Recruitment

• 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

• Develop a deep understanding of Mercury’s values, brand, products, and business model
• Work closely with hiring managers and interviewers to design interview panels, proactively network within the industry, source strong candidates who meet the needs of the business, and close candidates by positioning Mercury as an innovative fintech leader in the Risk and Compliance space
• Shape what success looks like on a newly formed recruiting team, and hold a high culture and hiring bar to ensure we’re able to attract and retain best-in-class Risk and Compliance talent
• Position yourself as a true strategic partner to the GRC teams by keeping abreast of fintech and banking industry trends and talent market, and building a deep understanding of the U.S. banking and financial regulatory environment
• Be a strong advocate for building inclusive, diverse teams across all levels and Risk and Compliance skill sets, and guide hiring teams towards unbiased hiring decisions
• Identify and engage top talent through both passive and active channels, and deliver an exceptional candidate experience as an embodiment of Mercury’s culture and values
• Have the opportunity to lead 0 > 1 recruiting efforts as Mercury expands our business and products, which will require hiring Risk and Compliance professionals with niche skill sets and regulatory knowledge
• Be comfortable working with data and interpreting the story it tells into actionable insights, business recommendations, performance improvements, and recruiting process enhancements

Senior Recruiter – Compliance

• 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

• 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

• Develops, facilitates, and manages all phases of the recruitment lifecycle, from workforce planning through offer acceptance
• Partners with human resources colleagues and hiring managers to clarify position requirements, candidate criteria, and recruitment priorities
• Designs and executes effective recruiting strategies to attract qualified candidates based on position requirements, labor market conditions, and organizational needs
• Sources active and passive candidates through multiple methods, including networking, outreach efforts, and talent pipeline development
• Screens and evaluates applicant qualifications, conducts interviews, and coordinates candidate interview processes with hiring teams
• Prepares and extends employment offers in collaboration with appropriate stakeholders and supports offer negotiations as needed
• Ensures recruiting activities comply with applicable employment laws, regulations, and organizational policies
• Plans and participates in outreach initiatives such as career events, information sessions, and partnerships with educational institutions
• Serves as a subject matter resource for recruiting best practices and may provide guidance or assistance to junior recruiting staff or onboarding personnel

Senior Recruiter

• Evaluate contractor applicants to confirm they satisfy all required licensing, insurance, experience, and quality standards.
• Assess overall fit by reviewing communication style, level of professionalism, and alignment with company standards.
• Proactively identify and recruit top talent through strategic outreach, sourcing efforts, and networking across multiple markets.
• Work closely with Hiring Managers to present qualified candidates, coordinate interview logistics, and ensure consistent, timely follow-up throughout the process.
• Support market needs by sourcing and recruiting installers across multiple products, including roofing, windows, siding, bath, solar, etc.
• Maintain well-organized candidate pipelines and detailed documentation to ensure clear visibility and alignment across the team.

Installer Sourcing Recruiter

• Partner with hiring managers to develop a strong understanding of position requirements and verify number of openings for licensed clinical positions within assigned divisions, states and/or group
• Consult with and coach hiring managers through the selection process; provide overview of pre-screen results to hiring managers; recommend candidates for interviews
• Proactively source to secure talent based on current and future business needs leveraging diverse recruiting resources including employee referrals, professional organizations, educational institutions, cold calling, and networking to identify and recruit the best talent and ensure a diverse applicant pool
• Use independent discretion to identify and select appropriate advertising and sourcing methods and resources using a wide range of media (e.g. newspapers, magazines or local radio, Internet job sites, licensure lists, conferences, job fairs, etc.)
• Review, evaluate, and screen candidates for skill level, experience, and knowledge in relation to position requirements as well as for core values and culture fit
• Represent and promote the DaVita Brand, core values, and key aspects of the role
• Conduct and document post-interview feedback with hiring managers and candidates
• Use ATS (Applicant Tracking System) to manage candidate flow and ensure compliance with documented hiring processes, reporting needs, and integrity in all recruiting efforts
• Meet recruiting timelines and goals, including metrics, as established by department management. Other duties as assigned
• Know, understand, and ensure personal compliance to all DaVita teammate employment and recruiting policies and procedures

