Recruitment director jobs near me - 76 jobs

A leading healthcare consultancy is seeking a Healthcare Consulting Manager to oversee projects, enhance HR operations, and leverage data for performance improvement. Ideal candidates should possess a Bachelor's degree and at least six years of consulting experience in Human Resources or healthcare operations. Proficiency in Microsoft Office is essential, along with strong analytical and leadership skills. This role offers competitive compensation and a fully remote working opportunity. #J-18808-Ljbffr

A leading DeFi firm based in the US is seeking a Head of Talent Acquisition to lead their recruitment function. The ideal candidate will have over 10 years of experience in Technical and Business Recruiting, with a focus on building inclusive teams. This remote-first role offers competitive compensation, including a salary range of $175,000 - $200,000 and numerous employee perks including unlimited vacation and comprehensive health benefits. #J-18808-Ljbffr

Lightfield is an AI-native CRM that assembles itself from your email, calendar, and meetings. It captures every interaction and turns it into organized context: accounts, tasks, follow-ups, and insights, so nothing slips through the cracks. We're rethinking CRM from first principles. Instead of forcing teams to maintain rigid systems, Lightfield learns from how companies actually work, adapting, automating, and surfacing the insight that drives growth. We're building the CRM platform we always wished existed: fast, intelligent, and genuinely helpful. We are backed by Greylock, Lightspeed, and Coatue, and our team previously built Tome, a generative AI presentation product used by over 25 million people. Before Tome, many of us worked on Llama, Instagram, Facebook Messenger, Pinterest, Google, and Salesforce. About The Role Lightfield is reinventing CRM from the ground up. Our success hinges on assembling a world‑class engineering and design organization. Reporting directly to the CEO, you will own every dimension of recruiting-with one clear KPI: hire exceptional engineers who raise the bar for everyone else. You'll design the talent strategy, build the playbook, and close the caliber of people who make 10× outcomes possible at an early‑stage startup. What You'll Own End‑to‑end recruitment for engineering, design, and business-from perfecting the pitch to closing top‑tier ML, infra, and product engineers. Talent strategy & employer brand-define what “great” looks like at Lightfield, craft compelling narratives, and position us as the place that uncompromising builders want to work. Sourcing engine from zero → one-stand up repeatable, data‑driven pipelines across outbound, referrals, events, and community engagement. Process architecture-implement enough tooling and process across the ATS and communication channels to make sure that we never drop the ball with a great candidate. Candidate experience-run a crisp, respectful process that converts skeptics into champions, whether or not we hire them. Leadership partnership-coach hiring managers on calibration, interviewing, and closing; provide weekly insight on funnel health and time‑to‑hire. Who You Are 4+ years of full‑cycle recruiting with a heavy focus on scaling early‑stage engineering teams Proven closer-you have landed senior/staff‑level engineers in competitive markets and can articulate your win stories Builder's mindset-you've created or overhauled recruiting systems in ambiguous, low‑infrastructure environments High technical bar-you understand modern ML and software stacks well enough to separate signal from noise Autonomous & decisive-comfortable operating as a team of one, making trade‑offs quickly, and iterating without hand‑holding Benefits & Perks Competitive salary Meaningful early equity Health insurance (medical, dental, vision) 3 weeks of PTO 11 paid company holidays + we enjoy a winter holiday break 3 months of paid family leave Wednesdays work from home Regular team dinners, events, offsites, and retreats 401k plan Other perks include: commuter and lunch stipend #J-18808-Ljbffr

At Webflow, we're building the world's leading AI-native Digital Experience Platform, and we're doing it as a remote-first company built on trust, transparency, and a whole lot of creativity. This work takes grit, because we move fast, without ever sacrificing craft or quality. Our mission is to bring development superpowers to everyone. From entrepreneurs launching their first idea to global enterprises scaling their digital presence, we empower teams to design, launch, and optimize for the web without barriers. We believe the future of the web, and work, is more open, more creative, and more equitable. And we're here to build it together. Webflow is hiring a Director, Technical Recruiting to drive outcomes, and raise the bar for how we build EPD teams. You will own the EPD hiring strategy end-to-end, with direct accountability for Engineering outcomes. While a dedicated leader oversees Product & Design recruiting, this role maintains executive-level ownership across the full EPD portfolio-stepping in personally where leverage, complexity, or business impact demands it. About the role: Location: Remote-first (United States; BC & ON, Canada) Full-time Permanent Exempt The cash compensation for this role is tailored to align with the cost of labor in different geographic markets. We've structured the base pay ranges for this role into zones for our geographic markets, and the specific base pay within the range will be determined by the candidate's geographic location, job-related experience, knowledge, qualifications, and skills. United States (all figures cited below are in USD and pertain to workers in the United States) Zone A: $171,300 - $226,800 Zone B: $166,500 - $213,300 Zone C: $155,500 - $199,800 Canada (figures cited below are in CAD and pertain to workers in ON & BC, Canada) 201,500 - 258,300 This role is also eligible to participate in Webflow's company-wide bonus program. Target amounts are a percentage of base salary and vary by career level. Payouts are based on company performance against established financial and operational goals. Please visit our Careers page for more information on which locations are included in each of our geographic pay zones. However, please confirm the zone for your specific location with your recruiter. Application Information: Application deadline: applications accepted on an ongoing basis until position is closed and filled This posting is for an existing vacancy Reporting to VP, Talent Acquisition As a Director, Technical Recruiting you'll… Executive Ownership of Engineering Hiring Own EPD hiring outcomes: quality, velocity, scalability, and long-term talent health Act as the senior talent partner to Engineering VPs and Directors Personally engage in high-impact, senior, or business-critical searches where needed Ensure Engineering hiring scales without eroding bar, candidate experience, or team sustainability EPD Talent Strategy & Leadership Set and evolve the EPD talent acquisition strategy, aligned to company priorities and roadmap Provide unified leadership across Engineering, Product, and Design recruiting-ensuring consistency, clarity, and shared standards Lead, develop, and hold accountable senior recruiting leaders and ICs across EPD Build durable operating rhythms that balance speed with rigor Operational & Data Leadership Own EPD hiring operations: forecasting, capacity modeling, prioritization, and execution health Use data to surface risk early, drive decisions, and influence leadership Continuously refine hiring processes to improve signal, reduce friction, and scale sustainably Partner with Talent Ops to ensure systems, tooling, and reporting support growth Cross-Functional & Executive Partnership Partner closely with Engineering, Product, Design, Finance, and People leadership on hiring strategy and tradeoffs Represent EPD Talent Acquisition in executive forums with clarity About you: Requirements: Minimum of 10 years in Talent Acquisition, with deep Engineering recruiting leadership expertise Demonstrated success leading TA for Engineering and Product orgs in high-growth SaaS companies Demonstrated experience scaling Engineering and Product teams globally Experience Leading Talent Acquisition Teams (Individual Contributors, Managers and Senior Managers) Experience operating at Director level: setting strategy, leading leaders, and owning outcomes at scale Track record of partnering with senior Engineering leadership as an advisor You'll thrive as a Director, Technical Recruiting if you: Demonstrate executive presence with the ability to challenge, influence, and align senior stakeholders. Are a strong people leader who builds high-performing teams through clarity, trust, and accountability. Possess a highly operational and analytical mindset in how you approach problems and decisions. Have comfortability navigating ambiguity, tradeoffs, and shifting priorities without losing momentum. Bring experience working in globally distributed and remote-first environments. Have experiences scaling organizations through multiple stages of growth. Stay curious and open to growth - actively building fluency in emerging technologies like AI to unlock creativity, accelerate progress, and amplify impact. Our Core Behaviors: Build lasting customer trust. We build trust by taking action that puts customer trust first. Win together. We play to win, and we win as one team. Success at Webflow isn't a solo act. Reinvent ourselves. We don't just improve what exists, we imagine what's possible. Deliver with speed, quality, and craft. We move fast because the moment demands it, and we do so without lowering the bar. Benefits Ownership in what you help build. Every permanent Webflower receives equity (RSUs) in our growing, privately held company. Health coverage that actually covers you. Comprehensive medical, dental, and vision plans for full-time employees and their dependents, with Webflow covering most premiums. Support for every stage of family life. 12 weeks of paid parental leave for all parents and 6+ weeks of additional paid leave for birthing parents. Plus inclusive care for family planning, menopause, and midlife transitions. Time off that's actually off. Flexible vacation, paid holidays, and a sabbatical program to help you recharge and come back inspired. Wellness for the whole you. Access to mental health resources, therapy and coaching. Invest in your future. A 401(k) with 100% employer match (up to $6,000/year) in the U.S., and support for retirement savings globally. Monthly stipends that flex with your life. Localized support for work and wellness expenses - from Wi-Fi to workouts. Bonus for building together. All full-time, permanent, non-commission employees are eligible for our annual WIN bonus program. Temporary employees may be eligible for paid holiday and time off, statutory leaves of absence, and company-sponsored medical benefits depending on their Fixed Term Contract and their country/state of employment. Be you, with us At Webflow, equality is a core tenet of our culture. We are an Equal Opportunity (EEO)/Veterans/Disabled Employer and are committed to building an inclusive global team that represents a variety of backgrounds, perspectives, beliefs, and experiences. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other classification protected by applicable law. Pursuant to the San Francisco Fair Chance Ordinance, Webflow will consider for employment qualified applicants with arrest and conviction records. Stay connected Not ready to apply, but want to be part of the Webflow community? Consider following our story on our Webflow Blog, LinkedIn, X (Twitter), and/or Glassdoor. Please note: We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Upon interview scheduling, instructions for confidential accommodation requests will be administered. To join Webflow, you'll need a valid right to work authorization depending on the country of employment. If you are extended an offer, that offer may be contingent upon your successful completion of a background check, which will be conducted in accordance with applicable laws. We may obtain one or more background screening reports about you, solely for employment purposes. For information about how Webflow processes your personal information, please review Webflow's Applicant Privacy Notice .

