Recruitment

• Strategy Development: Create and implement holistic recruitment strategies aligned with business objectives, focusing on both short-term needs and long-term growth.
• Employer Branding: Build and promote the company's reputation as a great place to work through social media, recruitment events, and marketing.
• Full-Cycle Recruitment: Oversee sourcing, screening, interviewing, offering, and onboarding of new hires.
• Candidate Experience: Ensure a positive and seamless journey for all applicants.
• Stakeholder Collaboration: Partner with hiring managers to define roles, understand needs, and guide the hiring process.
• Talent Sourcing: Utilize diverse channels (job boards, social media, networking) to find qualified candidates and build talent pipelines.
• Process Optimization: Manage Applicant Tracking Systems (ATS) and use analytics to refine hiring practices and report on outcomes.
• Team Management (in larger orgs): Lead and develop a team of recruiters.

Manager, Talent Acquisition

• Collaborate with Hiring Managers to maintain appropriate staffing levels that meet organizational demands.
• Stay current on McLeod Health policies and procedures, with special attention to Employment Law under Federal and State Regulations.
• Actively market the organization to attract qualified candidates at career fairs, classroom visits, interview sessions, and other outreach events.
• Develop and maintain relationships with prospective talent across a variety of sourcing channels.
• Thoroughly review and assess candidates for vacant positions as assigned, ensuring a strong match between candidate qualifications and organizational needs.
• Keep applicants informed and engaged throughout the recruitment process regarding available employment opportunities.
• Manage the full offer process and in-processing of newly hired candidates, ensuring a seamless transition into the organization.
• Verify that all new hire and transfer files meet the requirements of the Survey Readiness team.
• Prepare and submit reports as requested to support data-driven workforce decisions.
• Contribute to a collaborative team environment and support departmental initiatives as needed.

Healthcare Recruiter – Talent Acquisition

• Collaborates with hiring managers and HR teams to develop comprehensive talent acquisition strategies aligned with the organization's goals and objectives
• Partners with stakeholders to identify hiring needs, define job requirements, and create job descriptions that attract qualified candidates
• Utilizes a variety of sourcing methods, including job boards, social media platforms, professional networks, and direct sourcing techniques, to identify and engage with potential candidates
• Conducts thorough assessments of candidates, including resume screening, phone and in-person interviews, and reference checks, to evaluate qualifications, skills, and cultural fit
• Ensures a positive and engaging candidate experience throughout the recruitment process, from initial contact to onboarding, by providing timely communication, personalized attention, and addressing candidate concerns
• Establishes and maintains strong relationships with hiring managers, HR partners, and external stakeholders to foster collaboration and ensure a thorough understanding of their recruitment needs
• Tracks and analyzes recruitment data, including sourcing channels, time-to-hire, candidate quality, and diversity metrics, to identify trends, evaluate effectiveness, and make data-driven recommendations for process improvement
• Conducts research and analysis on talent trends, competitor landscapes, and industry best practices to stay informed and provide insights and recommendations for talent acquisition strategies
• Ensures compliance with applicable laws, regulations, and diversity initiatives throughout the recruitment process and promote diversity and inclusion within the organization's talent pool

Talent Acquisition Consultant

• 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

• Prescreen candidates and review resumes to ensure suitability based on experience and position requirements
• Manage requisitions, candidate screening, selection, and hiring processes using TA technologies (Workday)
• Participate in interviews, assessment centers, and job simulations, following market best practices
• Source candidates using online recruiting resources, job boards, associations, LinkedIn, university career centers, and ATS
• Organize and participate in onsite recruiting activities, hiring events, and career fairs
• Ensure accurate completion of new hire paperwork and employment screenings
• Manage reporting for your designated site and communicate with candidates and hiring managers

Talent Acquisition Partner

• 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

Talent Acquisition Manager

• Proactively source passive candidates and maintain talent pipelines for high-priority roles, with a primary focus on licensed insurance positions, sales/production roles, and specialized hard-to-fill functions.
• Utilize LinkedIn Recruiter, Phenom, industry databases, professional associations, and referral networks to identify qualified candidates others miss.
• Conduct initial outreach to assess interest, qualifications, and fit before handing off to the assigned recruiter.
• Nurture warm leads over time through CRM and ATS pipeline tools – staying engaged with candidates who aren’t ready to move yet but may be in the future.
• Partner with recruiters on intake and strategy sessions, bringing market intelligence on talent availability and competitive dynamics.
• Track and report on sourcing activity, candidate conversion rates, channel effectiveness, and pipeline health.
• Monitor competitor hiring activity and talent movement within the insurance industry to sharpen sourcing strategies.
• Maintain accurate, up-to-date candidate records in the ATS with clear disposition notes and pipeline status.
• Generate candidate interest through creative marketing and social media messaging that aligns with HUB’s talent brand.

