Recruitment

• Collaborate with hiring managers to define job requirements and create targeted recruitment strategies for positions in all phases of the data center development life cycle
• Source and engage potential candidates through a variety of channels, including job boards, LinkedIn, networking, industry events, and passive recruiting techniques
• Conduct initial candidate screenings to assess qualifications, experience, and technical skills relevant to data center operations
• Manage and coordinate all interview stages, while ensuring a positive candidate experience
• Proactively build and maintain a strong talent pipeline of professionals with expertise in critical infrastructure, electrical, mechanical engineering and construction
• Negotiate job offers and work closely with the People team to facilitate smooth onboarding processes
• Stay informed about industry trends, certifications, and new technologies within the data center sector
• Maintain and update applicant tracking system (Ashby)
• Advise hiring managers to help them make better hiring decisions
• Create reports on hiring progress and other recruiting metrics

Recruiter

• Coordinating facility-level placements for students in nursing or technician programs looking for an internship and global nurses.
• Supporting students throughout their internship journey and reporting on key findings and metrics.
• Partnering with stakeholders to build and maintain a pipeline of candidates.
• Continuously improving processes and fully leveraging systems and technology.
• Building strong relationships with school partners and local DaVita teammates to bring Talent Partnership programs to life.
• Following the process to place student interns and global nurses on an ongoing monthly cadence.
• Coordinating with Facility Administrators, Regional Operations Directors, and Talent Acquisition Leaders to identify barriers for placement and develop solutions.
• Providing frequent and clear communication with field and school stakeholders, including scheduling calls and sending recap emails.
• Escalating barriers for placements to managers and bringing solution-oriented ideas to drive performance in the market.
• Leveraging data to analyze program performance and drive strategy within the market.

Talent Acquisition Specialist III

• Lead the full recruitment lifecycle from intake and strategy alignment through sourcing, assessment, offer negotiation, and transition to onboarding.
• Develop and execute innovative sourcing strategies to identify, attract, and engage top-tier talent—including passive candidates and maintain strong talent pipelines for recurring or hard ‑ to ‑ fill Corporate roles.
• Serve as a trusted talent advisor to senior leaders across Corporate functions.
• Partner closely with key partners including Business Leaders, HR, Finance, Compliance, and TA Operations.
• Deliver a best‑in‑class candidate experience through proactive communication, timely updates, and thoughtful engagement at every stage.
• Drive operational excellence by ensuring process accuracy, compliance, and effective use of ATS/CRM tools, leveraging data and dashboards to prioritize work and communicate progress.
• Track and report recruiting metrics to highlight progress, identify bottlenecks, and uncover opportunities for continuous improvement.
• Manage all recruitment activities, including requisition creation and posting, sourcing, screening, interview facilitation, pre-employment checks, offer development, and coordination with HR, Finance, and other partners.
• Lead the development and refinement of job requisitions and descriptions, ensuring clarity of requirements and alignment with business needs before posting.
• Collaborate with hiring leaders to understand team culture, business goals, and role specifications, providing expert insight on market trends, candidate profiles, and selection strategies.
• Contribute to Talent Acquisition initiatives, including process improvements, technology enhancements, and employer brand efforts.
• Oversee candidate evaluation processes, reviewing resumes and credentials, conducting pre-screens, coordinating interviews and assessments, and providing timely feedback and follow‑up.
• Coordinate background checks and verification processes in partnership with internal stakeholders and external vendors.
• Provide data-informed hiring recommendations based on qualifications, interviews, references, and overall candidate alignment; facilitate debrief sessions and guide teams toward cohesive, equitable hiring decisions.

Senior Recruiter, Corporate Talent

• Own interview scheduling end-to-end across the recruiting team — coordinating phone screens, panel interviews, and virtual meetings across time zones with speed and accuracy.
• Serve as the primary scheduling liaison between candidates, recruiters, and hiring managers, ensuring every party is confirmed, prepped, and informed.
• Audit and clean up candidate records and requisitions in Greenhouse — resolving duplicate profiles, updating stale candidate stages, and closing out inactive requisitions.
• Assist with sourcing by building candidate lists and supporting initial outreach for open roles as bandwidth allows.

