head of talent acquisition

Handshake

<div>
 <strong>
  About Handshake
  <br/>
  <br/>
 </strong>
 Handshake is the career network for the AI economy. 20 million knowledge workers, 1,600 educational institutions, 1 million employers (including 100% of the Fortune 50), and every foundational AI lab trust Handshake to power career discovery, hiring, and upskilling, from freelance AI training gigs to first internships to full-time careers and beyond. This unique value is leading to unparalleled growth; in 2025, we tripled our ARR at scale.
 <br/>
 <br/>
 <strong>
  Why join Handshake now
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Shape how every career evolves in the AI economy, at global scale, with impact your friends, family and peers can see and feel
  </li>
  <li>
   Work hand-in-hand with world-class AI labs, Fortune 500 partners and the world's top educational institutions
  </li>
  <li>
   Join a team with leadership from Scale AI, Meta, xAI, Notion, Coinbase, and Palantir, among others
  </li>
  <li>
   Build a massive, fast-growing business with billions in revenue
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  The Role
  <br/>
  <br/>
 </strong>
 As the Head of Talent Acquisition at Handshake, reporting to the Head of People, you will own how we find and hire the people building the career network for the AI economy. This is a dual-mandate role: you'll lead full-cycle recruiting across the business while serving as a strategic advisor to the Growth team that recruits fellows for our HAI (Handshake AI) business. It requires both strategic vision and operational rigor: the ability to shape a talent brand that competes with the best companies in tech, while running a recruiting engine that actually delivers.
 <br/>
 <br/>
 <ul>
  <li>
   Lead the strategy and execution of talent acquisition across Handshake's business functions aligned to our hypergrowth trajectory and long-term hiring goals
  </li>
  <li>
   Build scalable recruiting infrastructure: sourcing strategies, assessment frameworks, offer processes, and team structures that hold up as we scale fast
  </li>
  <li>
   Bring strong program management to talent acquisition: pipelines, headcount plans, and key initiatives are clearly tracked and delivered with precision
  </li>
  <li>
   Partner closely with executive, business, and hiring leaders to provide high-context guidance on hiring strategy, offers, leveling, and org design
  </li>
  <li>
   Lead executive searches for senior and critical roles in close partnership with the VP of People and CEO
  </li>
  <li>
   Serve as a strategic advisor to the HAI Growth team responsible for fueling our fellow engine, sharing frameworks, tooling, and best practices that sharpen how they recruit fellows for the HAI program
  </li>
  <li>
   Build and evolve our employer brand so that the best people in the world know who Handshake is and want to be part of it
  </li>
  <li>
   Own talent acquisition metrics and use the data to drive decisions, not just report them
  </li>
  <li>
   Build and scale a high-performing TA team by developing talent, deploying the right tools, and expanding impact without expanding headcount unnecessarily
  </li>
  <li>
   Coach hiring managers and the broader People team on AI-augmented recruiting and interviewing: you'll help set the standard for what modern, responsible AI use in talent looks like at Handshake
  </li>
  <li>
   Bring big ideas and the hunger to act on them: we have a strong appetite to experiment and rewrite how talent works in the AI economy. We are not looking to do recruiting slightly better than everyone else. We want to change the industry, and we want a talent leader who is genuinely energized by that possibility and will push us toward it
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  You Have
  <br/>
  <br/>
 </strong>
 <strong>
  Must-Haves
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   15+ years in talent acquisition, with 3+ years leading recruiting teams across multiple business functions in a high-growth, VC-backed, or pre-IPO company
  </li>
  <li>
   Proven track record building and scaling recruiting functions in fast-moving environments: you've built systems, not just filled reqs
  </li>
  <li>
   Deep expertise recruiting across both technical and non-technical roles, with strong judgment on leveling, compensation, and candidate quality
  </li>
  <li>
   Demonstrated ability to influence senior stakeholders and operate as a true thought partner to leadership, not just an executor
  </li>
  <li>
   AI fluency that goes beyond curiosity: you have meaningfully changed how you recruit because of AI in sourcing, screening, pipeline analytics, or team productivity; you can speak to it specifically
  </li>
  <li>
   Exceptional communication and presentation skills; you can hold a strategic conversation with a CEO and a detailed operational one with a sourcer in the same afternoon
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Bonus Points
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience advising on or building fellowship, research, or academic recruiting programs
  </li>
  <li>
   Familiarity with modern recruiting tech stacks (ATS platforms like Ashby, sourcing tools, AI-powered screening tools)
  </li>
  <li>
   Previous experience at a high-growth AI or tech company
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  We Offer
  <br/>
  <br/>
 </strong>
 Handshake delivers benefits that help you feel supported and thrive at work and in life.
 <br/>
 <br/>
 <em>
  The below benefits are for full-time US employees.
  <br/>
  <br/>
 </em>
 <ul>
  <li>
   🎯 Ownership: Equity in a fast-growing company
  </li>
  <li>
   💰 Financial Wellness: 401(k) match, competitive compensation, financial coaching
  </li>
  <li>
   🍼 Family Support: Paid parental leave, fertility benefits, parental coaching
  </li>
  <li>
   💝 Wellbeing: Medical, dental, and vision, mental health support, $500 wellness stipend
  </li>
  <li>
   📚 Growth: $2,000 learning stipend, ongoing development
  </li>
  <li>
   💻 Office: Internet, commuting, and free lunch/gym in our SF office
  </li>
  <li>
   🏝 Time Off: Flexible PTO, 15 holidays + 2 flex days
  </li>
  <li>
   🤝 Connection: Team outings &amp; referral bonuses
   <br/>
   <br/>
  </li>
 </ul>
 Explore our mission, values, and comprehensive US benefits at joinhandshake.com/careers.
 <br/>
 <br/>
 Compensation Range: $250K - $280K
 <br/>
 <br/>
</div>


