Recruitment

• In partnership with recruiting leadership, serve as a key operational and strategic resource supporting sourcing initiatives, workforce planning, and recruitment marketing efforts
• Manage and optimize job board and digital sourcing strategies
• Maintain critical recruiting data and reporting
• Analyze sourcing performance, monitor budget utilization, identify cost savings and process improvements
• Provide actionable insights to leadership through data analysis and reporting
• Maintain recruiting systems, dashboards, and spreadsheets
• Ensure compliance with job posting standards
• Support the execution of sourcing campaigns across job boards, social media platforms, and other recruitment channels

Digital Recruiting Sourcing Specialist

• Deliver high volume craft hiring aligned to project schedules and workforce forecasts
• Own full lifecycle recruiting from intake and approvals through start date readiness
• Build and maintain a ready now bench for core craft roles across multiple sites
• Partner directly with field leaders to align hiring plans with project demands
• Execute multi-channel sourcing strategies to support high-volume hiring needs
• Represent Shaw at hiring events, job fairs, and community outreach programs
• Manage requisitions from intake through offer and start
• Source and pipeline craft talent including welders, pipefitters, electricians, riggers, and helpers
• Maintain accurate ATS data, notes, and dispositions
• Track and report funnel metrics including aging, fills, and starts
• Ensure compliance with state and federal employment laws
• Act as a brand ambassador delivering strong candidate experience
• Collaborate with internal teams to improve recruiting processes

Talent Acquisition Specialist

• Engage and Covert: Research prospects and respond to inquiries to convert prospects into interested candidates
• Conduct Pre-Screening Interviews: Initiate initial contact and conduct pre-screening interviews
• Evaluate Candidates: Assess, qualify, and disqualify applicants based on their suitability
• Build Networks: Develop and maintain networks to generate candidate referrals
• Negotiate and Close: Manage the full cycle recruitment, including extending offers and closing with candidates
• Fill Positions Efficiently: Work efficiently and effectively to fill open positions

Healthcare Recruiter

• Efficiently manage high-volume candidate pipelines and the full recruitment life cycle to consistently meet internal customer capacity needs within a Key Performance Indicator-driven environment.
• Collaborate with internal hiring managers and external candidates across multiple geographic regions to build consultative partnerships and deliver timely hiring results.
• Ensure compliance with organizational standards by maintaining consistent applicant engagement and nurturing candidates through complex processes.

Talent Acquisition Partner – Frontline, High Volume

• Develop and maintain working knowledge of the health system and regional communities in order to assist with candidate inquiries.
• Daily outreach to identify and recruit potential candidates to FMOLHS. Includes but not limited to written communication and cold calls.
• Acts as a contact person to facilitate communication between candidates and FMOLHS to answer questions.
• Assembles and distributes all collateral materials for advanced practice professionals and physician recruitment.
• Manages new hire and onboarding process for providers ensuring all new hire paperwork is received and processed accordingly.
• Sources and screens all advanced practice provider and physician recruitment candidates for the organization and routes to the hiring manager.
• Maintains and manages open positions and maintains job postings on all applicable sites.
• Meets with operations directors and physician leaders to understand the needs of the clinic/department to help ensure the right candidate is selected.
• Research potential recruitment programs, evaluates trends in recruitment and the job market, and recommends recruitment strategies.
• Coordinates start dates, clearances, credentials verification, onboarding and orientation of new providers.

Physician Recruiter

• Serve as strategic owner and administrator of Ashby ATS, including workflows, reporting, automations, integrations, and process governance
• Build and maintain executive recruiting dashboards, funnel analytics, capacity planning models, and operational reporting
• Partner with Talent Acquisition leadership to design scalable recruiting processes supporting rapid organizational growth
• Analyze funnel conversion, sourcing effectiveness, recruiter productivity, pipeline health, and hiring bottlenecks to identify and implement operational improvements
• Develop and maintain recruiting SLAs, process documentation, reporting standards, and operational best practices
• Identify opportunities to improve recruiter efficiency, interview process effectiveness, and hiring manager experience
• Ensure recruiting data integrity, source attribution accuracy, and stage consistency across all recruiting workflows
• Support workforce planning and recruiting capacity forecasting
• Improve operational efficiency across candidate experience, interview workflows, scheduling processes, and reporting accuracy
• Partner cross-functionally with HR, People Operations, Finance, and business leaders on hiring operations initiatives and process improvements