Talent Acquisition Sourcer

• Define and evolve the global employer brand strategy aligned to corporate priorities and workforce planning objectives.
• Establish brand governance standards across all regions, ensuring compliance with global guidelines while allowing for regional customization.
• Lead employer brand positioning efforts, including EVP activation, storytelling, and competitive benchmarking.
• Build and maintain global performance dashboards measuring campaign ROI, cost per applicant, cost per hire, conversion rates, source effectiveness, and brand engagement.
• Translate data insights into actionable recommendations for TA leadership.
• Lead testing frameworks for email, paid media, landing pages, and content.
• Monitor market trends and competitive intelligence to inform strategy shifts.
• Lead global paid and organic campaign strategies across LinkedIn, Indeed, Meta, programmatic platforms, CRM/email, and emerging channels.
• Develop targeted hiring campaigns for niche, executive, high-volume, and early career talent segments.
• Ensure alignment across CRM workflows, job advertising distribution, and career site optimization.
• Lead innovation in AI-driven recruitment marketing workflows to improve speed, efficiency, and personalization.
• Optimize integrations between CRM, ATS, programmatic advertising, and external job platforms.
• Evaluate new tools and emerging capabilities to enhance automation and scalability.
• Serve as the global strategic account owner for all recruitment marketing vendors.
• Partner with TA leadership to manage global budgets, invoice allocation, and ROI tracking.
• Collaborate cross-functionally with Corporate Communications, HR, Digital Marketing, and regional TA leaders.
• Lead, coach, and develop recruitment marketing team members across campaign strategy, analytics, content, and technology adoption.
• Build team capability in employer branding, performance marketing, and AI-enabled tools.
• Foster a culture of innovation, experimentation, and continuous improvement.

Manager, Global Recruitment Marketing

• Set and execute recruitment strategy at targeted campuses across the state
• Develop and execute a recruitment strategy that strengthens and amplifies the overall campaign landscape across subsets of schools
• Build strategy for stakeholder engagement and empower key influencers to promote a stronger organizational brand across the state
• Source high-potential leaders and develop outreach strategies to connect them with Teach For America
• Plan and execute high-quality recruitment events and initiatives that support campaign goals
• Guide candidates through the admissions process, ensuring their continued investment in the organization’s mission

Recruitment Manager

• Assisting in all recruitment efforts of Skilled Trades/Craft candidates for DPR Construction across a national footprint
• Close interactions with field operations, hiring managers and support groups to identify hiring needs
• Execute full life cycle craft recruiting and employment activities
• Creating and managing requisitions including assessing job specification criteria, identifying screening questions and skills testing, determining candidate interview approach
• Interviewing potential candidates and gathering and consolidating feedback from interview team
• Negotiating job offer details with candidates
• Identifying and staying current on market trends in the marketplace that impact ability to support project staffing
• Focusing on construction, electrical, prefab, modular, manufacturing, driver and warehouse craft related roles
• Building and maintaining relationships with local & national resources to help develop a pipeline of craft candidates
• Scheduling interviews and logistics and tracking and escalating issues as needed
• Collaborating with Craft Recruiting Manager to develop recruiting strategies
• Managing multiple requisitions and projects at a time
• Attracting quality craft candidates through a variety of methods including internet, social media, job boards, cold calling, data mining, networking, employee referrals and job fairs/events
• Organizing local and regional networking/hiring events including job fairs, schools, trade shows, speaking engagements, military events, student career events, etc
• Developing and maintaining strong working relationships with internal team members to develop trust and a collaborative atmosphere
• Creating and maintaining updated job descriptions, interview guides, and other relevant interview materials for craft candidates
• Utilizing applicant tracking systems to maintain accurate and well-ordered documentation on all candidates, hiring manager interactions, and other recruiting activities
• Assisting with DPR Family of Companies recruiting and initiatives as requested
• Committing to and embodying DPR’s Core Values of Integrity, Enjoyment, Uniqueness, and Ever Forward
• Observing legal compliance requirements within the talent acquisition process and working with Talent Partners and Human Resources Departments
• Attending weekly and monthly staffing meetings with Operations and Field Leadership
• Working with Craft Coordinators to coordinate all things craft and to enhance the overall craft candidate and employee experience