Head of Talent Acquisition

TransformCo

<p></p><div><div><div><div><b>JOB SCOPE:</b><br>
The Head of Talent Acquisition &amp; Automation is responsible for building and scaling a national technician workforce strategy across both W2 employees and 1099 independent contractors. This role oversees end-to-end technician supply, including workforce planning, recruiting operations, contractor network development, and the integration of AI-driven automation to improve hiring efficiency, quality, and scalability.<br>
<br>
<b>JOB SUMMARY:</b><br>
This role leads the transformation of technician recruiting through data, automation, and AI-enabled solutions. The position ensures that Sears Home Services maintains the right technician capacity in the right markets at the optimal cost. The leader partners cross-functionally to align workforce strategies with business demand and drives innovation in talent acquisition practices.<br>
<br>
<b>SUPERVISION:</b><br>
Direct :Manager, Talent Acquisition, Senior Onboarding Specialist, Talent Acquisition Admin Indirect:10-15 Recruiters<br>
<br>
<b>REPORTS TO:</b><br>
Chief Of Staff To The Chairman</div>
</div><div><p><b>Responsibilities/Skills/Experience Requirements</b></p>
<div><b>JOB DUTIES/RESPONSIBILITIES:</b><ul><li>
Develops and executes a national technician supply strategy across W2 and 1099 channels, including optimizing labor mix for cost, quality, and flexibility and designing market-specific staffing approaches based on demand, seasonality, and labor availability</li><li>
Forecasts technician demand using data, predictive modeling, and business inputs to ensure proper capacity coverage across markets</li><li>
Owns and leads full-cycle recruiting strategy for technician roles, building scalable pipelines through trade schools, apprenticeship programs, military/veteran initiatives, referral ecosystems, and digital sourcing platforms</li><li>
Develops targeted recruiting strategies for high-growth and hard-to-fill markets to ensure consistent talent supply</li><li>
Leads the design and implementation of AI and automation across the recruiting lifecycle, including sourcing, candidate matching, screening, interview scheduling, and candidate engagement tools such as chatbots</li><li>
Implements workflow automation across recruiting processes (e.g., offer generation, onboarding coordination) and integrate solutions with HRIS systems such as Workday</li><li>
Builds and leverages data models, dashboards, and predictive analytics to enable real-time decision-making and improve hiring outcomes</li><li>
Continuously evaluates and adopts emerging technologies to enhance speed, quality, and cost efficiency of hiring while ensuring ethical and compliant AI usage</li><li>
Designs, builds, and scales a high-performing 1099 independent contractor network, including sourcing, onboarding, engagement, and performance management strategies</li><li>
Ensures compliance with contractor classification standards and labor regulations while optimizing contractor retention, utilization, and productivity</li><li>
Standardizes and optimizes recruiting workflows across regions with an automation-first approach, driving improvements in recruiter productivity and operational efficiency</li><li>
