Recruitment

• Partner with hiring managers to define selection criteria for open positions and select the best candidates for hire
• Collaborate with hiring managers across various departments to ensure a seamless and effective recruitment process
• Coach hiring managers on effective interviewing, candidate feedback, and selection processes
• Provide hiring managers with detailed summaries on all screened candidates
• Source talent through active and passive methods, including events, databases, referrals, and direct outreach
• Screen all candidates for culture-fit, quality, and long-term potential
• Ensure a positive candidate experience through clear and timely communication from sourcing through onboarding
• Maintain long-term relationships with high potential hires ensuring role satisfaction
• Recruit and align high potential candidates to early career pipeline programs including internships, rotational programs, and technician apprenticeships

Recruiting Partner

• Partner with hiring managers to determine staffing needs
• Develop recruiting strategies by using traditional and non-traditional resources
• Source for both active and passive candidates through creative sourcing techniques
• Contribute to keeping a team of elite healthcare professionals operational

Senior Talent Acquisition Specialist

• Lead a high quality, high quantity recruiting/career path effort for Franchisee Staff, Novice/Experienced Advisors and External Practice Acquisition hires for the Territory
• Develop and manage a comprehensive diversified sourcing strategy
• Effectively screen and conduct interviews with candidates
• Present unique value propositions of opportunities
• Guide and manage all steps of the recruitment process in partnership with the Franchisee
• Lead the annual Advisor Business Planning process for the Territory
• Ensure high participation and thorough capture of advisors' growth goals and objectives
• Responsible for driving advisor engagement in programs that drive practice growth
• Drive advisor participation in Growth Programs, Region and Territory training events
• Lead the onboarding process for all new advisor hires and practice acquisitions
• Serve as a key point of contact to ensure advisors have the right tools, resources, training, and support
• Support ad hoc field leader and top advisor requests for assistance
• Present strategic messaging on behalf of the local leadership team in advisor engagement venues
• Provide leadership to matrix business partners

Senior Manager, Franchise Recruiting – Engagement

• Meticulously review and compare candidate documents, including cross-checking resumes against formal applications and verifying employment dates for accuracy and compliance.
• Schedule and manage interviews across various formats (remote/offsite, and onsite) and global time zones.
• Act as the main liaison between candidates, recruiters, and interviewers.
• Maintain accurate, compliant candidate records in Workday, Rooster and other systems.
• Utilize AI tools to streamline document review, communication, and administrative tasks.
• Process candidate travel expenses, upload NDAs to Workday, and issue contingent worker contracts and background checks via DocuSign.
• Maintain strict confidentiality with all sensitive candidate and company information.
• Contribute to data and operational support, helping to streamline TA documentation and Standard Operating Procedures (SOPs).
• Effectively manage relationships and communicate with diverse stakeholders across the global business.

Talent Acquisition Operations Specialist

• Manage remote and onsite interviews across multiple global time zones • Act as the primary point of contact for candidates and internal teams • Maintain accurate, compliant candidate records in Workday, Rooster and other systems • Process candidate travel expenses, upload NDAs, and issue contingent worker contracts and background checks via DocuSign • Help streamline our TA documentation and Standard Operating Procedures (SOPs) • Initiate and monitor background checks and onboarding process for new hires • Maintain strict confidentiality and manage ad-hoc projects as needed

Talent Acquisition Coordinator

• Partnering with Hiring Managers to define and refine role profiles, including required competencies, experience, and success criteria
• Providing consultative guidance on labor market trends, talent availability, and competitive positioning
• Identifying and implementing the most effective sourcing strategies and recruitment channels (e.g., direct sourcing, job boards, social media, networking, referrals)
• Proactively sourcing and engaging qualified candidates using a variety of tools and platforms
• Managing the full candidate lifecycle within SAP Success Factors recruiting module, from initial contact through interview coordination through offer stage with the support of our recruiting coordinator
• Acting as the primary point of contact for candidates, ensuring a positive and professional candidate experience
• Collaborating closely with HR Business Partners and other HR colleagues to align recruitment strategies with business needs
• Designing and recommending appropriate selection methodologies (e.g., structured interviews, assessments, case studies)
• Advising Hiring Managers on best practices in interviewing and candidate evaluation
• Tracking and reporting on recruiting metrics, pipeline health, and hiring progress
• Ensuring consistency in the onboarding experience across all departments and partnering with Learning & Development on the usage of the digital onboarding tool (Enboarder) by making adjustments when needed
• Ensuring compliance with applicable employment laws and internal policies

Talent Acquisition Advisor

• Manage the daily flow of candidate communication.
• Schedule and coordinate interviews.
• Respond to applicants and maintain candidate records.
• Assist with client communication.
• Answer and manage incoming and outgoing candidate calls.
• Provide candidates with clear instructions regarding interviews and next steps.
• Send professional emails to clients regarding updates and confirmations.
• Update candidate files and monitor applicant flow.
• Support onboarding paperwork and maintain organizational systems.
• Identify bottlenecks in the candidate process and communicate issues effectively.