within Keller Executive Search and not with one of its clients. This senior position will lead Recruitment for Keller Executive Search in Columbus, Ohio, United States, shaping strategy, building scalable processes, and partnering across the firm to deliver measurable impact. Key Responsibilities: - Define the Recruitment vision, roadmap, and annual operating plan aligned to business goals. - Build and lead a high‑performing Recruitment team; set clear objectives and coach managers. - Own Recruitment KPIs and reporting; drive continuous improvement and operational excellence. - Establish scalable policies, processes, and tooling for Recruitment across regions. - Partner with executive leadership and cross‑functional stakeholders to deliver outcomes. - Manage budgets, vendors, and risk within the Recruitment portfolio. Requirements - 7+ years of progressive experience in Recruitment with 4+ years leading managers. - Proven track record building programs at regional or global scale. - Strong analytical skills; ability to translate data into decisions. - Excellent communication and stakeholder‑management skills. - Bachelor's degree required; advanced degree or relevant certification preferred. - Experience in professional services or recruitment industry is an advantage. To learn more about Keller, please see: ************************************************************************************* Benefits Competitive compensation: $195,000-$245,000 USD Opportunities for professional growth and leadership development. Company culture: Flat management structure with direct access to decision‑makers; open communication environment. Full medical coverage. Equal Employment Opportunity Statement: Keller Executive Search provides equal employment opportunities to all qualified applicants and employees. Employment decisions are based on merit, qualifications, and business needs, without regard to protected characteristics under applicable law. Commitment to Diversity: An inclusive and equitable workplace is actively fostered. Hiring, development, and advancement practices are designed to broaden representation and ensure fair access to opportunity. Data Protection and Privacy: Personal data is processed solely for recruitment and employment purposes, in accordance with applicable data‑protection laws (including GDPR where relevant). Information may be retained for compliance and legitimate interests, subject to data minimization and security controls. Pay Equity: Compensation practices are reviewed to support pay equity for substantially similar work, accounting for bona fide factors such as experience, education, and performance. Health and Safety: Workplace health and safety obligations are observed in line with applicable national and local requirements. Employees are expected to follow all safety policies and promptly report hazards. Compliance with Law: All recruitment, selection, and employment practices are conducted in compliance with applicable laws and regulations in the jurisdiction of employment. Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.

Description Playground Games is looking for a Head of Recruitment to join our team on a permanent basis. About Us: As a first-party Xbox Game Studio, we are passionate about making genre-defining games that are accessible, beautiful, and, most of all, fun. This is a fantastic opportunity to work with an established, talented, and collaborative Recruitment team at one of the industry's most exciting first-party game development studios. About the role: As our Head of Recruitment, you will manage our Recruitment team while working closely with the Director of HR & Recruitment to create the highest quality candidate experience while maintaining hiring at pace. You'll be responsible for delivering leadership to our team of experienced Recruiters, managing Recruitment projects while also being a talent advisor to hiring managers and leaders across a range of disciplines throughout Game Development, Central Support Teams and Executive Leadership positions. This is a permanent role based at our state-of-the-art facilities in Royal Leamington Spa. We have a hybrid work model in place with a minimum of 3 days a week in studio. Relocation assistance is available if required. What you'll do: Our ideal candidate will already be in a Lead or Manager role in the Gaming or Games adjacent industry - familiar with roles and talent across the global industry and able to share clear examples of your experience in the following areas: - Leading, developing and coaching a team of high performing Recruiters, providing a structured and well organised recruitment process. Act as a talent partner with the Studio leadership teams and their hiring managers to support / assess their hiring needs and deliver against their growth plans. Create opportunities to hire high quality candidates at pace while providing a world class candidate experience - navigating challenges and problem solving ahead of time. Build recruitment strategies for the Recruitment team alongside key measurements which recognise success for the team. Responsible for driving continuous improvements to our Recruitment processes and practices. Regularly tracking and reporting on KPIs whilst improving processes based on data insights and feedback received. Own delivery of Recruitment projects with support from the team (eg: ATS updates, candidate experience reviews, website and career page ownership, delivery of recruitment training, University hiring and internships, hiring event management, relocation and visa management etc). What you'll bring: Recruitment team manager experience within the video games industry, either in-house or agency. Able to share an extensive range of candidate sourcing / headhunting methods Support efforts to develop university partnerships and build early career processes to hire high quality interns and graduates. Represent Playground Games at video game industry events, experienced and comfortable with public speaking at industry and education events. Able to authentically champion hiring strategies and processes that open diverse pipelines of talent for the studio teams. Ability to partner with external recruitment agencies, own the PSL and develop new relationships with internal and external talent partners. A passion for recruitment and video games We believe a healthy work-life balance, continuous learning, and a supportive community are key to creating world-class games. Playground Games is proud to be an equal opportunity employer, we believe that diversity and inclusion fuels creativity. We are dedicated to creating a safe, comfortable and welcoming working environment. We strive to build an inclusive culture that encourages, supports and celebrates the diverse voices of our team members. It drives our innovation and connects us closer to our players. We are committed to equity, diversity, and inclusion across age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. At Playground Games we recognise the importance of self-development, career progression, well-being and retention of our colleagues. We celebrate difference and welcome everyone to join us and to be themselves at work. If you require any reasonable adjustments to apply for this position, please contact us on [email protected]

