Recruitment

• Lead end-to-end recruiting for early career programs, including internships and entry-level roles, from workforce planning through offer acceptance
• Build and maintain strong relationships with universities, student organizations, and external partners
• Represent the organization at recruiting events, career fairs, and onsite student engagements, with travel up to 50%
• Partner with hiring managers and business leaders to understand talent needs, role requirements, and hiring timelines
• Develop and execute creative sourcing strategies leveraging customer relationship management and applicant tracking system tools
• Deliver a positive and consistent candidate experience throughout the recruiting lifecycle
• Track recruiting activity and outcomes to support data-informed decisions and continuous improvement
• Collaborate with broader talent acquisition and human resources partners to support early talent initiatives

Early Talent Recruiter

• Partner with hiring managers across manufacturing, operations, and engineering functions to deliver full-cycle recruiting support for salaried and exempt professional and technical roles.
• Lead end-to-end recruitment activities including intake meetings, workforce planning, sourcing strategy development, candidate screening, interviewing, offer development, and hiring.
• Develop and execute proactive sourcing strategies for manufacturing and engineering talent, including quality engineers, manufacturing engineers, electrical and mechanical engineers, supply chain professionals, program managers, and operations leadership roles.
• Utilize a variety of sourcing methods such as LinkedIn Recruiter, niche job boards, professional associations, referrals, workforce boards, internet sourcing, and agency partnerships to build robust talent pipelines.
• Serve as a trusted consultant and business partner to hiring teams by providing market insights, talent availability data, and hiring recommendations based on candidate qualifications, interview feedback, and assessment results.
• Collaborate closely with hiring teams throughout the recruitment lifecycle to ensure timely communication, aligned expectations, and a high-quality candidate experience.
• Conduct candidate application reviews and audits to ensure compliance with ATS processes, data accuracy, and hiring standards.
• Identify and implement regional and local sourcing strategies tailored to plant-based, salaried, and hard-to-fill professional and technical roles.
• Track, analyze, and report on key recruiting metrics such as time-to-fill, candidate flow, source effectiveness, and requisition aging.

Contract Talent Acquisition Partner

• Leads the strategy, execution, management, and overall performance of US Early Talent recruitment
• Manages a team of recruitment and programming specialists
• Operates as a subject matter expert in the space of Early & Emerging Talent
• Ensures an integrated approach with other business areas
• Provides people management leadership by hiring the best talent
• Manages business relationships at the executive/senior executive levels

Manager – US Early Talent, Talent Acquisition

• Partner with hiring managers to understand hiring needs and support effective, efficient recruiting strategies.
• Source and screen candidates through various channels including job boards, social platforms, and referrals.
• Provide timely updates and feedback to hiring teams, ensuring alignment and strong communication throughout the process.
• Deliver a thoughtful and engaging candidate experience from outreach to offer.
• Carry a full slate of 8–10 requisitions at a time, managing competing priorities with strong organization and follow-through.
• Contribute to improving recruiting workflows and documentation across business functions.
• Collaborate with coordinators and other recruiters to ensure a smooth and streamlined process.

Business Recruiter – G&A

• Serve as a strategic talent partner to senior leaders and hiring managers
• Own and drive full-cycle recruiting for complex and high-impact business roles
• Proactively source and engage top-tier talent through creative outreach strategies
• Lead calibrated screening and structured interview processes
• Provide clear, consultative updates to stakeholders
• Deliver an exceptional, high-touch candidate experience
• Drive continuous improvement of recruiting workflows and practices
• Partner closely with People, Finance, and leadership to support workforce planning

Senior Business Recruiter, G&A

• Act as a trusted partner to our managers, assisting them in attracting and building high-performing teams while fostering the growth of our employees.
• Lead and refine the full-cycle recruitment process across multiple teams, including Sales, Marketing and Business Impact, ensuring a smooth, positive candidate experience.
• Strategically plan and execute innovative sourcing strategies to find talent from non-traditional and diverse sources.
• Act as a consultant to hiring managers, providing insights and recommendations on best hiring practices, market trends, and compensation strategies.
• Take ownership of key recruitment processes, including sourcing, screening, interviewing, and selecting top talents.
• Identify and attract top talents while working closely with management to nurture their growth and ensure that people-related initiatives deliver value and results.
• Collaborate with cross-functional teams to drive process improvements and identify opportunities for enhancing recruitment effectiveness.