Implements and manages metrics-driven recruiting practices, including time-to-fill, cost-per-hire, and quality of hire, while enhancing candidate experience through faster and more transparent processes</li><li>
Analyzes labor market trends, wage benchmarks, and competitor strategies to identify talent gaps and proactively adjust sourcing, compensation, and incentive strategies</li><li>
Partners cross-functionally with Field Operations, HR, Finance, and Training teams to align workforce strategies with service demand and business growth targets</li><li>
Leads, develops, and mentors a team of recruiters, workforce planners, and recruiting operations specialists, fostering a culture of data-driven decision-making, innovation, accountability, and continuous improvement</li><li>
Performs supervisory functions, including but not limited to, making employment decisions regarding hiring, promoting, demoting and terminating, conducting performance appraisals and coaching and developing associates</li></ul><br>
<b>
JOB REQUIREMENTS:</b><ul><li>
Bachelors Degree</li><li>
5-10 years of related experience</li><li>
Up to 25% travel</li><li>
18 years of age or older</li></ul><br>
<b>
REQUIRED SKILLS:</b><ul><li>
5 10+ years of experience in recruiting, workforce strategy, or staffing</li><li>
Experience hiring field-based or skilled trades roles</li><li>
Proven success scaling recruiting across multiple markets</li><li>
Experience working with W2 and/or 1099 workforce models</li><li>
Experience implementing recruiting automation or AI-driven tools</li><li>
Strong analytical and workforce planning skills</li><li>
Ability to leverage data for decision-making and forecasting</li><li>
Experience leading cross-functional initiatives</li><li>
Knowledge of recruiting operations and process optimization</li><li>
Understanding of labor laws related to independent contractors</li></ul><br>
<b>
PREFERRED SKILLS:</b><ul><li>
Experience in home services or field service environments</li><li>
Familiarity with Workday or similar ATS platforms</li><li>
Experience with recruiting technologies (CRM systems, programmatic advertising, AI sourcing tools)</li><li>
Exposure to advanced workforce analytics and automation strategies</li></ul></div>
</div><div><p><b>Years Experience</b></p>
<div>5 - 10 Years Experience</div>
</div><div><p><b>Travel Requirements</b></p>
<div>Moderate (15-30%)
</div></div><div><p><b>Country</b></p>
<div>United States
</div></div><div><p><b>Work-In City</b></p>
<div>REMOTE</div>
</div><div><p><b>Work-In State</b></p>
<div>REMOTE</div>
</div><div><p><b>Work-In Postal Code</b></p>
<div>REMOTE</div>
</div><div><p><b>Business</b></p>
<div>Transformco Corporate
</div></div><div><p><b>Job Function</b></p>
<div>Administrative/Clerical/Office Support
</div></div><div><p><b>Employment Category</b></p>
<div>Regular, Full-time
</div></div><div><p><b>Compensation Range</b></p>
<div>N/A</div>
</div><div><p><b>Additional Compensation Explanation</b></p>
<div>N/A
</div></div><div><p><b>EEO/EOE Footer</b></p>
<div>Equal Opportunity Employer / Disability / Vet.</div>
</div><div><p><b>Posting Tags</b></p>
<div>#Corporate, #Remote</div>
</div><div><p><b>Company Brand</b></p>
<div>Transformco
</div></div><div><p><b>Location City</b></p>
<div>Troy</div></div></div></div><div></div>