Talent Acquisition Coordinator

• managing the full recruitment lifecycle, from sourcing and attracting candidates to interviewing and hiring
• working closely with business leaders to understand their staffing needs and developing strategic recruitment plans to meet those needs
• leveraging various recruitment tools and techniques, including social media, to build a strong talent pipeline and ensure a seamless candidate experience
• developing and implementing effective recruitment strategies to attract top talent while sourcing candidates through various channels, including job boards, social media, and networking events
• conducting thorough screenings and assessments of candidates to evaluate their fit for open positions
• coordinating and scheduling interviews between candidates and hiring managers
• maintaining accurate and up-to-date candidate information in the applicant tracking system (ATS)
• providing regular updates to hiring managers on the status of open positions and candidate pipelines
• preparing job descriptions and postings in collaboration with hiring managers
• participating in career fairs and other recruitment events to promote the company and attract potential candidates
• ensuring a positive candidate experience through timely and professional communication throughout the recruitment process
• collaborating with business leaders to understand their staffing needs and develop strategic recruitment plans
• promoting strategic ideas to impact talent strategies and recruitment processes based on business demand
• supporting other HR-related tasks and projects as needed.

Talent Acquisition Partner III

• Lead content development, execution and measurement of focused recruiting marketing campaigns and social media content
• Create compelling recruitment marketing assets including social graphics, short-form video, motion graphics, photography direction, copywriting, and campaign toolkits.
• Develop and execute recruitment marketing campaigns that support hiring priorities, employer brand awareness, and candidate engagement goals.
• Own and manage the recruitment marketing and social media editorial calendar aligned to hiring initiatives, employee stories, events, and business priorities.
• Write and optimize platform-specific content designed to increase engagement, reach, and candidate conversion across digital channels.
• Design and execute integrated recruitment marketing campaigns across social media, career sites, email marketing, streaming, podcasting, and other digital platforms.
• Lead the strategy, content development, and ongoing optimization of the company’s career site, talent communities, and employer brand channels.
• Build and optimize paid digital advertising campaigns across LinkedIn, Google, and programmatic advertising platforms.
• Develop and activate talent community and CRM engagement strategies.
• Partner with Talent Acquisition, Corporate Communications, Marketing, Legal, business leaders, and external vendors to develop content and campaigns aligned to workforce priorities.
• Manage campaign workflows, timelines, budgets, approvals, and deliverables across multiple concurrent projects and stakeholders.
• Analyze campaign and social media performance metrics to optimize audience targeting, channel effectiveness, and return on investment.
• Optimize content and digital experiences for SEO, AI-driven search, and candidate discoverability.
• Monitor recruitment marketing trends, emerging technologies, and social platform updates to continuously evolve strategy and content effectiveness.
• Ensure all recruitment marketing content aligns with brand standards, compliance requirements, and organizational messaging guidelines.

Recruitment Marketing Manager

• Lead and coach a team of Executive Talent Acquisition Partners responsible for Director-level and above searches
• Drive performance excellence by setting clear goals, providing real-time coaching, and supporting teammate development
• Foster a collaborative, accountable, and high-integrity culture aligned with DaVita’s core values
• Lead the team responsible for managing full-cycle executive search processes for ~200 executive-level positions annually across the US
• Partner closely with the team to ensure a high-touch, high-quality experience for candidates and hiring managers across all executive searches
• Provide oversight and strategic guidance to ensure searches are conducted with speed, rigor, and alignment to DaVita’s leadership expectations
• Continuously assess and optimize executive recruiting processes to drive consistency, candidate quality, and a world-class executive hiring experience
• Serve as the primary point of contact for all external executive search firm partnerships, managing vendor relationships, ensuring service excellence, and holding firms accountable to DaVita’s standards
• Transform and elevate the Executive TA function by building scalable, standardized processes that deliver a best-in-class hiring experience for candidates, hiring leaders, and senior stakeholders
• Identify opportunities to streamline workflows, reduce cycle times, and improve quality through technology, tools, templates, and operational discipline
• Partner with the Director of Corporate and Executive Recruiting to design and implement future-state processes that position DaVita’s Executive TA function as world-class
• Build and enforce high standards of operational excellence, data integrity, and process rigor across the Executive TA team
• Lead continuous improvement initiatives based on data, feedback, and market trends to ensure Executive TA remains a strategic advantage for DaVita
• Monitor and evaluate recruiting performance, analyze trends, and proactively implement adjustments to achieve or exceed established goals
• Foster a results-oriented approach, ensuring recruiting metrics consistently align with and exceed organizational objectives
• Analyze recruitment data to pinpoint bottlenecks and opportunities within the hiring process, implementing corrective actions to drive improvements