Recruiting Operations Manager

• Proactively source passive candidates and maintain talent pipelines for high-priority roles, with a primary focus on licensed insurance positions, sales/production roles, and specialized hard-to-fill functions.
• Utilize LinkedIn Recruiter, Phenom, industry databases, professional associations, and referral networks to identify qualified candidates others miss.
• Conduct initial outreach to assess interest, qualifications, and fit before handing off to the assigned recruiter.
• Nurture warm leads over time through CRM and ATS pipeline tools – staying engaged with candidates who aren’t ready to move yet but may be in the future.
• Partner with recruiters on intake and strategy sessions, bringing market intelligence on talent availability and competitive dynamics.
• Track and report on sourcing activity, candidate conversion rates, channel effectiveness, and pipeline health.
• Monitor competitor hiring activity and talent movement within the insurance industry to sharpen sourcing strategies.
• Maintain accurate, up-to-date candidate records in the ATS with clear disposition notes and pipeline status.
• Generate candidate interest through creative marketing and social media messaging that aligns with HUB’s talent brand.

Talent Acquisition Sourcer

• Build, maintain, and continuously nurture pipelines for critical, recurring, and future state roles across the organization.
• Identify, research, and engage potential candidates using a variety of sourcing techniques, including Boolean searches, X-ray searches, social media, and professional networks (e.g., LinkedIn, Indeed).
• Conduct initial research on talent data and analytics and provide insights as needed.
• Partner closely with Corporate Recruiters and the Talent Acquisition team to ensure a steady pipeline of qualified candidates for open professional roles.
• Support Corporate Recruiters with sourcing efforts, interview scheduling, offer preparation, and other recruiting activities as needed.
• Develop and maintain sourcing database and talent pipelines for current and future hiring needs.
• Communicate with past applicants regarding new job opportunities and referral programs.
• Assist with posting job advertisements across job boards, social media, and other sourcing channels.
• Rapidly deploy to high-urgency, executive-visible, or hard-to-fill requisitions when business needs arise.
• Own full-cycle recruiting for assigned SWAT roles, from intake through offer acceptance.
• Partner closely with hiring managers to clarify role priorities, timelines and success profiles.
• Drive speed without sacrificing quality or candidate experience.
• Act as a trusted advisor during critical searches, providing market insights, compensation guidance, and risk assessment.
• Serve as a flexible resource that can shift focus based on business demand.
• Provide regular updates on pipeline readiness, candidate availability, and market trends.
• Maintain accurate and compliant records in the ATS/CRM.
• Ensure a high-touch, inclusive, and brand-positive candidate experience at all stages.

Talent Sourcer / SWAT Recruiter

• Teach For America seeks a Managing Director of Recruitment (MDR) – Campaign Lead to lead, coach, and develop a cohort of recruiters
• Serve as a strategic leader, team builder, and performance manager
• Responsible for translating vision into coordinated, measurable impact through others
• Coach and Develop a High-Performing Team of Recruiters
• Establish ambitious and feasible goals aligned to organizational priorities
• Monitor progress toward outcomes and adapt strategy in real time
• Navigate stakeholder relationships and ensure alignment with regional and hub needs

MD, Recruitment – Campaign Lead

• Lead full-cycle recruiting for executive, strategic, and business-critical roles, including sourcing, screening, interviewing, candidate management, and offer negotiation
• Serve as the primary executive recruiter for senior leadership and high-impact strategic hiring across Nava
• Partner with executives, Practice leaders, and hiring stakeholders to define talent needs and align hiring strategies with business priorities
• Build and maintain long-term pipelines of executive and strategic talent for future hiring needs
• Conduct talent mapping across target markets, competitors, and industries to identify top talent, emerging skill sets, and hiring trends
• Proactively identify and engage passive executive and specialized talent before requisitions open
• Support confidential executive and leadership searches with strong discretion and candidate stewardship
• Deliver market intelligence and talent insights, including compensation trends, competitor activity, talent availability, and hiring risks
• Act as a strategic advisor to hiring leaders by translating market insights into proactive hiring recommendations
• Build trust with stakeholders through strong communication, transparent partnership, and high-touch executive search support
• Maintain accurate candidate, pipeline, and market data within ATS and sourcing systems
• Continuously improve sourcing strategies, executive hiring readiness, and pipeline quality
• Ensure hiring practices align with Nava’s values and commitment to inclusive, equitable hiring