Head of Talent Acquisition & Automation

Anduril Industries

<div>
 Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century&rsquo;s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril&rsquo;s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
 <br/>
 <br/>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 As the Head of Talent Acquisition for the Division, you are the General Manager of talent strategy and execution for one of our core business units or engineering platform teams. Reporting to the Head of Divisional TA, you will serve as a key member of the Division's Senior Leadership Team (SLT), acting as the primary talent advisor to the Division's executive leaders. You will be responsible for orchestrating the entire recruiting ecosystem within your Division, leading a team of Functional Managers and Business Line Strategic Advisors. Your mission is to synthesize disparate hiring needs into a single, cohesive divisional talent strategy, drive operational excellence, and ensure we have the talent needed to meet our ambitious goals. This is a high-impact leadership role that requires a blend of strategic vision, operational rigor, and executive-level partnership.
 <br/>
 <br/>
 <strong>
  What You'll Do
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Divisional/Platform Leadership:
  </li>
  <ul>
   <li>
    Define and execute the overarching talent acquisition strategy for the Division or Platform team, directly aligning with business objectives, headcount plans, and long-range product roadmaps. This includes building robust talent pipelines for software, hardware, and production engineering roles.
   </li>
   <li>
    Serve as the single accountable owner for all divisional and platform hiring outcomes, from forecasting and demand planning to delivery and reporting, effectively managing the talent function as a business within the business.
   </li>
   <li>
    Act as the primary talent partner to the Division/Platform's executive leadership, providing data-driven insights, market intelligence, and strategic counsel on all talent-related matters, particularly concerning highly specialized engineering and production talent.
   </li>
   <li>
    Synthesize inputs from multiple Business Lines and Functions into a holistic talent portfolio &amp; long-term strategy, ensuring integrated planning and providing business leadership with a unified view of talent acquisition.
   </li>
  </ul>
  <li>
   Operational &amp; Team Leadership:
  </li>
  <ul>
   <li>
    Lead a Division or Platform-aligned TA Senior Leadership Team, comprised of Functional Managers and Business Line (BL) Strategic Advisors, fostering a culture of accountability, collaboration, and high performance in a high-volume, highly technical recruiting environment.
   </li>
   <li>
    Oversee all divisional/platform recruiting operations, monitoring key metrics like demand vs. throughput, time-to-fill, and pipeline health to ensure goals are met.
   </li>
   <li>
    Act as the final decision-maker and "tie-breaker" for any priority conflicts between Business Line needs and Functional team capacity, ensuring resources are always aligned to the highest business impact.
   </li>
   <li>
    Develop your leadership team, providing mentorship, coaching, and succession planning to build a deep bench of future TA leaders.
    <br/>
   </li>
  </ul>
 </ul>
 <strong>
  Who You Are
  <br/>
  <br/>
 </strong>
 You are a seasoned talent acquisition leader with a track record of building and scaling recruiting functions in complex, high-growth technology environments, particularly with a heavy emphasis on engineering (software, hardware, and production). You think like a business owner and a general manager, using data to inform strategy and drive decisions, and you thrive on the challenge of building a high-volume, high-impact talent machine. You excel at managing senior stakeholders, leading leaders, and translating high-level business goals into actionable recruiting plans that deliver measurable business results.
 <br/>
 <br/>
 <strong>
  Required Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10+ years of progressive experience in talent acquisition, with a minimum of 5+ years in a people leadership role, including experience managing other managers. This includes significant experience leading TA functions responsible for a high volume of hires in a fast-paced environment.
