• Run 5-8 concurrent searches from intake to close (flexing up/down with hiring volume) • Lead recruiting intake sessions to clarify role outcomes, must-haves, timelines, and interview plans • Build and manage pipelines through a mix of outbound sourcing and inbound applicant flow • Drive a strong candidate experience: clear expectations, timely updates, and thoughtful closing • Partner with leaders on offer strategy and closing plans to maintain strong acceptance rates • Proactively identify and engage qualified candidates using LinkedIn Recruiter and targeted outreach • Write outreach that’s clear, human, and compelling - strong messaging, thoughtful personalization, and creative hooks that reflect our brand and the role value proposition • Maintain consistent weekly pipeline activity (sourcing, outreach, follow-ups, and nurture) so searches don’t stall • Continuously test and refine sourcing channels and messaging to improve response rates and candidate quality • Identify friction in our hiring flow (speed, clarity, interviewer load) and propose improvements that make the process faster and more consistent as we grow • Use AI-enabled tools to accelerate sourcing (market mapping, profile research, personalization) and generate high-quality first drafts of outreach - then apply judgment to keep it human and on-brand • Build and maintain nurture campaigns for repeat roles and “silver medalist” candidates (lightweight sequences, periodic touchpoints, and talent community messaging) • Create a repeatable system for outreach testing (messaging variations, response tracking, iteration) to improve reply rates over time • Maintain accurate workflows and data in Ashby • Coordinate interview loops and keep feedback moving: scheduling, interviewer follow-ups, debriefs • Improve consistency through light process upgrades (templates, scorecards, interview training support) • Own the handoff from offer accepted to start date (coordination, onboarding readiness) • Help keep key People data accurate across systems; flag gaps and issues early • Support seasonal People processes as needed (e.g., engagement surveys, performance cycle logistics)