Senior Manager, Talent Acquisition

• Provide day-to-day management, ongoing education, support, inspiration and coaching of talent acquisition manager/supervisor and partners.
• Create a team powerhouse.
• Own the entire talent acquisition function for ~$500 million business lane in a large multi-state geography.
• Develop and execute strategic plans for recruitment goals across 340 division facilities.
• Work closely with operational business partners (People Service Managers, Regional Operations Directors, Division Vice Presidents, Group Vice Presidents) and key stakeholders to partner on hiring need alignment and strategies to meet hiring objectives.
• Establish and manage a cohesive talent acquisition team that excels at meeting business hiring targets.
• Manage, leverage, and challenge existing recruiting strategies, methods, and systems to increase application volume to meet hiring needs, while improving the quality of candidates, and time to hire.
• Lead team to utilize our Applicant Tracking System (ATS) to the fullest extent.
• Monitor and track metrics to identify trends; redirect team as appropriate to ensure workload is managed to produce established goals.
• Collaborate with talent acquisition leadership to effectively manage pilot recruitment programs.

Director, Talent Acquisition

• Executes the complete recruiting process for hourly positions at Towne within a defined region
• Works closely with hiring managers and HR business partners
• Sources, screens, and selects top talent for roles in healthcare, hospitality, and commercial locations
• Ensures all recruitment activities follow OFCCP regulations
• Creates a positive experience for candidates and hiring managers throughout the hiring process
• Builds talent pipelines for high-volume hourly hiring needs
• Maintains accurate records in the applicant tracking system while ensuring OFCCP compliance

Talent Acquisition Specialist

• Candidate recruitment and retention including sourcing, evaluating, and reviewing potential IT candidates
• Interviewing prospective IT candidates via video, phone and/or in person
• Developing and maintaining a strong pipeline of qualified IT talent
• Selecting well-matched candidates to fulfill client job orders
• Maintaining ongoing contact with IT professionals currently on contract assignments
• Resolving any customer service issues quickly and efficiently
• Generating leads and market intelligence to enhance new client development efforts
• Maintaining relationships with candidates to gain industry knowledge and referrals
• Meeting and exceeding weekly business development goals

Senior Recruiter, Technology

• Manage full life cycle searches for Vice President+ levels globally, owning the process from initiation through offer negotiation in partnership with Total Rewards, HR, and Business Leaders
• Proactively engage with HR and Business Partners to facilitate executive talent research and pipeline strategies tied to talent imperatives
• Identify and engage with prospective executive candidates who are category and industry experts for networking and pipeline initiatives
• Build candidate networks/pipelines and create proactive recruiting engagement plans to attract diverse talent
• Recommend search strategies, including candidate profiles, industry and market research, tracking metrics, and employment branding
• Serve as a subject matter expert and advisor to internal stakeholders, creating inclusive, equitable recruiting processes
• Serve as an advisor to internal leaders and hiring managers to influence the talent strategy and selection of candidates
• Construct and negotiate sophisticated executive offer packages in partnership with Total Rewards and effectively facilitate engagement with Human Resources to ensure a seamless onboarding experience
• Influence organizational recruitment initiatives in support of diversity strategies, employment branding and marketing, and employee value proposition
• Build awareness of and drive engagement with new and emerging talent in the market
• Work with internal stakeholders to build and strengthen diverse candidate/talent sources that allow us to engage and hire diverse executive talent