  </li>
  <li>
   Proven experience as a strategic partner to senior executive-level leaders (VP/SVP/GM) on matters of talent strategy, organizational design, and workforce planning, particularly within large organizations.
  </li>
  <li>
   Demonstrated ability to lead a large, matrixed recruiting organization, driving results across multiple functions, with deep expertise in attracting and hiring top-tier talent in Software, Hardware, and Production Engineering domains.
  </li>
  <li>
   Deep operational expertise in managing recruiting capacity, forecasting, and using data and metrics to report on progress and drive performance for high-volume technical hiring.
  </li>
  <li>
   Exceptional communication and influencing skills, with the ability to reconcile multiple stakeholder views and drive consensus.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in the technology, defense, aerospace, automotive, or other hardware+software-intensive industries.
  </li>
  <li>
   A background in or strong familiarity with BizOps, program management, or business strategy.
  </li>
  <li>
   Experience leading recruiting teams through periods of rapid scale and organizational change, including standing up new divisions or functions.
   <br/>
   <br/>
  </li>
 </ul>
 US Salary Range
 <br/>
 <br/>
 $220,000&mdash;$292,000 USD
 <br/>
 <br/>
 <strong>
  Healthcare Benefits
  <br/>
  <br/>
 </strong>
 The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:
 <br/>
 <br/>
 <ul>
  <li>
   US Roles: Comprehensive medical, dental, and vision plans at little to no cost to you.
  </li>
  <li>
   UK &amp; AUS Roles: We cover full cost of medical insurance premiums for you and your dependents.
  </li>
  <li>
   IE Roles: We offer an annual contribution toward your private health insurance for you and your dependents.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Additional Benefits
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Income Protection: Anduril covers life and disability insurance for all employees.
  </li>
  <li>
   Generous time off: Highly competitive PTO plans with a holiday hiatus in December. Caregiver &amp; Wellness Leave is available to care for family members, bond with a new baby, or address your own medical needs.
  </li>
  <li>
   Family Planning &amp; Parenting Support: Coverage for fertility treatments (e.g., IVF, preservation), adoption, and gestational carriers, along with resources to support you and your partner from planning to parenting.
  </li>
  <li>
   Mental Health Resources: Access free mental health resources 24/7, including therapy and life coaching. Additional work-life services, such as legal and financial support, are also available.
  </li>
  <li>
   Professional Development: Annual reimbursement for professional development
  </li>
  <li>
   Commuter Benefits: Company-funded commuter benefits based on your region.
  </li>
  <li>
   Relocation Assistance: Available depending on role eligibility.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Retirement Savings Plan
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   US Roles: Traditional 401(k), Roth, and after-tax (mega backdoor Roth) options.
  </li>
  <li>
   UK &amp; IE Roles: Pension plan with employer match.
  </li>
  <li>
   AUS Roles: Superannuation plan.
   <br/>
   <br/>
  </li>
 </ul>
 The recruiter assigned to this role can share more information about the specific compensation and benefit details associated with this role during the hiring process.
 <br/>
 <br/>
 <strong>
  Protecting Yourself from Recruitment Scams
  <br/>
  <br/>
 </strong>
 Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.
 <br/>
 <br/>
 To Ensure Your Safety And Help You Navigate Your Job Search With Confidence, Please Keep The Following Critical Points In Mind
 <br/>
 <br/>
 <ul>
  <li>
   No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
  </li>
  <li>
   Please always verify communications:
  </li>
  <ul>
   <li>
    Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
   </li>
   <li>
    Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.
   </li>
  </ul>
  <li>
   Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.
  </li>
  <li>
   What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.
   <br/>
  </li>
 </ul>
 <strong>
  Data Privacy
  <br/>
  <br/>
 </strong>
 To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.
</div>