Talent Acquisition Partner – Strategic Hiring, Executive Recruiter

• Lead the operational strategy and day-to-day execution of Nava’s talent acquisition pipeline across sourcing, coordination, and recruiting support functions
• Manage and develop a team of Coordinators, and Sourcers, driving accountability, clarity, and strong performance across pipeline operations
• Oversee end-to-end pipeline health, ensuring candidate flow is efficient, consistent, and aligned to hiring priorities
• Build and protect interviewer capacity by improving interview planning, scheduling workflows, and stakeholder readiness
• Improve time-to-fill by strengthening pipeline readiness, workflow efficiency, and recruiting support operations
• Drive operational rigor across scheduling, sourcing support, candidate movement, reporting, and process execution
• Partner closely with Talent Partners, talent leaders, Staffing, and hiring leaders to align pipeline operations with hiring forecasts and business priorities
• Translate recruiting data into actionable insights and operational improvements that improve hiring outcomes
• Build scalable systems, workflows, and process standards that improve efficiency, consistency, and candidate experience
• Ensure recruiting support functions deliver a high-quality experience for candidates, interviewers, recruiters, and hiring managers
• Continuously improve talent acquisition operations through process design, systems thinking, and operational problem-solving

Talent Acquisition Pipeline Manager

• Effectively partner with hiring manager to better understand business needs and assess position goals and requirements.
• Use various cost effective sourcing strategies to attract a diverse pipeline of candidates.
• Prescreen all applicable candidates, then recommend candidates to hiring manager based on detailed requirements of position and competencies.
• Establish credibility and remain engaged with hiring manager and senior management to stay abreast of hiring process.
• Ensure recruitment activity is updated in an accurate, compliant and timely manner within the applicant tracking system.

Senior Healthcare Recruiter

• Works with hiring manager to document requirements of job openings as required opening requisitions
• Determines appropriate recruiting sources for advertising and posting positions
• Promotes the company image to candidates and external service providers
• Surfaces candidates and develops networks of people and processes to support a strong pipeline of qualified candidates
• Pre-screens resumes and evaluates effectiveness of electronic candidate evaluation tools
• Documents candidate evaluation and interview process
• Effectively partner with hiring manager to better understand business needs and assess position goals and requirements
• Use various cost effective sourcing strategies, such as internet job boards, networking, resume mining, social networking, cold calling, college/university recruiting and job fairs to attract a diverse pipeline of candidates
• Prescreen all applicable candidates, then recommend candidates to hiring manager based on detailed requirements of position and competencies; provide manager with reasoning for advancing candidate
• Establish credibility and remain engaged with hiring manager and senior management to stay abreast of hiring process
• Arrange management interviews by coordinating schedules, arranging travel, lodging meals, and escorting applicant to interviews
• Ensure recruitment activity is updated in an accurate, compliant and timely manner within the applicant tracking system
• Create offers, review and participate in negotiation and re-negotiation of salaries in coordination with offer
• Responsible for all onboarding activities to include: references, new hire paperwork, backgrounds check, I9, payroll forms and drug test
• Track, report and support future staffing initiatives
• Serve as role model/mentor to other staff members
• Proactively work with hiring manager and human resources business partner regarding future organizational structure
• Systematic and proactive approach with hiring managers across all business lines regarding recruitment cost controls
• Continued recommendation for improving full life cycle recruiting strategies
• Lead and collaborate on projects/reports related to ongoing corporate recruitment initiatives as required
• May provide assistance to junior level staff with more complex tasks that require a higher level of understanding of functions
• May escalate issues to supervisor/manager for resolution, as deemed necessary

• responsible for providing World Class Recruiting Services to the Ryder organization
• identifies, recruits, interviews and recommends candidates for entry and mid-level, high volume positions and managerial, technical, and/or professional positions
• develops effective working relationships with placement agencies and external recruiters
• maintains effective working relationships with HR and business partners
• ensures compliance within all legal aspects of recruiting

Recruiter II

• Establishes strategic partnerships with business leaders to fully understand talent needs
• Collects market intelligence and assesses cultural fit for the organization
• Uses Intake Meetings to collaborate with Hiring Managers to define requirements
• Defines and executes sourcing strategies including use of various social media
• Partners with hiring manager to streamline the recruiting processes to create positive candidate experiences
• Ensures that diversity and inclusion practices are recognized, adopted and integrated into recruitment strategies