Senior Talent Acquisition Manager, Executive Search

• Create and implement comprehensive recruitment strategies to identify, engage, and hire top executive talent.
• Conduct proactive market mapping and benchmarking to stay ahead of talent trends in key functional areas.
• Cultivate a pipeline of high-caliber candidates for critical executive roles.
• Develop and implement comprehensive executive recruiting strategies aligned with business goals.
• Collaborate with senior leadership to understand the company's growth objectives and executive hiring needs.
• Deliver quarterly talent intelligence briefings that inform leadership decisions on organizational capability, competitive talent positioning, and emerging market trends impacting executive availability.
• Conduct in-depth interviews and thorough assessments of executive candidates to evaluate qualifications, leadership capabilities, and cultural fit.
• Present comprehensive candidate reports and recommendations to senior leadership.

Principal Executive Recruiter

• Lead full-cycle recruiting for corporate functions with a focus on IKC Analyst roles
• Act as a trusted advisor to business leaders
• Build high-impact talent pipelines
• Provide targeted recruitment support for critical clinical roles
• Screen and evaluate candidates for skill level, experience, core values, and cultural fit
• Facilitate interview debriefs and manage candidate offers
• Champion the DaVita brand and culture

Corporate Talent Acquisition Partner

• Navigate the Seas: Own recruiting and employee selection efforts at Pirate Ship for all roles and levels.
• Chart a Course: Reports to the Director of Pirate Experience and partners with Senior Leadership including Sea Suite (C-Suite) to understand their hiring objectives and develop a plan to hit goals & deliver quality and timely results.
• Codify the Process: Manage full-cycle recruiting by creating and executing unique and effective sourcing strategies and techniques to find professionals across a variety of roles.
• Scoping: Consistently generate a healthy pipeline of high quality candidates by driving recruitment initiatives such as branding, events, sourcing, and referrals along with plunderin' the interwebs, LinkedIn, and other channels to seek out the most talented pirates.
• Keep it Shipshape: Scannin' the horizon for new recruitment trends and technologies to ensure our recruitment process stays ahead of the curve.
• Find the treasure: Identify, prescreen, and evaluate both passive and active candidates.
• Turn People to Pirates: Manage candidates in process and provide them with a positive candidate experience.
• Crew Up: Build solid relationships with team leaders and serve as a talent partner before, during, and after the recruiting process.
• Bottle Your Messages: Develop deep business knowledge of Pirate Ship’s organization and the markets it serves.
• Gather Round the Grog: Partner with HR in the areas organizational training and development, compensation, and compliance.
• Uncover hidden treasure: Maintain key recruiting metrics and conduct analysis of recruiting trends to maintain a healthy talent pipeline and drive effective hiring decisions.
• Ride the seas of change: You’ll be comfortable in an environment where there’s lots of change all the time.
• Sail from your port o’ call: You’ll be working from home, but will connect with your crewmates throughout the day over chat, voice, and video.
• Hoist the Jolly Roger: You’ll have the opportunity to share your background, experience and interests with the crew to enhance our fun, progressive culture.
• Collect your booty: Pirate Ship pays competitively compared to other landlubbers because we value your creativity and passion.
• Ride the seas of change: You’re comfortable in a remote environment where there’s lots of change.

Senior Recruiter – Limited Duration/Contract

• Manage full-cycle recruitment for various roles across all lines of business in the insurance industry
• Heavy sourcing of passive insurance candidates through networking, cold-calling, and utilizing a variety of databases: internal HRIS system (Workday), ATS (Phenom), LinkedIn Recruiter, Indeed Resume, Handshake, social media, and other online databases
• Conduct candidate phone screens, provide feedback, schedule interviews, review assessment results, and collaborate with team on hiring decisions.
• Drive the hiring process and decisions with an emphasis on providing positive candidate experience and hiring the best talent for the role
• Successfully build and maintain robust candidate pipelines for current and future job requisitions
• Build strong relationships, acting as a trusted advisor and business partner providing consultative recruitment services to guide the talent strategy
• Manage recruitment process, track and onboard candidates to ensure compliance, adherence to corporate protocol, and the proper measurement of recruiting tactics
• Develop professional relationships with industry groups, local universities, community partners and other organizations to expand sourcing channels
• Track and evaluate the effectiveness of recruitment strategies and adjust as needed
• Successfully manage multiple competing priorities and simultaneous requisitions with aggressive timelines
• Data entry, reporting, and tracking of metrics in partnership with the TA Coordinators
• Involvement in strategic initiatives, internal projects and ongoing process improvements
• Ensure the recruiting process and employment actions are compliant with applicable regulations, executive orders, and other rules by such entities as the Office of Federal Contract Compliance Programs (OFCCP), the Department of Labor (DOL), state and local government, and other relevant governing bodies