Staffing Administrator

• Lead the end-to-end strategy for technology solutions that support technician recruitment, onboarding, training, engagement, and retention.
• Build and manage a multi-year roadmap focused on attracting next-generation technician talent and improving the technician experience across the full lifecycle.
• Identify, evaluate, pilot, and scale digital and immersive technologies that improve learning effectiveness, talent conversion, and technician productivity, including AI, remote assistance, AR/MR, digital learning tools, and connected training experiences.
• Partner across HR, Dealer Operations, Technical Training, Marketing, Field teams, IT, external vendors, schools, and dealer partners to define requirements and deliver solutions.
• Translate technician feedback into actionable solutions, especially in areas where technicians have asked for more hands-on training, more accessible training locations, and faster training on new technologies.
• Develop business cases, success metrics, implementation plans, and governance models for new programs and platforms.
• Lead pilot design, change management, adoption planning, and performance tracking to ensure solutions deliver measurable business value.
• Benchmark competitive OEM and skilled-trade talent practices and use those insights to improve GM’s position in the market.
• Drive solutions that support both new technician attraction and retention of current top talent by making the technician career path more innovative, visible, and rewarding.
• Present recommendations, progress updates, risks, and investment needs to senior leadership.
• Develop recurring business reviews, scorecards, and executive dashboards to track performance against key objectives, milestones, and operational targets.
• Lead planning and coordination for leadership meetings, staff reviews, and cross-functional working sessions, including agenda development, pre-reads, action tracking, and follow-up communication.
• Create clear, concise PowerPoint presentations and executive-ready materials that summarize business performance, project updates, key decisions, and recommended actions.
• Partner with cross-functional teams to gather inputs, consolidate updates, and ensure leadership is aligned on priorities, timelines, and next steps.

Project Lead, Technician Recruitment & Training Technology

• Provide remote, centralized recruitment support for high-volume vaccine/flu clinical trials
• Conduct high-volume outbound outreach to prospective clinical trial participants

Patient Recruitment Specialist

• 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

• Collaborate with business leaders and hiring managers to understand talent needs and translate them into effective, fast-moving sourcing strategies
• Lead talent attraction efforts through creative sourcing, employer branding, and marketing initiatives
• Drive candidate engagement through compelling outreach and a smooth, high-touch candidate experience
• Manage and maintain accurate candidate data in real time within internal staffing systems
• Own and drive our Employee Referral Program and vendor management, ensuring optimal performance and ROI
• Partner on external branding, events, and marketing campaigns to strengthen our talent pipeline
• Respond quickly to shifting hiring needs and volume spikes—urgency is key
• Align closely with leadership and departmental goals, taking direction constructively and adjusting priorities to meet evolving business needs
• Be a collaborative force within the TA team—sharing knowledge, supporting peers, and celebrating wins together

Talent Acquisition Specialist

• Execute the configuration of Oracle Recruiting Cloud (ORC) for various global regions, including Job Requisitions, Candidate Selection Processes (CSP), and Career Sites.
• Support and maintain Oracle Verified Integrations (OVI) with third-party vendors for background checks, assessments, and other recruiting services.
• Perform root-cause analysis for system defects and manage the end-to-end resolution process.
• Proactively monitor and analyze Oracle’s quarterly release notes (e.g., 24A, 24B) to identify new features, bug fixes, and mandatory changes affecting ORC, Core HR, and Talent Management.
• Lead the impact assessment and regression testing for each release to ensure global configurations and integrations remain stable.
• Consult with HR stakeholders on "Opt-in" features that can drive process improvement and candidate experience enhancements.
• Write and debug Fast Formulas to support complex business logic, such as custom eligibility rules and automated offer letter validations.
• Develop HCM Extracts and BI Publisher reports to support recruiting data needs.
• Utilize HDL (HCM Data Loader) for data migrations and mass updates.
• Use Design Thinking principles to understand user pain points and contribute to the design of intuitive workflows for recruiters and candidates.
• Support the integration between ORC and Core HR to ensure a smooth "Hire-to-Onboard" process.
• Assist in the configuration and maintenance of Talent Management (Performance, Goals, and potential Succession) to ensure a unified employee profile.

Oracle Recruiting Cloud Configuration Specialist

• Be a strategic partner by collaborating closely with HR and business leaders to understand their talent needs and develop innovative recruiting strategies
• Lead the entire recruitment process, from sourcing and screening to offer negotiation and onboarding, ensuring a seamless candidate experience
• Leverage data and market trends to provide insights and recommendations that inform talent acquisition decisions
• Innovate recruitment approaches, using technology and sourcing techniques to locate, engage, and attract top talent
• Cultivate and maintain positive relationships across all levels of the organization, becoming a trusted advisor to hiring managers
• Elevate the candidate and hiring manager experiences through an unwavering commitment to standards