Agility Robotics is a pioneer. Our robot, Digit, is the first to be sold into workplaces across the globe. Our team is differentiated by its expertise in imagining, engineering, and delivering robots with advanced mobility, dexterity, intelligence, and efficiency -- robots specifically designed to work alongside people, in spaces built for people. Every day, we break through engineering challenges and invent new solutions and capabilities that will one day make robots commonplace and approachable. This work is our passion and our responsibility: our mission is to make businesses more productive and people's lives more fulfilling. About the Role The Director of Talent Acquisition serves as a strategic and hands-on leader responsible for designing, implementing, and managing Agility Robotic's recruitment strategy. This role is responsible for building a best in class, high-performing recruiting team to attract, acquire, and onboard the best talent at Agility and is a strategic partner to executive leadership, driving innovative talent solutions that directly support the company's aggressive growth objectives and competitive advantage. About the Work Plan, develop, implement, and manage full-cycle recruitment processes across all functions including Engineering (Software and Hardware), Operations (Supply and Manufacturing), G&A, GTM and Executive roles. Hire, train, manage and inspire a talent acquisition team, fostering a culture of high performance, collaboration, continuous learning, and accountability and ensuring their growth and progression within the career framework. Develop innovative hiring methodologies through identifying unique and non-traditional sources for finding candidates. Oversee campus recruiting, diversity recruiting programs, and other strategic talent initiatives. Partner with Finance, HRBPs, and business leaders to align hiring plans and ensure strong accountability and collaboration towards hiring goals. Partner closely with business leaders to design role-specific assessment frameworks based on the career framework. Track and analyze recruiting metrics (time-to-fill, source of hire, candidate experience, event ROI, etc.) and continuously optimize processes based on data. Architect and execute the Talent technology roadmap including our ATS, assessment tools, CRM, and sourcing platforms. Develop and manage the Talent Acquisition budget, optimizing resource allocation and demonstrating ROI. Serve as an internal subject matter expert on labor market trends, talent intelligence, and competitive compensation. Work collaboratively with Agility's marketing team to ensure employer branding efforts, including social media presence, job postings, and recruiting activities at industry events is aligned with Agility's overall brand posture. Leverage AI tools and external recruiting partners, agencies, and communities when needed to maximize efficiency and impact. Ensure strict compliance with all local, state, and federal employment laws and regulations. About You: 15+ years of Talent Acquisition/People Ops experience with at least 7 years managing teams and Talent transformations. Proven ability to scale a TA organization in high-growth, tech environments. Experience recruiting across engineering and operations, filling hard-to-fill roles as well as non-exempt production workforce. Hands-on experience leading executive searches (VP → C-suite) with creative sourcing and high-touch processes. Ideally both big tech and startup experience. Proven track record selecting, implementing, and driving adoption of Talent technology (ATS, CRM, automation, analytics, assessment tools). High EQ with the ability to communicate articulately and effectively across the business. Metrics-first mindset: comfortable building and using dashboards, running experiments, and driving decisions from data. Trusted advisor to senior leaders; proven ability to influence without relying on authority. Passion for building high-performing teams and having a positive attitude. Full-time Employees are eligible for Benefits: 401(k) Plan: Includes a 6% company match. Equity: Company stock options. Insurance Coverage: 100% company-paid medical, dental, vision, and short/long-term disability insurance for employees. Benefit Start Date: Eligible for benefits on your first day of employment. Well-Being Support: Employee Assistance Program (EAP). Time Off: Exempt Employees: Flexible, unlimited PTO and 10 company holidays, including a winter shutdown. Non-Exempt Employees: 10 vacation days, paid sick leave, and 10 company holidays, including a winter shutdown, annually. On-Site Perks: Catered lunches four times a week and a variety of healthy snacks and refreshments at our Salem and Pittsburgh locations. Parental Leave: Generous paid parental leave programs. Work Environment: A culture that supports flexible work arrangements. Growth Opportunities: Professional development and tuition reimbursement programs. Relocation Assistance: Provided for eligible roles. All of our roles are U.S.-based. Applicants must have current authorization to work in the United States. Agility Robotics is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, it is the policy of Agility Robotics to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. Agility Robotics prohibits any such discrimination or harassment. Agility Robotics does not accept unsolicited referrals from third-party recruiting agencies. We prioritize direct applicants and encourage all qualified candidates to apply directly through our careers page. If you are represented by a third party, your application may not be considered. To ensure full consideration, please apply directly. Apply Now: ***************************

About the Job: We are seeking a strategic and detail-oriented Senior Manager of Talent Acquisition Operations to lead and scale the systems, tools, and processes that enable our recruiting organization to thrive. This individual will partner closely with the People Operations team and cross-functional stakeholders to ensure a seamless, data-driven, and candidate-centric recruiting process. As a key player in our talent strategy, you'll optimize operational excellence and support our company's rapid growth and evolving hiring needs. Responsibilities: Operational Leadership: Own and optimize all recruiting systems, tools, and workflows (e.g., ATS, CRM, scheduling platforms) to drive efficiency, scalability, and a superior experience for candidates and hiring teams. Process Optimization: Design, implement, and continuously improve talent acquisition processes across the full recruiting lifecycle to increase speed, quality, and consistency of hiring. Data & Analytics: Build and maintain reporting dashboards and metrics to track team performance, hiring progress, and funnel conversion; provide insights and recommendations to TA leadership. Cross-Functional Partnership: Collaborate closely with People Operations, HRIS, IT, Finance, and Legal to ensure integration, compliance, and alignment across platforms and processes. Project Management: Lead and execute TA operations projects (e.g., systems migrations, vendor evaluations, compliance initiatives) from strategy to implementation. Vendor Management: Manage relationships with recruiting technology vendors and tools, including contract negotiation, renewals, and performance evaluation. Compliance & Governance: Ensure all recruiting practices are compliant with local, national, and international employment laws, as well as internal policies and audit requirements. Team Support: Act as a strategic advisor and resource for recruiters and hiring managers, supporting enablement efforts through documentation, training, and troubleshooting. Qualifications: 12+ years of experience in Talent Acquisition or HR Operations with at least 3 years in a TA Operations leadership role. Meaningful experience managing and delivering key talent and HR projects to completion. Proven success in implementing, managing and optimizing ATS platforms (e.g., Greenhouse, Lever, Workday, etc.), sourcing tools, and the suite of technical and analytical tools used by talent and HR organizations. Deep understanding of recruiting lifecycle and best practices, from workforce planning to onboarding. Subject matter expertise regarding global employment policy and practices, compliance, and employment law and how those considerations inform the work of the talent team and the company. Strong analytical and problem-solving skills with experience building dashboards and using data to influence decisions. Excellent project management skills and ability to manage multiple priorities in a fast-paced, growth-oriented environment. Proven partnership skills and ability to work cross-functionally across the team, the HR organization, Finance, Legal, and the business. Exceptional communication and stakeholder management skills. Experience working in high-growth or scaling technology companies is a strong plus. Bachelor's degree in HR, Business, or related field (or equivalent experience). Pay: Target pay ranges based on Geographic Zones* for Level M3: Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle - $ 152,000 - $210,000 ** Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $ 137,000 - $189,000 ** Zone 3: All other US locations - $1 29,000 - $178,000 ** LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location. *Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas. **Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary. About LaunchDarkly: Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations. The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by: Improving the velocity and stability of software releases, without the fear of end customer outages Delivering targeted experiences by easily personalizing features to customer cohorts Maximizing the business impact of every feature through the ability to experiment and optimize Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability At LaunchDarkly, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at *******************. Do you need a disability accommodation? Fill out this accommodations request form and someone from our People Operations team will contact you for assistance.

