• Execute the Talent Acquisition strategy and operating model defined by TA leadership by designing new workflows, not reinforcing old ones • Identify recruiting practices that persist due to habit rather than value and lead their replacement through technology and automation • Translate strategic direction into scalable systems, processes, and decision frameworks • Design recruiting workflows that intentionally reduce human intervention where signal quality supports automation • Own day-to-day enterprise relationships with recruiting technology partners including Ashby, LinkedIn, Humanly, Jove, and emerging platforms • Push vendors beyond default configurations to support evolving recruiting models • Lead experimentation, pilots, and iterative adoption of new features and capabilities • Partner with vendors to improve how candidate signals are surfaced earlier and used more effectively • Lead the application of AI and automation to replace repetitive recruiter tasks and improve screening and prioritization • Establish clear principles for what should be automated, AI-assisted, or human-led • Continuously test, refine, and evolve signal models as hiring needs change • Lead change through system design and enablement rather than mandate • Accept and manage short-term resistance in service of long-term improvement • Partner with recruiters to validate outcomes, not preserve preferences • Balance speed, adoption, and trust while maintaining forward momentum • Build workflow architectures, playbooks, operating guides, and training materials • Develop executive-ready updates on progress, risks, and tradeoffs • Surface insights to TA leadership to inform ongoing strategy decisions.