Talent Acquisition Partner

• Executes full cycle recruiting Company-wide, utilizing the applicant tracking system with a focus on data integrity, accuracy, and adherence to the process.
• Build strategic partnerships with the business and hiring managers, make hiring recommendations based on interviews, assessment data, and candidate qualifications.
• Develop sourcing strategies that will maximize the exposure of Badger’s open positions and identify top talent.
• Conduct weekly meetings with hiring managers to discuss needs and search progress.
• Partner with hiring manager to define interview team, interview parameters, and competency requirements for interview team; participate in interviews and facilitate debriefing sessions as needed.

• The Talent Acquisition Partner is responsible for handling all aspects of talent sourcing and recruiting for assigned requisitions.
• Coordinates full-cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing, and selection.
• Using traditional and non-traditional resources, sources and entices a qualified pool of both active and passive candidates with creative sourcing techniques.
• Manages candidate engagement, provides a positive candidate experience; maintains responsive communication, and acts as a candidate advocate.
• Follows up with candidates and hiring managers to obtain feedback regarding both the recruiting process and candidate job fit.
• Delivers and negotiates employment offers.
• Maintains tracking system of all requisition and applicant activity.
• Establishes and continuously develops networks through industry contacts, university relations, association memberships, trade groups, and military affiliations to maximize recruitment resources and opportunities.

Talent Acquisition Partner – Field

• Manages the full recruiting lifecycle across a variety of positions, advises managers on all hires, and is primarily accountable for all candidate communication and relationships
• Collaborates with managers to identify and refine accurate job descriptions, hiring criteria, and capture plans
• Leverage data and market insights to advise hiring managers on talent availability, compensation trends, and competitive positioning
• Identifies and implements efficient and effective sourcing strategies, continuously building candidate pipelines though databases, online employment forums, social media, etc.
• Conduct in-depth screens, interviews and selects qualified candidates to present to the business
• Schedules interviews; oversees preparation of interview questions
• Collaborates with the hiring manager during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details
• Partners with Human Resources to maintain up to date knowledge while ensuring compliance with federal, state, and local employment laws and regulations, and company policies
• Uses various sourcing tools to create candidate pipelines including industry niche platforms, social media networks, online data bases, Boolean searches, referrals, networking, events, and external websites
• Maintains accurate and up-to-date records of prospects and candidate touch points and hiring metrics in the Applicant Tracking System (ATS) and CRM systems; Ensures high integrity of data management in these tools
• Work with the business to manage recruiting priorities while providing regular performance updates, analysis, and insights
• Collaborate on special high priority recruiting projects as needed
• Willingness to travel up to approximately 20% of the time to team meetings, industry conferences, division locations, and selected job sites

Construction Recruiter

• Full cycle recruiting position responsible for sourcing accounting, finance, and various business advisory professionals
• Collaborate with Hiring Partner(s) and Manager(s) to understand service area and recruiting needs
• Create a comprehensive networking and sourcing plan
• Conduct behavioral based and technical interviews
• Facilitate the assessment and selection process with the identified interview teams
• Present offers and complete the recruiting cycle by ensuring a successful onboarding experience
• Build and maintain relationships within the business areas you support, candidates, and team

Senior Recruiter

• Prepares for surgical procedures
• Pulls appropriate instruments and supplies and ensures good working order of instruments
• Anticipates the surgeon's needs
• Demonstrates the principles of aseptic technique and universal precautions throughout the procedure
• Assists with OR turnover between cases
• Participates in counting of sharps, instruments and sponges
• Ensures that all surgeon preference cards and pick lists are accurate

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