Join ABBYY and be part of a team that celebrates your unique work style. With flexible work options, a supportive team, and rewards that reflect your value, you can focus on what matters most - driving your growth, while fueling ours. Our commitment to respect, transparency, and simplicity means you can trust us to always choose to do the right thing. As a trusted partner for purpose-built AI and intelligent automation, we solve highly complex problems for our enterprise customers and put their information to work to transform the way they do business. Over 10,000 customers trust ABBYY, including many Fortune 500 ones. You will work on further developing a portfolio already containing client names such as DHL, Johnson & Johnson, FDA, DMV, PwC, KeyBank, Spotify, and H&R BLOCK. Role Summary: The Talent Acquisition Manager is responsible for delivering end-to-end recruiting support for ABBYY's U.S. hiring needs while managing and coaching a small, globally distributed team of recruiters based in EMEA and APAC. This is a hands-on, player-coach role that balances individual recruiting ownership with people leadership and operational accountability. The Talent Acquisition Manager partners closely with hiring managers to understand staffing needs, provide guidance on talent availability and market considerations, and ensure recruiting activity aligns with business priorities. This role is accountable for recruiting execution, candidate experience, and meeting agreed-upon service levels, while partnering with our Compensation Lead on ranges, leveling, and offers. Key Responsibilities: Hiring Manager Partnership & Talent Advisory Partner closely with hiring managers to understand role requirements, team needs, and near-term hiring priorities Lead structured intake discussions and translate business needs into clear recruiting plans Provide guidance on talent pools, sourcing strategies, and location-based market considerations across the U.S., EMEA, and APAC Partner with our Compensation Lead to determine appropriate compensation ranges and leveling based on market insight Set expectations with hiring managers around timelines, interview processes, and decision-making U.S. Recruiting Ownership Serve as the primary recruiter for U.S.-based roles across a range of functions and levels Manage full-cycle recruiting, including sourcing, screening, interview coordination, offer development, and close Proactively source candidates through direct outreach, referrals, and recruiting tools Deliver a consistent, high-quality candidate experience aligned with ABBYY's values and employer brand Drive timely hiring decisions through clear communication and effective stakeholder management Global Recruiting Team Management Manage, coach, and support a small team of recruiters based in EMEA and APAC Set clear priorities and expectations to ensure recruiting activity aligns with hiring plans Monitor workloads and reassign requisitions as needed to maintain coverage and efficiency Provide regular feedback, coaching, and development support to strengthen recruiter capability Foster collaboration and alignment across time zones Recruiting Operations & Performance Ensure recruiting activity meets agreed-upon SLAs, including time-to-fill, pipeline health, and candidate experience Track recruiting progress and surface risks or delays to People Team leadership and hiring managers Maintain accurate data and reporting within the Greenhouse (ATS) Identify opportunities to improve recruiting workflows, tools, and candidate experience Partner with People Operations and Systems to ensure effective use of recruiting tools and processes Tools, Compliance & Best Practices Ensure recruiting practices comply with applicable employment laws and ABBYY policies Support inclusive hiring practices and consistent interview processes Use the ATS (Greenhouse) effectively to manage requisitions, pipelines, and reporting Contribute to employer branding efforts and recruiting-related initiatives as needed Required Qualifications 5-8 years of progressive experience in Talent Acquisition, including hands-on full-cycle recruiting 2+ years of experience managing recruiters Strong experience recruiting for U.S.-based roles across multiple functions Demonstrated ability to partner effectively with hiring managers and influence hiring outcomes Working knowledge of compensation fundamentals and offer processes, with experience partnering with Compensation and broader People teams Experience using Greenhouse (or similar applicant tracking system) to manage pipelines, reporting, and hiring workflows Preferred Qualifications Experience managing recruiters in multiple regions or time zones Experience using Greenhouse as an applicant tracking system (strongly preferred) Background in technology, SaaS, or professional services environments Experience working in distributed global organizations Core Competencies Hands-on recruiting excellence Strong hiring manager partnership People management and coaching Clear prioritization and execution Data-informed decision making Effective communication across levels and regions Comfort operating in a fast-paced, evolving environment Salary Range The anticipated base salary range for this position is between $106,000 and $127,000. Base salary ranges may vary by geographic location and relevant experience, education, certifications, and seniority as compared to others doing substantially similar work. There is no guarantee an offer will be at the top of the posted range based on the salary analysis. Benefits: #LI-AG1 Three weeks' paid time off plus 13 paid holidays, floating holidays, and holiday allowance increase based on tenure Gym membership subsidy Medical and dental insurance Pet insurance Employee Assistance Program College Savings Plan Travel assistance 401(k) with up to 4% employer match Join ABBYY, and you will: Love how you work We provide remote and hybrid working options to fit all lifestyles. We use flexible hours across most of our teams to allow you to find your own definition of balance. Encouraging a culture of giving, we provide two paid volunteering days off every year so you can take time to contribute to the causes you care about. To ensure your family is cared for, we offer paid parental leave in all our locations. Love whom you work with We are a global team of 600+ colleagues, spread across 15 countries on four continents. With colleagues representing 30+ nationalities, our workforce reflects the world. Innovation and excellence run through our veins. Our teams gather the expertise which has garnered ABBYY more than 140 technology patents. We are guided by the values of respect, transparency, and simplicity. "Team Environment" is in the top three highest-scoring drivers of engagement across all of our departments. Love what you work on We are a company with more than 35 years of experience in the technology market; Over 10,000 customers trust ABBYY, including many Fortune 500 ones, with names such as DHL, Johnson & Johnson, FDA, DMV, PwC, KeyBank, Spotify, and H&R BLOCK; We have modernized the capture market by creating the first low-code/no-code IDP platform. Our Machine Learning, Natural Language Processing, Computer Vision Technologies, and a marketplace built with AI, can transform any document in any process; Top Analyst firms recognize ABBYY's market leadership, including Gartner, Everest PEAK Matrix Assessment, ISG Intelligent Automation Lens, and NelsonHall, amongst others. ABBYY is an Equal Employment Opportunity employer that values the strength that diversity brings to the workplace. To learn more about our commitment to Diversity and Inclusion, check out the careers section on our website.

About the Company At Tanger, our mission is to create shopping destinations that entertain, inspire, and bring our communities together. Guided by our vision to lead the evolution of shopping, we've spent over four decades innovating the retail experience as a premier owner and operator of outlet and open-air centers. We live our values every day: we lead with integrity, foster inclusion, and embrace innovation to drive meaningful change. These principles come to life through our actions-we build trust, challenge the status quo, win together, and continuously push boundaries to deliver exceptional value and experiences to make it happen. Tanger team members are our most important asset, and we're proud to offer an environment where everyone is welcomed, respected, heard, supported, and able to thrive. Our emphasis on relationships, employee growth, and exciting career opportunities sets us apart. And our spirit of innovation, expertise, and relentless pursuit of excellence brings us together. About the Role In our continued mission to create shopping destinations that entertain, inspire, and bring communities together, Tanger is seeking a Talent Acquisition Manager This role offers the opportunity to work both independently and collaboratively, supported by a flexible, Teams-driven workplace designed to empower connection, innovation, and impact across geographies. About the Tanger Perks: Competitive salary Generous Suite of Medical, Dental, and Vision Benefits 401(k) match Paid PTO and Holidays Paid Volunteer Hours Team Member Paid Leave Programs Tuition Reimbursement Wellness Incentives Group Life and Disability Insurance Voluntary Benefits Team Member Discounts And more… How can you contribute to what we do? ESSENTIAL JOB DUTIES AND RESPONSIBILITIES: Talent Acquisition Strategy & Execution Own and manage the full recruitment lifecycle-from intake and sourcing through interviewing, selection, and offer delivery. Build and execute value-driven recruiting strategies grounded in business goals, workforce needs, and deep understanding of company culture and competitive landscape. Design, implement and manage talent sourcing activities and materials to attract high caliber candidates, including managing external and internal postings, talent sourcing marketing campaigns, interviewing process and materials, pre-employment process, and job offer delivery. Develop and lead employer branding efforts to attract high-quality talent by leveraging job boards, social platforms (LinkedIn, Glassdoor, Indeed), university partnerships, and industry networks. Provide functional expertise and insight around talent acquisition challenges and best practices, ensuring key performance indicators (KPIs) are met and strategic priorities are fully understood and delivered. Maintain compliance with employment laws, regulations, and internal policies. Oversee candidate sourcing activities for both passive and active candidates by continuously expanding candidate pools by exploring new sourcing channels and markets; proactively build pipelines for current and future talent needs. Drive diversity-focused recruitment strategies to ensure talent pipelines reflect the communities served. Proactively search for new candidates externally and internally to fill succession gaps. Inspect talent pools for availability of pre-sourced talent to match future business needs to shorten vacancy rates. Collaborate with leaders and L&D to identify and administer skills assessments that ensure strong candidate-job alignment. Serve as a brand ambassador at recruiting events, promoting Tanger's culture and value proposition. Ensure every candidate receives a positive, engaging, and professional experience. This position may be performed in a remote or hybrid work arrangement, based on business needs. Stakeholder Collaboration Partner with People & Culture teams and business leaders to support strategic hiring needs and implement talent-related initiatives. Build trusted advisor relationships with hiring managers, providing guidance on job requirements, market insights, talent availability, and best-practice recruitment processes. Ensure consistent alignment between talent acquisition processes, onboarding, and broader business workflows. Collaborate with L&D and P&C to design and support early talent programs, including internships and university partnerships. Reporting, Metrics & Continuous Improvement Develop and maintain recruiting dashboards, KPIs, and talent acquisition analytics to measure performance and inform decision-making. Provide insights on recruiting challenges, labor market trends, and opportunities to improve efficiency, quality of hire, and overall talent outcomes. Utilize Workday to manage requisitions, applicant flow, hiring processes, and onboarding activities. COMPETENCIES: This list is illustrative only and not a comprehensive listing of all functions and tasks performed by incumbents of this class. Ability to establish relationships at all levels and geographies throughout the organization and cross-functionally; ability to support teams in multiple locations. Demonstrates expertise in sourcing candidates through multiple channels, including job boards, social media, networking events, and employee referrals. Apply effective screening and interviewing techniques to evaluate candidates' skills, experience, and cultural fit. Utilize appropriate assessment tools and methods to ensure selection of high-quality talent. Promote the organization's employer brand through recruitment marketing, social media, and candidate interactions. Ensure compliance with employment laws, company policies, and best practices in recruitment. Stay current with emerging recruitment trends, technologies, and best practices. Adapt recruitment strategies to changing business needs and labor market conditions. Ability to identify and engage and build robust, diverse candidate pipelines. Ability to gather, assemble, identify, and understand recruitment metrics and labor market trends to make recommendations. Demonstrate exceptional project management skills. Adhere to Tanger's Values: Integrity, Inclusion and Innovation REQUIRED EDUCATION AND EXPERIENCE: Bachelor's degree in business, HR, or other relevant field and a minimum of 5 years related work experience or a combination of years' experience and education. At least 3-5 years' agency or corporate in-house experience in full cycle recruiting and sourcing PREFERRED EDUCATION AND EXPERIENCE: Professional designation (PHR, SPHR, SHRM-CP or SHRM-SCP) HIRING RANGE DISCLAIMER: The base salary range represents the low and high end of the hiring range for this position. Actual salaries will vary depending on factors including but not limited to location, experience, and performance. The range listed is just one component of Tanger's total compensation package for employees. Hiring Range: $78,000- $119,000 per year Experience the difference and be a part of our extraordinary team! EEO and E-verify Tanger values diverse perspectives, backgrounds, and unique contributions and is committed to fostering an environment where everyone is valued and respected. Our talent management approach, which includes policy development, training, goals, and targets, is aimed at fostering a fair, inclusive, collaborative, and innovative culture. Tanger is proud to be an Equal Opportunity Workplace. All employment decisions are based on qualifications, merit, and business need. Accessibility Note: If you are a job seeker with a disability and require a reasonable accommodation to apply for one of our jobs, or if you are unable to use the online application, please request accommodation or ask for an alternative method of applying by emailing: **********************. All recruitment is managed internally; unsolicited agency submissions from recruiters or staffing agencies will not be considered. E-Verify is a registered trademark of the U.S. Department of Homeland Security EOE. Drug Free Workplace. A background check will be conducted for this position. Tanger Management, LLC participates in E-Verify.

