Recruitment

• 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

• Support and grow university campus recruiting programs focused on technical talent pipelines, from strategy through execution and hiring outcomes
• Partner closely with engineering leaders to understand technical hiring needs across software, data, cloud, AI/ML, cybersecurity, and systems domains
• Evaluate candidates against core engineering fundamentals, including coding, algorithms, and problem-solving capabilities
• Build and scale diverse pipelines through targeted sourcing, university partnerships, and technical engagement strategies
• Plan and execute on-campus and virtual recruiting events (e.g., career fairs, info sessions, hackathons, technical talks)
• Develop and maintain strong relationships with universities, faculty, career services, and student organizations to strengthen long-term talent pipelines
• Create engaging strategies to attract early-career technical talent, increasing visibility and interest across key campus communities
• Design and optimize recruiting workflows to ensure consistency, scalability, and an exceptional candidate experience
• Act as a subject-matter resource on technical hiring trends and university talent landscapes
• Lead cross-functional initiatives to enhance technical hiring outcomes, including interview and assessment strategies
• Communicate insights clearly to both technical and non-technical stakeholders
• Develop training and resources to improve technical hiring capability across teams

Talent Acquisition Partner

• help drive the success of the employer brand strategy with new and upcoming graduates through development of an integrated, comprehensive marketing strategy
• business partner lead for University Talent team providing end-to-end marketing support for early ID, on-campus, interns and early career candidate engagement
• manage a team that delivers a cohesive candidate experience for entry-level roles and programs

Director, Recruitment Marketing

• Attracting, sourcing, qualifying, presenting, and hiring candidates for our early career programs and seasonal internships.
• Collaborate with business partners: Discuss talent trends and hiring performance, using data to drive accountability and process improvement.
• Partner with hiring managers: Experience with driving engagement and hiring strategies with business partners.
• Lead recruitment projects/initiatives: Participate in and help lead recruitment projects and initiatives.
• Build high-trust relationships: Foster trust within our university community, business partnerships, and with hiring managers.
• Advocate for candidates: Market Fidelity, present roles, prepare candidates for interviews, answer questions, extend offers, and communicate status to ensure successful onboarding.
• Collaborate on sourcing and hiring efforts: Drive change through working with others to identify and plan sourcing and hiring strategies.
• Define mutual success: Set expectations for timeframes and recruiting efforts to provide a positive experience for candidates and clients.
• Assist candidates in career navigation: Help candidates identify appropriate paths at Fidelity and navigate opportunities.

• 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

• Partner with hiring managers in specific business units and understand their staffing needs.
• Successfully deliver high quality candidates for temporary openings.
• Source, interview and place contingent workers across multiple disciplines including technology, professional and administrative.
• Provide hiring subject matter expertise to managers with regards to the internal and external employment market trends.
• Maintain deep knowledge of their business objectives and workforce plans.
• Build and maintain relationships with previous workers and see opportunities to redeploy them.
• Operationalize independent navigation of ambiguity and make recommendations to refine the selection process ensuring projects stay on-track.

Recruiter – Technology

• 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

• Lead the end-to-end recruitment function as the primary owner of talent acquisition systems and recruiting operations
• Drive hiring strategy aligned to business goals
• Ensure recruitment technology, data, and processes are optimized, scalable, and compliant
• Partner with HR Business Partners to understand workforce plans, hiring priorities, and talent needs to design and execute recruitment strategies
• Ensure consistent, high-quality candidate experience across all hiring stages
• Review requisitions, pipelines, and candidate activity regularly to ensure progress and quality
• Jump in to support hard-to-fill, time-sensitive, or executive searches as needed
• Train team members in sourcing techniques, ATS usage, and recruiting best practices
• Serve as the primary owner and subject matter expert for the Applicant Tracking System (ATS) and associated recruiting tools
• Partner with HRIS, IT, vendors, and system administrators on upgrades, enhancements, and data integrity
• Develop and maintain recruiting documentation, system guides, and standard operating procedures

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