rewards, and Commercial leadership to ensure a seamless and inclusive candidate experience. · Leverage data and storytelling to influence hiring decisions, challenge assumptions, and drive strategic outcomes. · Cultivate and maintain a robust external network of commercial talent, proactively engaging with industry professionals, thought leaders, and passive candidates. · Serve as an externally facing ambassador for Vertex’s commercial brand, representing the company at industry events, conferences, and networking forums. · Drive adoption of best practices in candidate engagement, assessment, and selection, aligned with Social Talent’s Talent Advisor model. · Monitor and report on key TA metrics, using insights to optimize performance and inform future strategy. · Lead direct and indirect resources in support of talent acquisition delivery, ensuring alignment and collaboration across all relevant teams and stakeholders. · Ensure compliance with all relevant employment laws and Vertex policies. · Lead and continuously improve Talent Acquisition Operations, with a strong focus on operational excellence and process optimization. · Drive adoption and optimization of TA tech stack. Knowledge and Skills · Deep understanding of commercial business functions (e.g., marketing, market access, sales) and how talent drives business success. · Proven ability to influence and advise senior stakeholders with confidence and credibility. · Preference for candidates with agency recruitment experience and a track record of supporting commercial builds. · Expertise in talent acquisition technologies, sourcing strategies, and recruitment marketing. · Strong analytical and storytelling skills; ability to translate data into actionable insights. · Demonstrated commitment to inclusive hiring practices. · Exceptional communication, negotiation, and stakeholder management skills. · Ability to lead through change and ambiguity, with a growth mindset and resilience. Education and Experience · Bachelor’s degree in Human Resources, Business, or related field · Typically requires 10+ years of progressive experience in talent acquisition, with at least 5 years in a hands-on leadership role supporting commercial functions. · Preference for candidates with agency recruitment experience and experience supporting commercial business unit builds or launches. · Experience in biotech/pharma or high-growth, innovation-driven industries strongly preferred. #LI-EE1 #LI-Hybrid Pay Range: $181,200 - $271,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid : work remotely up to two days per week; or select 2. On-Site : work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex’s Policy on Flex @ Vertex Program and may be changed at any time. Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people. If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way. Position Description Job Title: Director, Talent Acquisition – Sales & Shared Services Reports To: VP, Talent Acquisition FLSA Status: Exempt Location: Shared Services Office, Irving, TX (Hybrid) Summary: The Director, Talent Acquisition is a player-coach role with a service-minded approach who can drive full-cycle recruitment for key roles while managing a small, high-performing team. The ideal candidate will have a strong background in talent acquisition leadership, a data-driven mindset, and a passion for building teams that support best in class work and a great culture. This is an opportunity to help shape the future of our growing organization within Meriton’s Shared Services and across our multi-brand operating companies. The Director, Talent Acquisition, is a leader in our executive recruitment process, managing everything from strategic intake meetings, crafting engaging job adverts, to preparing candidates for their first day, while delivering exceptional experiences for both candidates and hiring managers. You come with high ambition, high energy, tremendous work-ethic, and a desire to be part of a winning team. As a strategic and innovative leader, you are also a critical thinker who is outcome focused and a “driver” who effectively challenges organizational paradigms and has demonstrated ability to effectively lead transformational change. Essential Duties and Responsibilities: Strategic Leadership & Planning Implement recruiting best practices to attract and retain top talent, while building a strong employer brand, and managing recruitment resources effectively and efficiently. Analyze job requirements, conduct market research, and develop unique recruitment initiatives to attract talent. Develop and execute hiring plans to support company growth and workforce planning. Ensure recruiting practices align with applicable laws and support a consistent, compliant process. Team & Operations Management This section covers the management of the talent acquisition team and the tools they use, with a focus on accountability and efficiency. Lead a team of subject matter experts to navigate through a dynamic transformative agenda that is focused on high quality delivery of committed deliverables. Track key recruiting metrics, such as time to fill and source effectiveness, to identify areas for improvement and optimize the recruitment process across the Talent Acquisition Team ensuring top performance and accountability while driving results. Ensure Talent Acquisition systems and digital tools are fit for purpose and