• Proactively search for outstanding candidates, using whatever channels and approaches are needed to keep pipelines strong and find the best talent. • Push hiring managers to clearly define role scope, responsibilities, and success criteria before hiring begins; act as the forcing function that prevents poorly scoped roles from launching and ensuring role scoping and calibrations get done on time. • Translate role requirements into structured interview plans, including interview stages, interviewer assignments, and suggested questions to assess defined attributes. • Serve as the primary point of contact for candidates from first conversation through decision, building trust, clearly representing the organization, and keeping strong candidates engaged throughout the process. • Own the setup, accuracy, and day-to-day operation of the ATS (Greenhouse). Coordinate interviews, manage candidate communication, and drive timely debriefs so decisions are made quickly and the hiring process stays organized and moving. • Track metrics and examine role funnels to understand where bottlenecks are; suggest and drive targeted changes that unblock progress and improve hiring outcomes.