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The Driver Recruiter is responsible for screening and pre-approving qualified driver candidates while ensuring compliance with DOT regulations. They also utilize sales techniques to engage candidates and coordinate the logistics of their orientation and onboarding process.
The role involves making outbound calls to prospective candidates to confirm interest and schedule interviews. You will also maintain accurate candidate records and ensure the recruiting pipeline remains organized and efficient.
The Vice President of Talent Acquisition & Workforce Planning leads the development and execution of enterprise-wide talent acquisition and workforce planning strategies to align workforce capabilities with business objectives. This role partners with executive leadership to build sustainable talent pipelines, drive data-informed talent decisions, and ensure operational excellence across the organization.
The Total Rewards Manager is responsible for managing and administering employee benefit programs, including Workday configuration, vendor integrations, and open enrollment processes. They also oversee compliance activities, such as monitoring legal requirements, managing the Compliance Committee, and ensuring accurate reporting for healthcare and retirement plans.
The Talent Acquisition Coordinator manages the candidate experience by scheduling interviews and acting as the primary point of contact for candidates. They are also responsible for coordinating travel arrangements and preparing interview itineraries for management.
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The role involves managing full life cycle recruitment for corporate roles and collaborating with HR teams to develop talent strategy initiatives. Responsibilities include tracking recruitment data, managing special projects, and executing new recruiting and branding strategies.
You will own the full-cycle recruitment process for Go-To-Market roles, partnering with leadership to scale revenue-generating teams. Additionally, you will develop recruiting operations, refine hiring best practices, and build talent pools to support the company's growth.
The Candidate Experience Specialist manages the end-to-end recruitment process by partnering with hiring managers to ensure a positive and efficient experience for candidates. This role involves screening applicants, coordinating interviews, and supporting onboarding activities to meet staffing goals.
The Senior Talent Acquisition Partner manages end-to-end recruitment for IT roles while serving as a strategic advisor to hiring managers. This role involves building talent pipelines, analyzing recruiting metrics, and coaching junior team members to ensure high-quality hiring outcomes.
The Product Training Specialist delivers expert-led onsite and virtual training to nursing clients to ensure product adoption and successful outcomes. They collaborate with the Client Success Team to manage onboarding, provide technical support, and track key performance indicators.
The Senior Talent Management Partner defines and governs the enterprise talent strategy, including succession planning, career architecture, and workforce capability development. They serve as a strategic advisor to leadership, leveraging talent analytics and AI-enabled insights to strengthen organizational health and leadership pipelines.
The Staffing Coordinator manages staffing activities by connecting qualified field staff with client facilities to ensure maximum productivity. They provide first-level support, handle open orders, and maintain strong relationships with both clients and field personnel.
The Recruiting Manager will lead a team of recruiters and sourcers across the Northeast and Southeast regions while serving as the operational anchor for the broader recruiting function. They will partner with firm leadership on talent strategy and build scalable processes to support the company's growth.
The Senior Managed Review Recruiter will lead the contract attorney recruiting function, designing and implementing high-volume hiring workflows and sourcing strategies. They will partner with operations leadership to assess recruiting metrics and build a scalable engine for deploying qualified talent across client-driven review projects.
The Talent Sourcer is responsible for proactively identifying and engaging passive candidates to build high-quality talent pipelines. They partner with recruiters to develop sourcing strategies, conduct market research, and manage candidate relationships to support organizational hiring needs.
The Global Service Manager acts as a central operational lead for HR administration, coordinating customer onboarding, employee lifecycle management, and service delivery. They serve as a primary point of contact for customers, ensuring high-quality service, managing project milestones, and driving resolution of operational issues.
The Global Service Manager acts as a central operational lead for HR administration, coordinating customer onboarding, service delivery, and stakeholder communications. They are responsible for managing project plans, ensuring service level agreement compliance, and driving process improvements across global programs.
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Student Safety Analysts are responsible for monitoring and analyzing AI-generated alerts to identify potential safety risks for students. They must escalate urgent issues in real time while maintaining high standards of accuracy and discretion.
The Talent Advisor will research and source candidates to fill open requisitions while establishing external relationships. They will also consult with hiring managers to clarify job objectives and manage the salary offer process.
The recruiter will manage full-cycle hiring processes for federal programs, including sourcing, screening, and interviewing candidates. They will partner with hiring managers to understand staffing needs and ensure a smooth transition from offer acceptance to onboarding.
The Director, HRBP will serve as a strategic partner to Finance, Legal, and Operations leadership to align people strategy with business objectives. They will lead organizational design, workforce planning, and performance management initiatives to foster a high-performance culture.
The OCM Lead is responsible for driving complex organizational change engagements for supply chain transformations by partnering with client executives and project teams. This role involves developing OCM strategies, facilitating stakeholder alignment, and coaching internal teams to ensure successful technology and process adoption.
The Fundraising Recruiter is responsible for identifying, recruiting, and onboarding volunteer leaders to support the organization's mission. They will also manage donor relationships, track campaign milestones, and provide ongoing training and motivation to the volunteer community.
The Engagement Specialist acts as the primary point of contact for patients, managing onboarding, scheduling, and outreach. They are responsible for maintaining accurate documentation and coordinating with clinical staff to ensure patient participation and care continuity.
The Engagement Specialist serves as the primary point of contact for patients, managing onboarding, scheduling, and outreach. They are responsible for facilitating care coordination, maintaining accurate documentation, and building trust to ensure patient participation.
The AVP of Talent & Leadership Development will design and execute leadership programs to strengthen organizational capability and accelerate talent readiness. This role collaborates with senior leaders and HR partners to leverage data and learning technologies to create personalized development experiences.
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Design and facilitate modern learning programs, including e-learning modules and workshops, to drive employee growth and a high-performance culture. Collaborate cross-functionally to manage talent development projects and provide administrative support for the Learning Management System.
Manage the full recruitment cycle for game development and iGaming roles while partnering with hiring managers to define requirements. Oversee day-to-day recruitment operations, including pipeline management, ATS administration, and search strategy implementation.
You will lead full-cycle recruitment for Product Design roles, building the hiring process and evaluation standards from the ground up. You will partner with senior leadership to define the design organization and build long-term pipelines of exceptional creative talent.
You will own full-cycle recruiting across technical, GTM, and corporate functions while building infrastructure and employer brand strategies. Additionally, you will partner with leadership to design structured interview processes and drive proactive outbound sourcing for niche industrial software and AI roles.
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