Talent Acquisition Partner II

• Own the hiring lifecycle end to end
• Partner with hiring managers on intake, role definition, and job description writing.
• Post and distribute roles across LinkedIn, niche job boards, and Greenhouse syndication.
• Design interview loops, scorecards, and competency-based questions.
• Train and calibrate hiring managers on interview structure, bias mitigation, and debrief facilitation.
• Source and screen active and passive candidates, with heavy use of AI-assisted sourcing, screening, and scheduling tools.
• Run weekly touch-base calls with each hiring manager and provide daily updates to keep candidates moving.
• Conduct reference checks prior to verbal offer.
• Provide compensation benchmarking input using market data and recommend offer ranges.
• Own first-point-of-contact relationships with external recruiting agencies (approvals roll up to the Senior Manager, People & Culture).
• Hand off to our People Operations Specialist for formal offer, paperwork, and onboarding.
• Build and maintain active passive candidate pipelines for our highest-leverage roles, including Growth Strategy and Program Management.
• Own candidate experience end to end — keep candidates warm through long cycles, deliver timely and respectful rejections, and close feedback loops.
• Conduct compelling outreach that gets candidates excited and invested in working at Cro Metrics.
• Continually optimize our Greenhouse configuration and overall recruiting workflows.
• Identify, evaluate, and integrate AI tools across sourcing, screening, scheduling, and analytics.
• Establish and own a monthly recruiting metrics report to leadership — including funnel performance, time-to-fill, source effectiveness, and pass-through rates.
• Support Cro Metrics' recruiting expansion into our dynamic talent model build-out as that program scales.

Part Time Recruiter

• Own full-cycle recruiting across GTM and business operations functions, managing the process from kickoff through close
• Directly manage and develop a GTM Recruiter and a Contract Senior Talent Sourcer
• Partner with hiring managers and business leaders to define strong candidate profiles, set search strategy, and calibrate role expectations against market reality
• Drive a high-quality, consistent candidate experience from first outreach through offer
• Provide real-time market insights on talent availability, compensation benchmarks, and competitive hiring activity

Lead Recruiter – Go-To-Market

• 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

• Manage full-cycle recruiting for assigned positions, including job postings, candidate sourcing, screening, and offer coordination.
• Hold initial (kick-off) meetings with hiring managers to discuss and agree on role expectations and candidate selection criteria.
• Coordinate and schedule interviews; share information with hiring managers on structured interviewing and best practices. Collect and compile interviewer (individual and/or panel) feedback on each candidate.
• Manage candidate communications and feedback loops to minimize drop-off and maintain engagement.
• Represent the company at job fairs, campus recruiting events, and industry networking opportunities.
• Maintain applicant tracking system accuracy and ensure timely updates to candidates and HR.
• Support initiatives such as EVP development, succession planning, critical role assessments, and organizational health reviews.
• Assist with onboarding activities to ensure a smooth new-hire experience.
• Provide administrative support for the HR team and the HR Director, including scheduling, calendar management, reporting, and document management.
• Assist with HR record-keeping and partner with HRIS for reporting standardization efforts as needed.
• Support rhythm-of-business activities.
• Demonstrate behaviors consistent with company policies, values, and code of ethics.
• Actively support the company brand and mission, always seeking opportunities to attract top talent.
• Perform other duties as assigned.

Talent Acquisition – HR Specialist

• Rapidly analyzes talent data in new and complex markets to develop and pivot recruitment strategies in real-time.
• Proactively builds and maintains robust national talent pipelines using sophisticated, multi-channel sourcing strategies (e.g., targeted cold outreach, database mining, national conferences, and building relationships with training programs).
• Manages the end-to-end, high-velocity recruitment cycle—from sourcing, screening, and qualification to offer and onboarding—to meet urgent national staffing demands.
• Executes tailored recruitment strategies for 1099 contractor and/or W2 employee engagement models, ensuring a clear articulation of each value proposition
• Acts as the primary relationship owner for high-value clinician candidates, guiding them through an accelerated and seamless process, including applications, scheduling, travel, payroll and escalating as necessary.
• Builds and maintains strong, collaborative relationships with senior operational leaders, HR, marketing, compliance, and other key stakeholders to streamline deployment and solve critical staffing challenges.
• Serves as a Subject Matter Expert (SME) on 1099 and/or W2 engagement models.
• Must possess a strong grasp of the competitive talent landscape and be able to articulate a compelling, differentiated value proposition (including compensation, benefits, and contract terms) to senior-level clinicians.
• Manages offer negotiations for complex clinician pay models, partnering with compensation and legal teams to ensure competitive and compliant agreements.
• Consistently meets or exceeds ambitious monthly hiring and production targets and meticulously documents all recruitment activity in the designated ATS/CRM.