Hashgraph is a fast-growing software company committed to supporting, developing and servicing Hedera, an open source, proof-of-stake platform. Hedera is EVM-compatible and has been specifically built to meet the needs of enterprise and Web3 applications, which require speed, security, stability and sustainability. Hedera's public network is governed by industry-leading organizations, spanning 11 sectors and 14 regions who oversee the development and direction of the decentralized platform. About the role: We are looking for an exceptional Head of Talent Acquisition to own and scale our global recruiting function. You'll be both strategic and hands-on: building the talent engine, leading a high-performing team, and directly driving hires across engineering, R&D, and key business roles. You will modernize and deliver processes, optimize systems (Greenhouse experience required), leverage AI-enabled sourcing/recruiting tools, evangelize best practices, and build talent pipelines among Java and web3 engineering communities, all while ensuring an outstanding, inclusive candidate experience. Additionally, you will administer interviews and be directly responsible for other pipeline tasks. You may find yourself doing all of the following: Leading, mentoring, and growing a small high-performing Talent team, setting clear goals, coaching for excellence, and building a high-velocity, high-quality hiring culture Owning full-cycle global recruiting efforts for all roles with a heavy emphasis on technical recruitment Establishing a best-in-class metrics-driven hiring plan. Data is critical. Understanding how to measure success and make consistent, data-backed decisions using Greenhouse tools is a prequalifier for this role. That includes, but is not limited to, delivering reporting through data dashboards and ensuring strong pipeline hygiene in Greenhouse with interview kits, scorecards, and workflow design Keeping the SVP of HR and hiring managers informed of pipeline progress in weekly presentations/1:1s, utilizing Greenhouse data Reducing time-to-fill for roles while improving the quality of the candidate experience and quality of hire Building talent pipelines through Java developer communities, and strengthening our employer brand in web3/DLT ecosystems Leveraging AI-enabled recruiting tools (sourcing, screening, outreach automation, interview scheduling) responsibly to scale outreach and enhance candidate experience Building and owning employer branding and developer community engagement strategies, such as open source sponsorships, content, and conference presence, with emphasis on the Java community and web3/DLT ecosystems Managing external talent agency relationships, including role kickoff calls, course corrections, and daily communications Qualification Requirements: 8+ years of progressive talent acquisition experience, with at least 2 years of director level experience in a fast-growing software or web3/DLT company Demonstrated success hiring technical talent as well as other functions, including non-technical and executive roles Deep familiarity with Greenhouse ATS (implementation, automation, and reporting) Boolean search power-user on LinkedIn and other recruitment platforms Hands-on experience using AI-enabled recruiting tools and sourcing platforms to scale pipeline and personalize outreach at a high volume Proven ability to design, implement, and measure recruiting processes and KPIs, and to communicate insights with clarity Sufficient technical fluency to be a trusted partner with engineering leaders Experience in successfully leading complex offer negotiations U.S. based and authorized to work in the U.S. Other skills that are great to bring with you but that we can help you develop: Experience working in a distributed/remote-first company with a technical recruitment focus Prior experience recruiting for web3, blockchain, DLT, or crypto companies Strong network and credibility within Java developer communities Experience with employer branding at the technical developer level (conferences, hackathons, open-source engagement, technical blog/content strategy) Agency or RPO experience (technical and executive search) that instilled a strong sourcing, business development, and client partnership mindset

Company Overview: At Shaper, we're on a mission to build groundbreaking data companies that shape the world. By joining Shaper today, you'll be joining a small team of people who believe the world's greatest problems have yet to be solved, the greatest companies have yet to be built, and that Shapers can help build them. Shaper was founded in 2023 and we've launched seven portfolio companies over the past two years, creating companies that solve data fragmentation issues across industries. By joining our team, you'll be part of a dynamic, entrepreneurial environment where innovation thrives, and impact is the norm. We believe in empowering our portfolio companies to create businesses that shape industries and improve the world. Our portfolio companies include Arbital Health, BEAMRail, Catena Clearing, Fractional AI, Protege, Zenith Health and Adelphi Data. Our mantra is simple: we look for people who are smart, nice, and get things done. We hire individuals who thrive in fast-paced, ambiguous environments and are passionate about building high-impact companies. We invest in our people and believe in hiring high-potential and humble individuals who can rapidly grow their responsibilities as we reimagine company creation. You need to be scrappy and willing to role up your sleeves from day one. Role Overview: We are seeking a dynamic, high-performing Head of Talent Acquisition to establish and lead a world-class recruiting function that attracts top talent across our entire portfolio. Reporting into our COO, you'll build the engine that helps Shaper's companies find founding and executive talent fast and reliably, and make Shaper the place that every builder wants to join. This is a high-agency, high-impact work - owning the full founding hire playbook in support of our CEOs at launch while scaling a platform for executive, generalist, and technical talent across the portfolio. For founding teams, you will be responsible for the entire recruiting lifecycle for our CEOs, including sourcing, managing external recruiters, interviewing, process design, and running end-to-end hiring processes across diverse roles and industries; this will include both technical and business roles. Your efforts will ensure we build a network of the brightest and best talent-people who are smart, nice, and get things done. Key Responsibilities: Own Founding Hire Sprint: when Shaper launches a new company, you'll fully own talent acquisition for the first ten roles. You'll develop role specs, own sourcing, scorecards, offer, and close playbook. Create a Robust Pipeline for Executive + High-Agency Generalist Roles: As our companies grow past seed stage, you'll partner with them by sourcing and cultivating a strong network of executive and generalist talent - you'll build first-pass slates, curate shortlist, and match game-changers who thrive in ambiguity to the roles that energize them. Scale our unique Builder in Residence Program: Shaper differentiates itself through its bench of incredible generalist builders who can parachute in and support our portfolio companies with an outsize impact. You'll scale hiring for this program. External Recruiter Management: You'll also build, curate and manage a bench of preferred recruiters, sourcers, agencies, and technical resources for our portfolio companies. Employer Branding: Work closely with leadership to enhance and promote Shaper's brand, making us a talent magnet for top performers in the data and tech industries. Standardize hiring playbooks and maintain KPIs: You'll create a library of JD templates, outreach cadences, interview loops, reference/back-channel processes, offer kits and comp benchmarking, and maintain KPIs that you report on weekly across work-streams. Key Qualifications: Experience: Experience sourcing and recruiting for roles at early stage technology companies is a requirement. Ideally you have experience recruiting both business and technical roles, and demonstrated success placing founding engineers and executives. Expertise. Proven track record in building and leading recruiting functions, particularly within fast-paced, high-growth environments. Deep understanding of technical and business roles in data-driven industries. Expert at sourcing and happy to spend significant time sourcing. Skills: Exceptional sourcing and networking abilities, with a knack for identifying top talent that fits both the role and company culture. Strong organizational and project management skills with the ability to manage multiple competing priorities. excellent stakeholder management - comfortable coaching CEOs to interview and close. Entrepreneurial Mindset: Entrepreneurial spirit with a passion for building from scratch. Thrives in a fast-paced, scrappy environment. Comfortable with ambiguity, change and iteration. Able to operate effectively with limited direction. You're willing to roll up your sleeves and get things done. High integrity and a strong moral compass. Builder Mentality: Bias for action and high ownership. Culture Fit: Alignment with our motto of hiring people who are smart, nice, and get things done. Ability to work effectively in a remote-first, distributed team environment. What We Offer: A unique opportunity to build and shape the recruiting function within the cutting-edge Shaper environment; Competitive salary and benefits package. The chance to work with some of the brightest minds in the industry and make a tangible impact on the companies we build. How to Apply: Please submit your resume and a cover letter outlining your relevant experience and why you are excited about this opportunity.