Senior Talent Acquisition Partner

• 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

• Serve as a trusted Talent Acquisition partner supporting multiple client groups across a wide range of functions, including technical and business roles such as engineering, sales, marketing, IT, finance, and operations
• Partner closely with hiring managers and People Team and TA COE to understand organizational goals, workforce needs, and long-term talent strategies
• Advise leaders on talent market trends, candidate availability, compensation insights, and competitive hiring strategies
• Develop creative and proactive sourcing strategies tailored to diverse talent markets and business needs
• Lead end-to-end recruitment activities including sourcing, screening, interviewing, candidate assessment, offer negotiation, and onboarding coordination
• Build and maintain strong candidate pipelines through networking, referrals, social platforms, market mapping, and other innovative sourcing channels
• Deliver a consultative and highly responsive recruiting experience for both candidates and hiring teams
• Maintain accurate recruiting data, interview documentation, and candidate activity within Workday, Avature, and related systems
• Champion an exceptional candidate and hiring manager experience that reflects HARMAN’s culture, innovation, and people-first mindset
• Create thoughtful and engaging candidate interactions that leave a lasting and positive impression of the HARMAN brand
• Bring creativity and intentionality to every stage of the hiring journey to ensure a seamless, personalized, and high-touch experience
• Serve as a brand ambassador by crafting compelling and authentic talent messaging across all candidate touchpoints
• Support and help evolve HARMAN Lifestyle’s internship and early talent programs
• Help create engaging intern experiences that foster development, connection, and long-term interest in HARMAN careers
• Continuously identify opportunities to improve recruiting workflows, operational efficiency, and candidate engagement strategies
• Leverage recruiting technologies, AI tools, automation, and data insights to improve hiring effectiveness and streamline processes
• Stay informed on industry trends, emerging recruiting technologies, and innovative talent acquisition practices
• Recommend and implement enhancements to recruiting processes, tools, reporting, and stakeholder communication
• Participate in recruiting projects and talent initiatives that support broader organizational goals

• Recruit and develop relationships with independent insurance agencies and business owners nationwide
• Conduct outbound prospecting through calls, email, LinkedIn, and virtual meetings
• Lead discovery conversations to understand agency goals and align them with NCC’s solutions
• Negotiate and close partnership opportunities
• Manage and grow a strong prospect pipeline using Salesforce and self-sourced leads
• Stay informed on market trends, compliance updates, and product offerings

Insurance Sales Recruiter

• Develop and execute recruiting strategies to attract high-caliber candidates for assigned roles.
• Manage the full recruitment lifecycle, ensuring an exceptional candidate and hiring manager experience.
• Proactively source passive talent through creative outreach and networking.
• Track progress and hiring metrics to ensure goals and timelines are met.
• Partner with HR to ensure seamless onboarding and alignment with company values and culture.

Senior Recruiter – Contract

• Serve as the subject-matter expert for sales recruiting within Stryker’s Hips & Knees portfolio.
• Responsible for attracting top sales talent through lead generation, strategic sourcing, and market research.
• Develop and execute the recruitment strategy for all sales and associate sales positions supporting the Hips & Knees business across the MidWest.
• Partner closely with business leaders to ensure strong, sustainable talent pipelines.
• Develop deep relationships with hiring managers and become a trusted partner in the recruitment process.
• Source, qualify, and interview candidates for open or strategic positions within the division, in partnership with HR business partners and hiring managers.
• Actively participate in professional and social networking to generate leads and build a diverse candidate pool.
• Serve as a voice for Sales to the global Centre of Excellence, sharing best practices and implementing global projects.
• Lead marketing initiatives to promote Stryker across talent communities, ensuring a strong and unified brand presence.
• Stay updated on industry best practices and trends in talent acquisition, driving process innovations.
• Conduct cold calls to industry contacts, competitor companies, and other leads to convert them into potential candidates.
• Utilize technology to track leads, contacts, and candidates, continuously building a talent pool.
• Train hiring managers on recruiting processes, interviewing techniques, and sourcing strategies.

Lead Talent Acquisition Business Partner, Sales

• Develop robust and innovative talent acquisition strategies, processes, and procedures that support our diverse portfolio of businesses.
• Develop annual strategic priorities and budgeting for the Talent Acquisition function in alignment with WFG priorities and manage performance throughout the year.
• Identify and launch recruitment technologies that improve the effectiveness of the talent acquisition process and develop associated training materials for all users.
• Lead the recruitment process for key positions across diverse business portfolios.
• Partner with human resources and hiring managers to create a comprehensive and engaging onboarding process for new hires.
• Anticipate future talent needs by building a diverse external pipeline and network for proposal efforts.
• Manage staffing agency and supplier relationships, contracts, and performance.
• Establish talent acquisition metrics, scorecards and reporting to effectively measure and improve performance.
• Partner with the marketing team on creative recruitment marketing strategies and the re-engineering of the business career site and supporting social media pages to improve our employer brand and reach.
• Develop a university relations strategy and associated intern, co-op, and early career programs and outreach initiatives that complement our workforce planning strategy.
• Ensure compliance with Native American Hiring Preference, Federal Contracting Regulations, and Affirmative Action Plan requirements.
• Perform, direct, and oversee subordinate staff to achieve planned performance goals for the department(s).

Talent Acquisition Manager

• 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

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