Senior Clinical Recruiter

• 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

• As a Campus Recruiter, responsible for attracting, engaging, and hiring pharmacy talent
• Own the end-to-end campus recruiting process, from candidate attraction through offer acceptance
• Screen resumes, conduct interviews, and assess candidates to identify the best fit
• Serve as a key coordination point with hiring managers
• Ensure all recruiting activities comply with company policies
• Track and monitor recruiting activity and outcomes
• Build and maintain relationships with career services and student organizations
• Own campus recruitment event coordination

Senior Analyst, Talent Acquisition – Campus Recruitment

• Manage end-to-end recruitment: intake, sourcing, screening, interviews, and offer coordination.
• Act as a trusted partner to Hiring Managers, providing guidance on talent availability, market insights, recruitment strategy, and process expectations.
• Build and maintain candidate pipelines for technical, corporate, and/or blue-collar roles.
• Serve as a team player, partnering with sourcers and onboarding coordinators providing them the appropriate details to assist. Maintain accurate data and workflow compliance in the ATS.
• Meet agreed SLAs and support a strong candidate experience.

Recruiter – Enterprise Solutions

• Manages a requisition load; handling a wide range of requisitions, such as high-volume positions in operations support ie. administrative roles, areas with structured hiring programs such as allied health roles or Support Services and manage other moderately complex roles.
• Conducts intakes, establishes recruitment plans, coordinates advertising, screens candidates, works up and extends compensation offers, prepares offer letters, facilitates the reference check process.
• Responds to inquiries from internal and external customers and candidates, meeting service level agreements and ensuring a positive candidate and customer experience.
• Ensures all aspects of the process are consistent with collectively bargained provisions.
• Provides education and training on recruitment and hiring procedures and best practices; screening and interviewing techniques, evaluating and documenting candidates’ qualification and selection.
• Reviews reporting to understand vacancy data, factors impacting time to fill and how to improve.
• Participates in the creation, documentation of, implementation, monitoring, and evaluation of procedures, processes, tools, systems to ensure efficient delivery of information and service to all stakeholders.
• Participates in work groups and special projects.
• Serves as a partner for change management.
• Monitors their performance against key performance indicators, metrics and benchmarks.
• Participates in the development and deployment of hiring and recruitment events. Attends events. Assists in the evaluation of outcomes from the events, ie. hires made, and measuring return on investment.
• Performs other duties as assigned.

Talent Acquisition Partner

• Partners with departments across the School of Medicine to implement full-cycle, strategic faculty recruitment plans
• Conducts intake meetings with hiring managers to understand and refine job criteria with a focus on identifying ideal candidate profile
• Reviews job postings to ensure alignment with OHSU values and employment brand, using inclusive language and ensuring the posting is compelling to candidates
• Executes innovative strategies to attract diverse, qualified talent
• Screens candidates and work with hiring committees on the selection process
• Manages candidate communication and the candidate experience, planning proactively for candidate interactions throughout the process and responding to requests and concerns that arise with promptness and empathy
• Provides guidance to SOM hiring leaders regarding all areas of recruitment
• Attends career fairs and events throughout Portland, Oregon, and the US in support of faculty recruitment
• Collects and analyzes data regarding recruitment and retention of employees; develops recommendations for policy or procedure changes based on data

Senior Faculty Recruiter

• Partner with hiring managers and senior recruiters to execute hiring strategies for Sales and GTM roles
• Own full-cycle recruiting for assigned roles, including sourcing, screening, coordination, and offer support
• Build and manage candidate pipelines, ensuring a high-quality and efficient candidate experience
• Communicate clearly and consistently with stakeholders on pipeline health, progress, and blockers
• Identify and engage strong candidates through sourcing and inbound channels
• Represent Mercury to candidates, sharing our mission, culture, and the opportunity to join a growing GTM organization
• Contribute to improving recruiting processes, tools, and coordination across the team
• Maintain strong attention to detail while managing multiple roles and priorities simultaneously

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