About the team Adaptive ML is a frontier AI startup building a Reinforcement Learning Operations (RLOps) platform that enables enterprises to specialize and deploy LLMs into production with measurable impact. We provide the core infrastructure to tune, evaluate, and serve specialized models at scale - pioneering task-specific LLM development and running production-ready workflows that serve millions of requests while optimizing for both cost and performance across distributed systems. Our tightly-knit team was previously involved in the creation of state-of-the-art open-access large language models. We raised a $20M seed led by Index Ventures and ICONIQ in early 2024, and we're already live in production with customers including Manulife, AT&T, Deloitte, across travel and financial services - with much more to be announced soon. About the role As our first Talent hire, this role goes beyond pure recruiting. You will help lay the foundations for how we hire, onboard, and scale teams at Adaptive, partnering closely with leadership to translate company strategy into clear hiring priorities and build a hiring process the organization can trust as it scales. You will own the full hiring lifecycle: sourcing top talent globally, conducting interviews, designing and improving recruitment processes. Because we are a fast-growing, highly technical organization, the quality and clarity of the hiring process is critical. You will help ensure that our teams are staffed with the right people at the right time. This role is ideally in-person at our Paris, New York or Toronto office, but we are open to fully remote candidates in East US and North EMEA. Your responsibilities Own and run the full-cycle hiring process across Product, Technical, and Commercial staffs, including sourcing, screenings, interview assignment, closing and employee onboarding. Develop and improve recruiting processes, from sourcing mechanisms to interview loops to ATS workflows, ensuring quality and speed. Lead proactive sourcing efforts to build diverse pipelines for highly technical and commercial roles. Partner closely with leadership to understand hiring needs, calibrate on candidate profiles, and forecast talent gaps. Making sure the hiring roadmap is in sync with the company vision and roadmap. Coordinate cross-functional interview panels, find & train internal interviewers, and help maintain high bar and consistency in evaluation. Build hiring metrics and reporting, providing clear insights on pipeline health, time-to-fill, conversion rates, and process bottlenecks. Represent the company externally, through outreach, events, and direct engagement with passive candidates. Operate in an async-friendly environment, documenting processes, updates, and insights for a distributed team. Your (ideal) background We encourage candidates to apply even if their experience doesn't match every point below. 5+ years of experience in Talent Acquisition, Recruiting, or People Operations, ideally in high-growth or technically complex environments. Experience hiring across multiple functions, particularly engineering, research / science, and commercial roles. Comfortable operating in fast-paced, competitive hiring environments and managing multiple priorities. Strong candidate-facing skills, with the ability to clearly communicate company vision and role expectations. Experience building structured interview processes and scalable recruiting workflows. Familiarity with technical talent markets, including engineering and AI / ML roles. Interest in generative AI and motivation to help build teams working on foundational technology. Benefits Comprehensive medical (health, dental, and vision) insurance; 401(k) plan with 4% matching (or equivalent); Unlimited PTO - we strongly encourage at least 5 weeks each year; Mental health, wellness, and personal development stipends; Visa sponsorship if you wish to relocate to New York or Paris.

Tessera Labs is redefining how enterprises adopt and operationalize Artificial Intelligence. Backed by Foundation Capital and led by a world-class founding team, we build multi-agent AI systems that can automate complex business workflows across platforms like SAP, Salesforce, Workday, Snowflake, MuleSoft, and more. Our mission: Bring real AI automation to the enterprise - with speed, precision, and measurable impact. We move fast, operate with extreme ownership, and build at the frontier of applied AI. Tessera Labs is building cutting-edge AI technology-and we're looking for a Talent Acquisition Leader to build and scale our recruiting function from the ground up. This is a true zero-to-one role for someone who has led technical hiring in fast-moving startup environments and knows how to build teams, processes, and culture from scratch. What You'll Do: Build and lead Tessera Labs' Talent Acquisition function from zero to one Partner with founders and executives on hiring strategy and workforce planning Hire, manage, and develop a high-performing TA team Own full-cycle recruiting for highly technical roles (AI/ML, engineering, product, data) Design scalable hiring processes, interview frameworks, and candidate experience Use data and market insights to guide hiring decisions What We're Looking For: 10+ years of recruiting experience in tech and AI environments Experience using a variety of ATS - Ashby preferred Proven startup experience, ideally early-stage or high-growth Demonstrated success building a TA function from scratch Strong people management and leadership experience Deep expertise hiring technical and AI-focused talent Strategic, hands-on, and comfortable with ambiguity Why Tessera Labs: Build something meaningful from the ground up High-impact leadership role with executive visibility Competitive compensation + equity + benefits + perks

Oshi Health is revolutionizing GI care with a digital clinic model that provides easy, convenient access to an integrated and multidisciplinary care team that takes a holistic approach to diagnosing, managing and treating digestive health conditions. Oshi Health has been recognized by Modern Healthcare and Builtin as the recipient of Best Place to Work awards. This recognition highlights our dedication to creating a workplace environment that prioritizes our team, fosters inclusivity, and is committed to our mission. We take time to get to know each patient, develop a personalized, whole-person care plan that includes identification of symptom triggers and prescription of evidence-based interventions, including medications, dietary changes, and mental health support. Our care is delivered virtually through our app, via secure messaging and telehealth visits. When in-person diagnostics or procedures are needed, we take a concierge approach and coordinate access, care and follow up with local providers. For more information, visit us at: ****************** Oshi Health will never contact job candidates via text message or any other messaging platform including WhatsApp, Signal, and Telegram. All official correspondence will occur through email. We will never ask you to share bank account information, cash a check from us, or purchase software or equipment as part of your interview or hiring process. If you have concerns, please reach out to **********************, and we'll confirm whether you're engaging with one of our Oshi teammates! The Sr. Manager, Talent Acquisition plays a critical role in shaping how we attract, assess, and hire exceptional talent at Oshi Health. This role will create consistency, fairness, and quality in our hiring practices by establishing a strong talent bar, defining core competencies, and building scalable processes that enable hiring managers to assess candidates effectively. The ideal candidate brings a strategic mindset, strong operational skills, and unique ability to attract top talent to Oshi Health. What You'll Do: In partnership with leadership and People Operations, develop a clear Talent Acquisition strategy and establish a clear company-wide talent bar that aligns with our values, performance expectations, and long-term business goals. Provide insights and recommendations to influence talent strategies and hiring decisions with people leaders, including understanding core competencies needed for current and future talent needs. Design and implement a consistent, structured talent assessment process that is fair, predictive, and scalable. Develop and facilitate interview training programs for hiring managers and interviewers, including topics such as structured interviewing, behavioral questions, bias mitigation, candidate experience, and decision-making best practices. Serve as a coach and resource to leaders throughout the search process, ensuring adherence to high-quality and equitable hiring standards. Own the applicant tracking system (ATS) including workflows, templates, analytics, and user management. Support employer branding, talent marketing, and pipeline-building efforts as needed. Manage compensation benchmarking, career pathing and leveling, and provide insight and expertise on overall benefit programs to ensure market competitiveness for operational and clinical hires. Build equitable recruitment systems that reflect and reinforce our commitment to diversity, equity, inclusion, and belonging. Who You Are 5+ years of experience in Talent Acquisition, including full life cycle recruitment. Experience supporting multiple client groups including corporate, operations, and clinical teams Strong experience in recruitment operations, process optimization, and metrics-driven decision-making. Excellent interpersonal and communication skills, with the ability to collaborate with employees at all levels of the organization. Strong organizational and project management skills with the ability to manage multiple initiatives simultaneously. Expert in Applicant Tracking Systems, preferably Greenhouse Experience in a healthcare setting is highly preferred. The starting salary for this role will be based upon skills and experience. We take a geo-neutral approach to compensation, meaning we pay based on job function and level, not location. Individual compensation decisions are based on a number of factors, including experience level, skillset, and balancing internal equity relative to peers at the company. We expect the majority of candidates to fall healthily throughout the posted salary ranges based on these factors. We recognize that the person we hire may be less or more experienced than the job and title described above, in which case we will update the title and compensation accordingly and communicate that with the candidate during the process. About Oshi: We make healthcare more equitable and accessible: Mission-driven organization focused on innovative digestive care Thrive on Diversity is a core value with monthly employee discussions, activities, and more Virtual-first culture: Work from home anywhere in the US Live our core values: Do the Right Thing, Own the Outcome, Be Direct and Open, Learn and Improve, Teamwork, Thrive on Diversity We take care of our people: Competitive compensation and meaningful equity Employer-sponsored medical, dental and vision plans Access to a “Life Concierge” through Overalls, because we know life happens Tailored professional development opportunities to learn and grow We rest, recharge and re-energize: Flexible paid time off - take what you need, when you need it Paid company holidays to power down Team events, such as virtual cooking classes, games, and more Compensation Range$115,000-$135,000 USD Note: This job description serves as a general overview and may be subject to change based on organizational needs and requirements. Oshi Health is an equal opportunity employer that is committed to creating a diverse work environment. To do that, we champion a workplace where each and every person is treated with dignity and respect and is valued for their unique perspective and contributions. Oshi Health's policy is to maintain a working environment that encourages mutual respect, promotes harmonious and congenial relationships between employees, and is free from all forms of discrimination and harassment of any employee (or applicant for employment or service provider) by anyone, including supervisors, co-workers, vendors, or clients. Harassment and discrimination in any manner or form is expressly prohibited. There is no tolerance for discrimination or unequal treatment of any kind on the basis of race, color, religion, creed, gender, sex, sexual orientation, gender identity or expression, pregnancy, sexual and reproductive health decisions, national origin, age, disability, genetic information, marital status or civil partnership/union status, familial status, military or veteran status, predisposition or carrier status, domestic violence victim status, alienage or citizenship status, unemployment status, sexual violence or stalking victim status, caregiver status, or any other characteristic protected by law. This practice applies to all terms, conditions and privileges of employment including, but not limited to, recruitment, selection, promotion, demotion, transfer, layoff, rehire, termination of employment, development and training, compensation, benefits and retirement. For more information, visit us at ******************