Senior Corporate Recruiter

• Develop and execute a scalable, multi-brand talent acquisition strategy that supports corporate, regional, and property-level staffing needs.
• Align workforce planning with business growth, new property openings, renovations, and seasonal demand.
• Establish recruiting standards, governance, metrics, and service-level expectations across all properties.
• Use workforce data and market intelligence to proactively address labor shortages and talent risks.
• Lead TA technology strategy (ATS, CRM, assessment tools) to improve efficiency and candidate experience.
• Own and evolve the employer brand across all hotels, resorts, and corporate offices.
• Ensure the Employee Value Proposition (EVP) reflects service excellence, culture, career growth, and lifestyle benefits unique to hospitality.
• Partner with Marketing and Communications to create compelling recruitment campaigns, careers content, and social media strategies.
• Enhance candidate experience from hourly frontline roles to executive leadership.
• Represent the company at hospitality schools, universities, job fairs, industry conferences, and community events.
• Lead international recruitment strategies for leadership, specialized, and pre-opening roles.
• Partner with regional teams to tailor recruiting approaches based on local markets and cultural norms.
• Manage international search firms, global sourcing channels, and strategic recruiting partners.
• Collaborate with HR, Legal, and external vendors on immigration, relocation, and compliance considerations.
• Support global mobility and cross-border talent movement initiatives.
• Partner closely with Compensation to ensure recruiting strategies align with pay structures, incentive plans, and market competitiveness.
• Provide real-time labor market insights to inform wage strategies for hourly, management, and executive roles.
• Support job architecture, leveling, and offer governance to ensure consistency and equity.
• Advise leaders on compensation tradeoffs, hiring premiums, and creative solutions in competitive labor markets.
• Lead internal mobility strategies to promote career progression across properties and brands.
• Partner with Learning & Development to align recruiting, succession planning, and leadership development pipelines.
• Support identification and readiness of internal talent for promotions, transfers, and pre-opening assignments.
• Champion development of hospitality leadership pipelines, including high-potential programs and emerging leaders.
• Personally lead recruiting for executive, corporate, property leadership, and other high-impact or hard-to-fill roles.
• Conduct direct sourcing, interviewing, offer negotiation, and candidate management.
• Act as escalation point for critical vacancies and sensitive searches.
• Model best-in-class hospitality recruiting behaviors and candidate engagement.
• Maintain and nurture pipelines for future leadership needs.
• Serve as a trusted advisor to executive leadership, GMs, regional leaders, and HR partners.
• Translate brand standards and service culture into talent selection criteria.

Corporate Director – Talent Acquisition

• Design and execute strategies to attract, source, and hire top talent in a high-volume recruiting environment.
• Oversee the entire recruitment lifecycle and manage recruiter teams.
• Build employer brand and partner with leadership on workforce planning.
• Use data to improve hiring efficiency and meet business goals.
• Develop long-term recruitment strategies and forecast hiring needs in collaboration with workforce management.
• Lead, develop, and motivate the entire talent acquisition team.
• Implement initiatives to build a strong employer brand and increase company visibility.
• Lead sourcing strategies using diverse channels to create robust talent pipelines.
• Partner with HR and business leaders to guide hiring best practices.

Talent Acquisition Director

• Partners with hiring managers to define needs and structures recruiting strategies
• Sources and recruits all levels of candidates for corporate and/or craft / skilled trade positions and all divisions
• Manages internal and external candidate communication, ensuring that our company maintains a positive reputation as an employer
• Researches, identifies and utilizes various sourcing tools needed to pursue both active and passive job seekers
• Works in various markets based on company needs and any new geographical markets
• Creates and works sourcing plans, reports creation for weekly management review updates
• Organizes hiring events and participates in job fairs to network with potential candidates
• Learns about the company and benefits, current and past projects, and bid projects, to promote the company, business unit growth, and project opportunity
• Networks and builds relationships to develop suitable ongoing contacts for referrals
• Develops and maintains pipelines in the company database for each business unit's area for future needs and quick access to qualified staff
• Documents applicant reviews and feedback in the applicant tracking system, ensuring communication of findings with recruiting/HR staff and hiring supervisor
• Tracks recruitment KPIs, like time to hire, source of hire and time to fill
• Partners with Human Resources from time to time as needed and on special projects

Talent Acquisition Recruiter

• Responsible for filling open positions by sourcing and recruiting talent of all levels.
• Conducts all stages of full cycle recruiting to support the hiring needs of the organization.
• Partners with hiring managers to define needs and structure recruiting strategies.
• Manages internal and external candidate communication.
• Researches, identifies, and utilizes various sourcing tools.
• Creates and works sourcing plans, reports creation for management review updates.
• Organizes hiring events and participates in job fairs.
• Documents applicant reviews and feedback in the applicant tracking system.
• Tracks recruitment KPIs, like time to hire and time to fill.

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