Recruitment

• Manage staffing/employment function and activities
• Ensure staffing needs meet governmental requirements
• Develop and implement recruiting plans
• Manage contractual relationships with placement agencies and job boards
• Ensure consistent corporate image throughout recruiting campaigns

Head of Global Talent Acquisition

• 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

• Manage the staffing/employment function and activities
• Develop and implement recruiting plans to staff open requisitions
• Manage contractual relationships with placement agencies and job boards
• Ensure consistent corporate image throughout recruiting campaigns
• Submit reports concerning hiring trends and candidate feedback
• Select, develop, and evaluate personnel to ensure efficient operation

Senior 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

• 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

• 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

• Set and execute recruitment strategy at targeted campuses across the state
• Build strategy for stakeholder engagement and empower key influencers
• Make strong decisions with respect to the Teach For America selection process
• Identify and conduct outreach to Corps Member prospects
• Plan and execute high-quality recruitment events and initiatives that support campaign goals

Recruitment Manager

• 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

• Oversee onboarding and processing for all new hires across Caesars Entertainment’s Las Vegas Region
• Partner closely with recruiters, coordinators, and hiring managers to deliver a seamless candidate experience
• Serve as a key resource for large-scale hiring initiatives, employment compliance, and HCM processes
• Maintain strong relationship-building skills to support internal stakeholders and candidates
• Deliver exceptional customer service and support special projects as needed

• Lead regional staffing operations
• Manage day-to-day clinical staffing functions, including scheduling, workforce planning, and operational coverage across the region
• Drive recruiting and retention efforts
• Partner with recruiting and operations to identify, attract, and retain top clinical talent
• Oversee staff development and training
• Develop training plans, support continuing education, and ensure clinical staff maintain required competencies
• Manage team performance and engagement
• Conduct performance reviews, address employee concerns, and promote a positive and professional team environment
• Collaborate cross-functionally
• Work closely with Regional Directors of Operations, the National Staffing Manager, and recruiting teams to align staffing with business needs
• Support clinical operations and quality standards
• Ensure efficient day-to-day operations, adherence to protocols, radiation safety standards, and overall quality of care
• Serve as a regional field leader
• Visit client sites as needed to support staff, ensure customer satisfaction, and maintain strong relationships with clinical teams and physicians

Nuclear Medicine Technologist – Regional Staffing Manager

• Partner with hiring managers to develop recruiting plans.
• Establish and maintain strong relationships with leadership.
• Conduct regular follow-ups with departments.
• Research and implement best practices for full cycle recruitment.

Senior Recruiter - Corporate

• 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

• Oversee and completely own the end-to-end recruiting function for UMass Global, including requisition intake, job posting oversight, sourcing strategy, applicant review, screening, interview coordination, offer development, and candidate experience management.
• Serve as the primary recruiter, managing a requisition load average of 20-25 positions.
• Conduct intake meetings with hiring managers, reviewing role requirements, timelines, and candidate evaluation practices.
• Review applications and screen candidates to assess qualifications, experience, and alignment with position requirements; present qualified candidates and recommendations to hiring managers.
• Recommend new hire offer amounts within hiring range using established guidelines; seek approval for offers and communicate the University's compensation and benefits package to candidates.
• Manage and improve candidate experience throughout the full hiring lifecycle, maintaining clear communication and a high standard of responsiveness and professionalism.
• Communicate and report recruiting data to relevant stakeholders, including time-to-fill, source effectiveness, pipeline conversion, offer acceptance rate, and diversity-related metrics.
• Utilize professional social media platforms, including LinkedIn, to proactively source candidates, build talent pipelines, and promote job opportunities and the UMass Global employer brand.
• Partner with University Marketing to plan and coordinate recruiting-related content on institutional social media channels (e.g., Facebook, Instagram), ensuring consistent messaging and appropriate branding for open positions and hiring campaigns.
• Administer pre-employment onboarding activities including background check initiation and orientation coordination with HR Operations to close out the hiring process.

Talent Acquisition Partner

• 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

• Own full-cycle recruiting for high-volume roles across Sales, Customer Support, and Training
• Build and execute creative sourcing strategies to attract and engage top Operations talent, including passive candidates
• Partner with hiring managers and stakeholders to define hiring needs and develop effective, role-specific recruiting strategies
• Manage and communicate pipeline health, progress, and insights to stakeholders and senior leadership
• Design and maintain fair, efficient, and high-quality hiring processes that deliver strong candidate experiences
• Develop and nurture proactive talent pipelines to support future hiring needs
• Drive the offer process end-to-end, including pre-closing, offer negotiation, and closing candidates
• Contribute to employer branding initiatives and recruiting-related projects that improve how we attract and hire talent

Recruiter – Operations

• Partner with the Talent Acquisition team and hiring managers to understand open positions, company branding, and the recruiting strategy needed to attract the right candidates.
• Manage the full recruitment lifecycle, including sourcing, screening, interviewing, extending offers, and salary negotiations.
• Utilize Greenhouse, LinkedIn, and other tools to proactively engage passive candidates, particularly for technical roles.
• Serve as a consultative resource and staffing advisor to hiring managers, providing regular updates and insights through weekly or monthly status reports.
• Promote and optimize the Employee Referral Program to drive high-quality talent acquisition.
• Actively participate in university recruiting efforts, including attending career fairs.

• 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

• Source, screen, and qualify candidates for open roles across multiple clients
• Manage job postings and maintain organized candidate pipelines
• Conduct phone and virtual interviews
• Coordinate interviews and hiring processes with clients
• Support local recruiting efforts in the Elko area (site visits, networking)
• Build and maintain a pipeline of qualified talent for ongoing workforce needs
• Assist with additional projects and operational support as needed in a growing business

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