Full-time Description CARITAS FAMILY SOLUTIONS At Caritas we believe every life deserves LOVE! If you agree, then please consider joining our team!! Caritas Family Solutions is seeking a highly organized professional with strong communication skills to serve as the Talent Acquisition Manager. This role is perfect for experienced HR Managers who are highly motivated by helping others and love being part of a great team. If providing support for AMAZING people sounds wonderful to you, please apply today!!! At Caritas, we know we're competing with other employers for your services, and we want to win! It is our goal to offer competitive compensation and affordable benefits to all eligible employees. Caritas currently offers the following benefits to full-time employees: · 403 B Retirement Plan (5% Employer Match) · Generous Paid Time Off · Health, Dental and Vision Insurance Coverage · 12 Employer Paid State & Federal Holidays · Telehealth Services · Employer Paid Life Insurance · Health Saving Account · Employer Paid Short- & Long-Term Disability · Tuition Assistance Program · Real Work/Life Balance JOB DESCRIPTION Talent Acquisition Manager Human Resources Status: EXEMPT (salaried) Full-time Hours worked (typical): 40 Remote Work: Allowed (work arrangement can change depending on performance and/or needs of Caritas). EEO Classification: Professionals Job Tasks Typically: Structured - specific tasks will be assigned to the worker and monitored where the worker will be expected to follow prescribed plans. Description of Typical Work Schedule: 8:00 am - 5:00 pm, hours may vary (Hours set based on necessity of department or office.) PURPOSE: Reporting to the Director of People & Culture, the Talent Acquisition Manager is a strategic partner responsible for the full recruitment lifecycle, from identifying staffing needs and sourcing candidates to managing onboarding and supporting retention efforts. This role ensures the organization attracts diverse, high-caliber talent essential for advancing our mission and building brighter futures for the communities we serve. This role goes beyond immediate hiring to focus on long-term workforce planning and employer branding within the social services sector. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Manage the end-to-end Talent Management program (Talent Acquisition, Talent Development, Talent Deployment, and Talent Retention) Develop a robust candidate pipeline while building and maintaining a strong referral network. Work closely with hiring managers to understand current and future work demands and develop appropriate strategies to ensure a sufficient candidate supply. Screen applications, conduct initial interviews, and coordinate the entire interview process with hiring panels. Manage pre-employment requirements, such as background checks and reference verification, ensuring compliance with all federal, state, and local employment laws. Manage job postings and provide qualified candidates to hiring managers. Manage social media recruitment efforts. Manage potential passive candidates and maintain relationships to build future pipeline of candidates. Attend career events - colleges, industry, government venues, etc. to build external employer brand. Conduct full cycle recruiting including sourcing, screening, interviewing, selection of candidate and conducting reference checks. Oversight of intern recruitment efforts and program development. Develop and maintain vendor, subcontractor, and competitor relationships for recruiting efforts. Utilize labor market and current industry trends in developing recruiting strategies. Track and analyze key recruitment metrics (e.g., time-to-fill, turnover trends, candidate quality) to measure effectiveness, identify bottlenecks, and make data-driven recommendations for improvement. Ensure all recruitment practices adhere to legal and regulatory requirements and internal equity standards. Function as an agency ambassador, promoting the organization's unique culture, mission, vision, and employee value proposition to prospective candidates. Ensure a positive, transparent, and engaging candidate experience throughout the entire hiring process. Enhance and manage a comprehensive onboarding program to ensure new hires feel welcomed and smoothly integrated into the organization's culture and processes. DIRECT REPORTS: People Operations Coordinator Requirements QUALIFICATION REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE REQUIRED/PREFERRED Degree/Field Required: Bachelor's degree in any related field (Related fields will be considered.) Degree/Field Preferred: Bachelor's degree in Human Resources Management, Business, or Public Administration (Related fields will be considered.)

NOW HIRING: RECRUITING DIRECTOR American Financial Network, Inc. (“AFN”) - Serving the Central Ohio Area This is not an HR role. This is not a passive recruiting position. This is a front-line growth role based out of AFN's Columbus, Ohio branch, responsible for helping shape the future of AFN in Central Ohio. This AFN Branch is seeking a high-output Recruiting Director to own and scale talent acquisition, from college campuses to experienced loan officers, and turn recruiting into a repeatable, revenue-driving engine. If you're not comfortable being on the phone, selling opportunity, challenging candidates, and closing talent, this role is not for you. THE OPPORTUNITY: Your responsibility is straightforward- to build a recruiting machine. That means: Consistent monthly training classes of new talent Ongoing recruitment of experienced loan officers A scalable recruiting system that fuels long-term growth This role is designed to evolve into department leadership, with responsibility for strategy, structure, and execution. At AFN, recruiting is not a support function. It is mission-critical to growth. WHAT YOU'LL LEAD: Campus & Early-Career Recruiting Represent AFN at college job fairs and recruiting events across Central Ohio Develop and execute a campus recruiting strategy targeting driven, sales-minded candidates Create and deploy high-impact recruiting materials (booth design, signage, handouts, digital assets) Design and manage professional, high-energy recruiting booths that stand out Speak confidently about career paths, earnings potential, and performance expectations Experienced Loan Officer Recruiting Proactively recruit experienced mortgage loan officers Pick up the phone- cold call, follow up, and close talent Present AFN's value proposition with confidence and urgency Build and manage a pipeline of active and passive candidates Maintain long-term relationships, even when timing isn't immediate Strategy, Systems & Scale Design and execute a full-cycle recruiting strategy Build repeatable systems for sourcing, screening, and onboarding Partner with leadership to forecast hiring needs and growth goals Help structure and support monthly training classes for new and experienced hires Track recruiting metrics and continuously improve outcomes Lay the groundwork for a dedicated recruitment department Qualifications WHO EXCELS IN THIS ROLE: Competitive, driven, and results-oriented Comfortable on the phone - rejection doesn't derail you Strong sales mindset - you know how to sell opportunities, not just roles Organized, disciplined, and execution-focused Confident speaking one-on-one, in groups, and on the spot Creative enough to design compelling recruiting experiences, structured enough to build systems Comfortable with accountability, performance is measured Recruiting experience is helpful. Sales ability and follow-through matter more. WHY AFN? Base Salary + Commission - performance is rewarded Direct impact on company growth - this role truly matters High visibility with leadership Clear path to building and leading a recruiting department Fast-paced, competitive culture - focused on execution, not politics A REALITY CHECK: For the right person, it's a career-defining opportunity. You won't just recruit talent. You'll help build the team that builds the company. This role requires: Energy Persistence Urgency Resilience READY TO BUILD SOMETHING REAL? If you're driven, confident on the phone, and want ownership over growth, we want to hear from you. This role is for builders. Average recruiters need not apply. We're building something meaningful - and we're looking for someone ready to grow with it! Who We Are: American Financial Network, Inc. (“AFN”) is a leading force in the mortgage market. As one of the nation's largest privately held mortgage companies, we have the resources to compete nationally with the largest publicly held banks. Our private ownership and flat organizational structure enable us to maintain speed in decision-making, provide responsive communication, and offer exceptional flexibility. We are a team of dynamic, visionary, and opportunistic professionals who excel through teamwork and technology, consistently outperforming our competition. Driven by a commitment to excellence, we strive to lead the market by delivering superior customer service and continually seeking new ways to improve. We're Proud of our Accomplishments! Top 100 Mortgage Companies in America by Mortgage Executive Magazine 50 Best Companies to Work For by Mortgage Executive Magazine Top Mortgage Employer by National Mortgage Professional Magazine Top 10 Mortgage Company in Customer Satisfaction by Social Survey America's Fastest Growing Companies by Inc 5000 Most Powerful Women in Mortgage and Women of Influence awarded to our EVP of Operations by National Mortgage Professional Magazine & Housing Wire Magazine American Financial Network, Inc. (“AFN”) NMLS #237341 is an equal opportunity employer.