facilitate the acceleration of hiring. Cross-Functional Collaboration & Influence These responsibilities highlight the importance of working with other leaders and departments to achieve hiring goals. Work closely with our C-suite and senior leadership, leveraging data-driven insights to make informed hiring decisions for critical executive roles. Partner with sales and shared services leaders to understand recruiting needs and deliver tailored strategies for different markets. Partner with Marketing and Communications to strengthen employer brand and drive candidate interest through events, digital media, and outreach. Candidate & Hiring Manager Experience Ensure a red-carpet candidate and hiring manager experience by providing clear & regular cadence communication, timely feedback, and a seamless hiring process. Other Duties Performs other duties and responsibilities as assigned Must conduct self in an ethical, legal, and responsible manner at all times Must adhere to the policies, principles, and guidance within the Employee Handbook and Code of Conduct Competencies Elevated professionalism which demonstrates tempered emotions, empathy, positive intent, and integrity in all interactions. Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization. Strong verbal and written communication skills Ability to effectively communicate and present information one-on-one and in group situations, and outside of the company. Ability to solve practical problems and manage a variety of variables in situations and with problems where only limited information or standardization exists Open and transparent with a strong work ethic as well as the ability to handle sensitive and confidential information. Strong attention to detail Ability to work in a fast-paced environment Must be a self-starter, independent, and strong organization skills, with the ability to manage multiple priorities and deadlines at any given time Ability to establish and build effective working relationships with colleagues and staff. Acceptance of a variety of lifestyles, behaviors, and cultural, and spiritual practices Education/Experience: Bachelor’s degree in Human Resources, Business Administration or related field 7+ years of progressive experience in Talent Acquisition (HVAC, Construction, or related industry a plus) with 3+ years in a leadership role that required demonstration of solid professional judgment M&A onboarding for recruitment programs & transitions, preferred Demonstrated success in both hands-on recruiting and team leadership scaling recruitment in a fast-paced, high-growth environment Strong background in executive recruitment Previous experience managing high performing teams both locally and remotely while leading by example and serving as a positive mentor and coach Ability to work in ambiguous situations and pivot as needed to meet the needs of the business and is undaunted by setbacks Poised to influence and persuade across all levels of the organization, exercising a high degree of confidentiality, professionalism, tact, and diplomacy to accomplish objectives and meet internal customer demands with a sense of urgency Must maintain a social focus, dedicating attention to building and maintaining relationships\ Must be proficient in the Microsoft Office Suite, including Outlook, Excel, PowerPoint and Word Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essentials functions. The noise level in the work environment is usually moderate. The workplace is in a corporate office environment and the temperature in the work environment is usually moderate. The position’s primary office is the Shared Services, Irving, TX office; however, telework or work at home, on the road, or in a satellite location for portions of the workweek may occur, depending upon project needs and requirements in coordination with your direct supervisor and/or most senior leader of your department. The position will require the ability to work a flexible schedule and travel to our nationwide operating companies. Physical Demands: 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 the individuals with disabilities to perform the essentials functions. Must be able to walk, bend, stand, and reach constantly during a workday. Must be able to lift 15 – 20 lbs. Standing for long periods of time (4-5 hours) occasionally Must be able travel via plane or car to events Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

At Hudl, we build great teams. We hire the best of the best to ensure you're working with people you can constantly learn from. You're trusted to get your work done your way while testing the limits of what's possible and what's next. We work hard to provide a culture where everyone feels supported, and our employees feel it-their votes helped us become one of Newsweek's Top 100 Global Most Loved Workplaces. We think of ourselves as the team behind the team, supporting the lifelong impact sports can have: the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That's why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights and more. Ready to join us? Your Role We're adding a Talent Acquisition Partner to join our Global Talent Acquisition team. This role will focus on full-cycle technical hiring, partnering with product leaders (engineering, QA, design, scrum, and product management). You'll be focused on driving our product hiring goals forward by building strong relationships