Senior Commercial Recruiter

• Recruit for hourly positions and Management jobs in Aviation and Ground and Cargo Handling.
• Source candidates from various career websites including SAP our internal applicant tracking system.
• Support recruiting team by building and maintaining a pipeline of qualified candidates.
• Actively source passive candidates by conducting market research, developing professional relationships and referral networks.
• Partner with hiring managers to understand qualification requirements of positions and develop appropriate recruitment strategies.
• Manage the candidate search process by implementing external sourcing strategies and assessing candidates.
• Apply leading-edge recruitment principles to develop strong candidate relationships and deliver high-quality talent to the facilities.
• Utilize full range of recruiting methods including Internet and online database searches and attending job fairs and conferences.
• Develop interview protocol; interviewing and evaluating applicants; and extending and employment offers.
• Perform pre-employment verification and facilitate on -boarding of new hires.
• Execute new badge application to Customs and Port Authority and renew expired badge for current employees.
• Effective onboarding new hires into automating system.

Recruiting Specialist

• Recruitment for Exempt and Non-Exempt staff.
• Use of a variety of search methods (i.e. Search firms, internal referrals, online research)
• Review resumes and conduct initial screenings with candidates where appropriate.
• Review applicant submissions through the ATS process.
• Schedule interviews, gather feedback and report on metrics.
• Assist with offer approval process working with the Head of HR on terms.
• Prepare regular status updates and report to the Head of HR findings.

Talent Acquisition Assistant

• Manage full-cycle recruiting for up to 10+ positions concurrently across multiple departments
• Build relationships with staff hiring managers to understand business needs, identify recruitment challenges, and execute innovative strategies to overcome them
• Develop a deep understanding of the firm’s culture, values, and strategic objectives, including an understanding of general business concepts and changing needs of the legal industry as a whole
• Think creatively to attract top legal talent through innovative sourcing and branding strategies
• Review and analyze candidate materials, assess their suitability, and gather information for managers to make informed and equitable hiring decisions
• Conduct initial screening interviews to assess candidate’s basic qualifications, confirm interest/motivation, manage expectations, and enhance candidate experience
• Keep hiring managers, candidates, and other stakeholders informed about recruitment progress, challenges, and outcomes in a timely manner
• Under the advisement of the staff talent acquisition recruiting manager, skillfully negotiate offer terms between candidates and hiring managers, draft offer letters, and work to influence a mutually positive outcome for both the firm and the candidate
• Support firm-wide talent acquisition branding by encouraging staff and attorneys to leverage their personal social media networks for talent acquisition purposes by sharing job openings, referrals, and testimonials to expand the firm’s reach and attract qualified candidates
• Contribute innovative ideas, business solutions, and new perspectives to continuously raise the bar for recruitment performance
• Seek opportunities to optimize recruitment processes and improve efficiency
• Maintain a fair, objective, and equitable approach throughout the recruitment process
• Demonstrate honesty, transparency, and ethical behavior in all interactions
• Protect candidate and firm confidentiality throughout the recruitment process
• Comply with legal requirements and adhere to the firm’s policies and procedures
• Partner with attorney talent acquisition team to assist with overflow work and projects as needed

Freelance Recruiter, Staff Talent Acquisition

• Own the hiring function. Lead recruiting for clinical roles against monthly therapist hiring targets, and manage and grow the recruiting team as volume increases
• Build the recruiting infrastructure. Stand up recruiting tech stack and workflows (ATS, sourcing, scheduling, reporting) and repeatable playbooks for sourcing, screening, interviewing, and offers
• Make hiring measurable. Build the analytics layer and a single source of truth for pipeline health, funnel conversion, source effectiveness, cost-per-hire, and recruiter performance; tie hiring outcomes to company growth goals
• Plan capacity. Translate the growth plan into a hiring plan, align pipeline with patient demand, and report how much new patient volume we can absorb
• Raise candidate quality. Partner with the clinical team to define what a qualified candidate looks like, review pipeline together, and sharpen the sourcing strategy
• Build the brand. Make Handspring the employer of choice for therapists, so a growing share of hires come to us inbound

Director of Talent Acquisition – Recruiting Operations

• 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 the end-to-end recruitment process for sales roles; hunting, engaging, and closing “A players” (top 1% performers) who will drive our sales success.
• Partner hand-in-hand with Regional Managers, Regional VPs, and our CRO becoming an extension of the sales team and a trusted advisor on all things hiring.
• Design and execute creative sourcing strategies, using both classic methods and out-of-the-box approaches to build world-class talent pipelines.
• Relentlessly pursue the best candidates, never taking “no” for an answer, and skillfully position our opportunities to win over top performers.
• Manage multiple priorities with finesse, staying organized, detail-obsessed, and consistently delivering a standout candidate experience.
• Collaborate with interview teams to ensure a seamless, engaging, and highly selective interview process that reflects our high standards.
• Track metrics, learn quickly, and pivot as needed in our fast-evolving environment.