JobsOhio is a private, nonprofit corporation designed to drive job creation and new capital investment in Ohio through business attraction, retention and expansion efforts. Economic development is about creating a place where companies can thrive and individuals can enjoy a higher standard of living. JobsOhio plays a leading role in economic development and serves as a catalyst to accelerate growth by investing in communities, helping Ohio's businesses expand and attracting new companies to the state - all contributing to job creation, greater payrolls, and more investment. Summary of Position JobsOhio has developed a strong portfolio of strategies to strengthen talent in the state by importing skilled workers, increasing production of graduates in in-demand skills, training (upskill/reskill) workers, and increasing connections between employers and jobseekers. As a member of JobsOhio's Talent Team, the Talent Strategy Manager will be integral to ensure statewide strategies and economic development project delivery stay interconnected. The Talent Strategy Manager will be responsible for identifying and defining the highest talent needs, documenting gaps that may exist in the talent ecosystem, and recommending support and partnerships that can further JobsOhio's economic development mission. Duties and Responsibilities: Strategic Talent Initiative Development & Execution Inform, build, and execute talent strategies Analyze emerging talent pipeline trends, assess the need for implementing statewide and regional strategies related to trends, and make solution recommendations Utilize data intelligence along with company and provider / partner insights to inform the talent strategy design and operating models. Simplify and articulate these insights for clear communication to both internal and external stakeholders (public and private sector), ensuring key messages are effectively conveyed. Utilize an agile mindset to iterate, learn, evolve strategies to meet dynamic employer demand in a changing labor market and economy Manage initiatives from inception through development, piloting, scaling, and monitoring Demonstrate strong project management skills, including but not limited to: project artifact creation, management and (Gantt charts, project plans, risk logs, decision logs) Utilize a continuous improvement mindset to develop program processes and iterate for efficiencies Identify constraints impacting the talent pipeline and develop creative solutions to address these constraints Identify and manage creative funding solutions to achieve the talent team goals Apply “return on investment” and “cost/benefit” principles to the initial design and iteration of talent initiatives Understand public and private workforce funding streams and be effective in using multiple sources to fund solutions Draft Agreements and Statements of Work that indicate partner and vendor accountability, mitigate risk, and encourage positive performance and results Management and oversight of contract lifecycle, from initial draft to execution Manage vendor and partner relationships, ensuring accountability and optimizing performance Collaborate with Talent Operations team for agreement processing and lifecycle management Workforce and Talent Ecosystem Advisor Cross collaborative team member Must work collaboratively with team members; sectors, projects, marketing, regional JobsOhio Network partners Inform teams around data trends, workforce activities, best practices Gather insights, perspectives, and intelligence from internal team members (e.g. sector leads, projects team, research), utilizing their expertise and learnings from company engagement to identify talent constraints and drive strategies Prepare and deliver reports and presentations for internal and external audiences Support the identification of synergies across the talent strategy portfolio and / or project related services and associated communication and change management plans Stay attuned to global, national, and state trends, as well as best known practices and case studies in order to inform JobsOhio's talent strategies Identify and build strong relationships with public and private-sector providers & partners, such as training/education providers, OhioMeansJobs system, community-based organizations, and industry associations Ensure mutually beneficial partner relationships are built and nurtured with education, workforce, and industry stakeholders Ensure appropriate level of communication, knowledge sharing and support are based on the team and organization goals and objectives. Ensure workforce and talent resources with potential to benefit JobsOhio sector companies and economic development are documented, catalogued and communicated across JobsOhio and JobsOhio Network Partners Consult and provide input into Talent Acquisition Services incentives offered as part of economic development projects Provide subject matter expertise regarding training, learning, and development Assist in the development and delivery of training and learning opportunities for Talent Team members, enhancing team knowledge and proficiency in navigating and leveraging these programs with JobsOhio sector companies and workforce/education partners Execute efforts to ensure the successful integration of companies making major strategic investments in Ohio (i.e. “Megaprojects) into the local and statewide workforce education/system. Ensure strong, productive relationships are built with client HR and talent acquisition leaders, aligning and connecting them with workforce and education resources across Ohio and the specific regions of their facilities. Use effective communication strategies to ensure the value of these mutually beneficial relationships are understood by all parties Assist with internal consulting support, lend knowledge and skills to support efficiencies in areas such as process improvement and project management. Facilitate efficient discussions and organize information to help simplify complex situations. Qualifications Experience Requirements 5+ years of experience preferably in workforce programs, STEM education and/or economic development Experience facilitating and leading meetings and demonstrated ability to communicate, present, and influence credibly and effectively in all levels of an organization Experience delivering Client-focused solutions based on customer needs Proven ability to leverage data, insights, and analytical skills to drive decision making Proven ability to build and execute talent strategies that have led to success Knowledge of labor market data, ability to conduct research, perform analysis and identify solutions Key Attributes for success Ability to manage multiple projects at a time while paying strict attention to detail Excellent listening, negotiation, and presentation skills Excellent verbal and written communication skills Entrepreneurial spirit and comfort with ambiguity: ability to self-start and thrive in a fast- paced atmosphere, multi-task, navigate ambiguous situations, and adapt to change Ability to collaborate effectively across functions and organization levels to develop solutions Outcome-oriented: thrives at translating concepts and ideas into actionable results Ability to build trusted relationships with partners and stakeholders and have strong interpersonal and communication skills Education Requirements Bachelor's degree JobsOhio is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, gender identity or expression, sexual orientation, national origin, genetic information, disability, age, ancestry, familial status, or veteran status.

Are you searching for a company that you'll be with for years? How about a company that offers a variety of opportunities with options that may include remote/work from home positions, management and above, healthcare, IT, human resources, sales, as well as many other options? Since 1984, Medcor has helped companies reduce their healthcare costs and improve the health outcomes of their employees. They do this by offering several different services to their clients. We would love for you to apply to this "Talent Community" so that we can consider you for one of our many amazing opportunities! Please understand that you are not applying for a specific position at Medcor, rather a talent community that we will keep on file and reach out when/if we have an opportunity that matches your desired role with us! Please ensure your resume is up to date with relevant work experience, education, skills & qualifications, as well as certifications. The pay for this position is equivalent to the role in which you'll be considered, and could be a range between $17 per hour to $180,000+ per year. Since we have so many potential opportunities ranging from support personnel to full-time physicians, it would be difficult to identify the exact pay you'll be offered - but we will discuss the pay for your specific position during an interview (if you are chosen for an interview). Additionally, we have full-time, part-time, and PRN roles. Here are some other things to consider: Benefits We don t just advocate for our clients and our patients; we also advocate for ourselves. Our benefits include paid time off, health and dental insurance, 401K with match, education reimbursement and more. To learn more about Medcor s Culture click here . Medcor Philosophy Medcor embraces a set of simple, interconnected practices that everyone can tailor to their own life and work. To preserve our pioneering, entrepreneurial spirit, we impart our values through the ongoing Better@Medcor campaign: encouraging our advocates to make a conscious choice to practice our values, to celebrate and recognize each other via our peer recognition program, and to support one another during tough times. Medcor is a tobacco free and smoke free workplace! EOE/M/F/Vet/Disability We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.