with hiring managers, finding and engaging great candidates for open vacancies, and contributing to high-impact projects that help us evolve how we hire at Hudl. As a Talent Acquisition Partner, you'll: Own the full recruiting lifecycle. You'll manage relationships with hiring leaders, consult on talent strategy, and recruit candidates for approved vacancies from first contact to offer. Build talent pools. You'll regularly headhunt passive candidates using platforms like LinkedIn and other sourcing tools, using CRM tools to build and nurture talent pools for current and future hiring needs. You don't just wait for organic traffic to feed the top of the funnel. Be a strategic partner. You'll proactively produce hiring data to review with managers and offer unique solutions to current and future talent needs. You'll also work with hiring managers to deliver against diversity, equity, and inclusion (DE&I) targets. Conduct great interviews. You'll use progressive selection techniques and adapt your interviewing style to effectively summarise role and culture-add to the hiring leader. When needed, you can conduct very technical interviews for high-level positions. Drive process improvement. You'll utilize tools to review and provide feedback on interviews, identifying opportunities to up-skill interviewers. You'll also develop nimble recruiting practices while remaining compliant with policy and applicable legislation. Contribute to team projects. You'll lead individual project work-streams, effectively collaborating with internal and external resources to deliver expected results. Must-Haves For this role, we're currently considering candidates who live within a commuting distance of our offices in Omaha or Lincoln. But with our flexible work policy, there aren't any current requirements for the number of days you come to the office. We are not considering candidates who are only interested in remote work and are currently living outside of Nebraska. Must-Haves Experienced. You have several years of experience in technical recruiting, either in a corporate setting or an RPO. You can speak the language of software engineers and have a proven track record in assessing talent at the earliest stages. A consultant. You have experience consulting with and presenting to leaders within a global product team. Data-driven. You understand key recruitment metrics (KPIs) and have the ability to use data to tell a compelling story. Talent market savvy. You have an understanding of key talent markets (regionally or functionally) through prior experience solving talent challenges. A collaborator. You have a strong ability to communicate in a group setting, both within the Talent Acquisition team and to external stakeholders. Organised and persuasive. You're highly detail-oriented and have excellent persuasive communication skills. Nice-to-Haves Broad HR knowledge. You have an intermediate understanding of supporting HR functions like Compensation, Employee Relations, and DE&I efforts. Impactful project work. You're able to deliver company-impacting projects that improve the recruiting function. Knowledge of a modern TA tech stack. You're a whiz with LinkedIn Recruiter and have used a modern ATS similar to what we use (Greenhouse). Our Role Champion work-life harmony. We'll give you the flexibility you need in your work life (e.g., flexible vacation time, company-wide holidays and timeout (meeting-free) days, remote work options and more) so you can enjoy your personal life too. Guarantee autonomy. We have an open, honest culture and we trust our people from day one. Your team will support you, but you'll own your work and have the agency to try new ideas. Encourage career growth. We're lifelong learners who encourage professional development. We'll give you tons of resources and opportunities to keep growing. Provide an environment to help you succeed. We've invested in our offices, designing incredible spaces with our employees in mind. But whether you're at the office or working remotely, we'll provide you the tech stack and hardware to do your best work. Support your mental and physical health. We care about our employees' wellbeing. Our Employee Assistance Program, employee resource groups and fitness partner Peerfit have you covered. Cover your medical insurance. We have multiple plans to pick from to ensure you'll have the coverage you (and your dependents) want, including vision, dental, fertility healthcare and family forming benefits. Contribute to your 401(K). Yep, that's free money. We'll match up to 4% of your own contribution. Compensation The base salary range for this role is displayed below-starting salaries will typically fall near the middle of this range. We make compensation decisions based on an individual's experience, skills and education in line with our internal pay equity practices. Base Salary Range $63,000-$104,000 USD Inclusion at Hudl Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we'll create an environment where everyone, no matter their differences, feels like they belong. We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. But we recognize there's ongoing work to be done, which is why we track our efforts and commitments in annual inclusion reports. We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don't hesitate to apply-we'd love to hear from you. Privacy Policy Hudl Applicant and Candidate Privacy Policy