Recruiter

• Partner with hiring manager(s) to better understand our needs and assess position goals and requirements.
• Use multiple 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 aware of hiring process.
• Arrange management interviews by coordinating schedules, arranging travel, lodging meals, and escorting applicant to interviews as applicable.
• Ensure recruitment activity is updated in an accurate, compliant within the applicant tracking system.
• Report and support future staffing projects.
• Work with hiring manager and human resources business partner regarding future organizational and project hiring structure.
• Systematic and with hiring managers across all businesses regarding recruitment cost controls.
• Partner with HR partners when an employee or hiring manager issue is identified.
• Continued recommendation for improving full life cycle recruiting strategies.
• Lead on projects / reports related to ongoing project recruitment initiatives.
• May assist 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.
• Review and comply with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations.

• Support recruiting efforts across multiple talent segments, including office/professional, intern/early talent, and production/hourly roles.
• Engage Hiring Manager and HR Business Partner in effective kickoff sessions to establish and prioritize job requirements.
• Drive the recruitment process by setting clear expectations and delivering on commitments.
• Source to attract qualified candidates to meet position requirements.
• Assess and present the hiring teams with a highly qualified candidate slate.
• Advise the hiring team on candidate assessment, selection, and delivering an exceptional experience.
• Develop and negotiate competitive offers, and manage jobs in Workday.

• Lead full-cycle recruitment for APRN and clinical roles
• Develop and execute innovative sourcing strategies
• Understand & follow APRN practice authority by state
• Leverage Allara's employer brand for recruitment
• Manage job postings and candidate tracking
• Partner with hiring leaders and clinical operations
• Deliver a white-glove candidate experience
• Build and maintain relationships with candidates
• Ensure robust pipelines for current and future hiring needs
• Collaborate with the Clinical Talent team
• Monitor and report on hiring metrics
• Stay informed on changes to APRN scope of practice legislation

APRN Recruiter

• Responsible for the recruitment and selection of assigned positions for all VELUX Companies in the US.
• This includes projecting yearly recruitment expenditures, adherence to established recruitment budgets and continuous development of recruitment processes/resources both internal and external.
• Provide information on Company employment opportunities to potential applicants.
• This includes development of employer branding and recruitment materials, networking and sourcing used in attracting candidates to the Company.
• This includes the use of sourcing resources including LinkedIn Recruiter.
• Assist in developing and executing corporate recruitment strategy including DEI activities.
• Assist in developing and tracking performance indicators of the recruiting and hiring processes so that the processes are transparent and measurable.
• Set continuous improvement goals.
• Conducting interviews with applicants to obtain work history, education, training, job skills and salary requirements.
• Responsible for referring qualified applicants to Company hiring personnel for follow-up interviews.
• Maintaining stakeholder relationships, including line managers and department heads.
• Responsible for completing background investigations on final candidates.
• This includes verification of education, past employment, criminal background and DOT certification.
• Work with local health clinics in scheduling pre-employment physicals and drug screens for final candidates.
• Responsible for pre-onboarding activities including hiring employees into Workday (HRIS) system and preparing new hire packages.
• Responsible for the coordination and scheduling of employee onboarding.
• Responsible for ensuring all employment documentation is completed and accurate.
• Responsible for HR support activities for employees. This includes entering job and position changes, including promotions, demotions and terminations, in Workday (HRIS).

Recruitment Coordinator

• 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

• Create, implement, and lead campus recruiting strategies at colleges and universities nationwide, effectively communicating how Next Gen enhances the student experience through program opportunities
• Develop strong business relationships with key campus contacts, including career centers and relevant student organizations
• Build and maintain relationships with talent pools while identifying and securing candidates to address immediate and future program needs
• Leverage traditional and creative sourcing methods including research, networking, social media, event attendance, partnerships, memberships, and referrals
• Understand the unique needs of each client program and adapt recruitment strategies accordingly
• Collaborate closely with the Next Gen Client Services team to support efficient and effective recruitment processes across multiple client programs and roles
• Track all recruiting activity in Salesforce by creating, updating, and maintaining accurate documentation of student, university, and program records
• Support the daily workflow of client projects to ensure timely and cost-effective program execution
• Measure and analyze recruitment tactics to identify opportunities for optimization and improved performance
• Research higher education institutions, campus trends, policies, procedures, event opportunities, and relevant contacts
• Participate in agency brainstorms to develop innovative ways to engage Next Gen consumers
• Contribute to agency culture by fostering positive internal relationships and maintaining enthusiasm toward day-to-day responsibilities and agency initiatives
• Perform other duties, as assigned

Associate Manager, Recruiting

• 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.

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