Sales Recruiter

• Sourcing and identifying potential candidates across LinkedIn, job boards, social media platforms, and industry communities
• Screening applications and conducting initial outreach to prospective candidates
• Scheduling interviews and coordinating communication between candidates and hiring managers
• Maintaining accurate candidate records within our applicant tracking system
• Supporting the recruitment team with candidate research, talent mapping, and pipeline management
• Assisting with employer branding initiatives and recruitment marketing campaigns
• Participating in team meetings, interview debriefs, and hiring strategy discussions
• Helping improve recruitment processes and candidate experience across the hiring journey

Junior Recruiter Internship

• Develop vision, strategy, and plans to effectively enroll and retain 500+ students a semester into the Braven course
• Use Salesforce and Google Suite to manage recruitment data, operations, and pipelines
• Analyze recruitment data weekly to inform recruiting and partner support strategy
• Organize and support recruitment presentations and materials
• Host recruitment events in order to source prospective students
• Recruit and manage a team of student interns and volunteers
• Support the cultivation and management of BravenX nonprofit stakeholders who act as the pipeline for Fellow recruitment
• Manage and provide support to stakeholders in order to support them in reaching their individual Fellow enrollment goals
• Assess the strategies employed and make informed improvements based on quantitative, qualitative, and anecdotal data gathered
• Share design input and feedback with Braven’s External Affairs team on marketing materials
• Collect and share compelling stories with the Communications Team and External Affairs Team
• Support the Social Media and Marketing Committee
• Develop a social media recruitment strategy with the Communications and Recruitment interns
• Participate in individual annual and quarterly planning and all-team events
• Recruit, hire, onboard, and manage part-time student interns
• Recruit and train student volunteers known as Braven Ambassadors
• Other duties as assigned

Recruitment Associate

• Utilize various sourcing strategies, including networking, Linkedin recruiter outreach, job boards, and social media, to identify and engage top engineering candidates.
• Conduct thorough screening and evaluation of candidates to ensure they meet technical and cultural fit requirements. Assess candidates on their relevant technical experience, problem-solving skills, and ability to align with BuildOps' core values.
• Partner with key stakeholders to understand hiring needs and contribute to the design of role-specific job descriptions, interview processes, and candidate evaluations.
• Build and maintain a robust talent pipeline, fostering relationships with candidates and providing an exceptional candidate experience.
• Regularly report on recruitment metrics such as time-to-hire, candidate conversion rates, and offer acceptance rates. Use data to refine recruitment strategies and ensure a consistent pipeline of top talent.
• Partner with Recruitment Managers and HR to extend offers, negotiate terms, and ensure a smooth onboarding process for new hires.

Senior Recruiter, GTM – 6 month contract

• own full-cycle recruiting for assigned U.S.-based technical, client-facing, and SG&A roles
• build and execute proactive sourcing strategies
• evaluate candidates with a high bar for quality
• drive search execution with urgency and consistency
• deliver a high-quality candidate and hiring manager experience

Recruiter

• Partner with senior leaders and hiring managers to define role requirements and build clear, effective hiring strategies
• Design and execute creative, data-driven sourcing strategies across platforms, events, and outreach to attract diverse talent
• Lead thorough candidate assessments and guide hiring managers through structured, consistent selection processes
• Own the offer process end-to-end — from compensation negotiation to closing — while delivering an exceptional candidate experience
• Track and analyze recruiting metrics to optimize processes, surface trends, and inform stakeholder decisions
• Challenge assumptions with confidence, using market data and insights to drive better hiring outcomes
• Champion Airwallex's employer brand in competitive markets, staying sharp on industry trends and labor market dynamics
• Continuously improve recruiting workflows to increase speed, quality, and compliance

Talent Acquisition Partner, Business and GTM

• Review staffing needs and make recommendations
• Coordinate recruiting efforts in the assigned area
• Establish relationships with local colleges for talent sourcing
• Monitor staffing and labor budgets
• Train team members on performance expectations

Performance Manager – Recruiting & Training

• Drive talent acquisition strategy and end-to-end delivery for TD’s Sales & Operations functions
• Act as a strategic partner to senior business leaders
• Lead a team of recruiters and sourcing specialists
• Translate business hiring needs into proactive talent strategies
• Leverage data and analytics to identify trends and opportunities
• Collaborate with Employer Brand team to enhance talent attraction

Senior Manager, Talent Acquisition – Sales & Operations

• Manage a recruitment strategy for all non-exempt roles within State National
• Full life-cycle recruitment of non-exempt hires: sourcing, screening & assessment, candidate submittals, manage the interview process, and negotiate offers
• Administer assessments to selected candidates
• Provide regular updates and needs calibration to hiring teams and HRBPs
• Leverage the company EVP to implement marketing strategies to attract diverse talent
• Represent State National as an employer of choice at local career fairs and college campuses

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