Director, Talent Acquisition

Holcim

<div></div><div><div><div><div><div><p>Global In-House HeadHunter - REMOTE
</p></div></div></div></div><div><div><div><div><b>Requisition ID: </b>17149
</div></div></div></div><div><div><div><div><b>Location:
</b>Alexandria, EG
</div></div></div></div><div><div><p>Holcim is the leading partner for sustainable construction, creating value across the built environment from infrastructure and industry to buildings. Headquartered in Zug, Switzerland, Holcim has more than 48,000 employees in 45 attractive markets &ndash; across Europe, Latin America, Asia, Middle East &amp; Africa. Holcim offers high-value end-to-end Building Materials and Building Solutions, from foundations and flooring to roofing and walling &ndash; powered by premium brands including ECOPlanet, ECOPact, and ECOCycle&reg;. Find out more at www.holcim.com</p>
</div></div><div><div><div><div><p><b>Location:</b> <b>Fully </b><b>Re</b><b>mote</b> (Based in Egypt, Morocco, Algeria, Morocco, Romania, or Poland)</p><br>
<div></div>
<p>
About the Role</p>
<p>
We are looking for a driven, commercially-minded <b>Global In-House HeadHunter</b> to lead the attraction of top-tier talent for our most critical roles. Reporting directly to the <b>Group Head of Talent Management &amp; Acquisition</b> in Zug, Switzerland, you will manage a portfolio focused on the &quot;Top 200&quot; positions that drive Holcim&rsquo;s global strategy.</p>
<p>
This is a high-impact, fully remote role for someone who is passionate about talent acquisition as a strategic business lever. You won't just be filling vacancies; you will be an architect of our leadership pipeline, integrating AI-driven processes and contributing to internal succession and workforce planning.</p><br>
<p></p>
<p>
Key Responsibilities</p>
<ul>
<li><p><b>Executive Sourcing:</b> Own the end-to-end search for senior leadership roles, prioritizing the quality and strategic fit of every hire over simple recruitment speed.</p>
</li>
<li><div><b>Strategic Partnership:</b> Act as a trusted advisor to C-suite and senior leaders, moving beyond execution to help define success profiles and long-term leadership needs.</div>
</li>
<li><div><b>Integrated Talent Management:</b> Look beyond external hiring to support internal succession planning and workforce strategy for the Group&rsquo;s top 200 leaders.</div>
</li>
<li><div><b>Tech &amp; Process Innovation:</b> Drive the evolution of our hiring tools, specifically leveraging <b>SuccessFactors</b> and <b>AI technology</b> to improve the recruiter and candidate experience.</div>
</li>
<li><p><b>EVP Implementation:</b> Act as a key brand ambassador, bringing our Employer Value Proposition to life to ensure Holcim is recognized as the premier destination for global talent.</p>
</li>
</ul><p>Required Experience &amp; Qualifications</p>
<ul>
<li><p><b>Recruitment Expertise:</b> 7+ years of experience in executive search or high-level in-house recruitment.</p>
</li>
<li><div><b>Commercial Acumen:</b> You possess exceptional business interest and a &quot;commercial pulse&quot;&mdash;you understand how a great hire impacts the bottom line.</div>
</li>
<li><div><b>Stakeholder Impact:</b> Superior communication skills with a proven track record of partnering with senior leaders as a peer.</div>
</li>
<li><div><b>Guts &amp; Curiosity:</b> You are fast, naturally curious, and have the confidence to challenge the status quo to get the best results.</div>
</li>
<li><div><b>Tech-Forward:</b> Strong experience with <b>SuccessFactors</b> and a genuine passion for utilizing AI and technology to improve hiring processes.</div>
</li>
<li><p><b>Education:</b> We value experience and results over specific credentials; a formal degree is welcome, but <b>demonstrable expertise and a track record of success</b> are what matter most to us.</p>
</li>
</ul><p>What&rsquo;s in It for You</p>
<ul>
<li><p><b>Visible Impact:</b> A role where every hire directly influences the leadership and future of a global industry leader.</p>
</li>
<li><div><b>Strategic Breadth:</b> Gain massive exposure to internal processes like workforce planning and succession, allowing you to grow your career in multiple directions.</div>
</li>
<li><div><b>Quality First:</b> A culture where the #1 KPI is the quality of the talent you bring in.</div>
</li>
<li><div><b>Elite Collaboration:</b> Join a high-performing team in a company shaping the future of sustainable construction.</div>
</li>
<li><p><b>Flexibility &amp; Network:</b> A 100% remote position with 10-20% travel, offering a massive global network and the autonomy to manage your desk with trust.</p></li></ul><br>
<div></div>
<div>
</div><div>#LI-Remote</div></div></div></div></div></div><p></p>

Global In-House HeadHunter - REMOTE

Second Front Systems

<div><p>Second Front Systems (2F) is seeking an experienced and strategic <b>Head of Talent Acquisition</b> to lead and scale our hiring function during a critical phase of company growth. We are a mission-driven defense-technology company operating at the intersection of cutting-edge software and national security, committed to delivering transformative solutions that empower the nation&rsquo;s most critical teams.</p><p>
At 2F, we combine the agility of a startup with the rigor required to support government and highly regulated environments. In this role, you will own and evolve our end-to-end talent acquisition function&mdash;ensuring we attract, assess, and hire exceptional talent capable of operating in the defense-tech ecosystem. You will serve as a trusted partner to senior leadership, translating business priorities into thoughtful, scalable hiring plans while building durable systems and processes that support long-term growth.</p><p>
This role is ideal for a hands-on talent leader who understands the defense-tech landscape, has experience hiring for cleared and clearance-eligible roles, and can balance strategic leadership with day-to-day operational excellence and action.</p><p><b>
Note:</b> This role requires U.S. citizenship due to government contract requirements. Candidates must reside in one of our approved hiring hubs:</p><ul><li><p>
DC / Maryland / Virginia</p></li><li><p>
Raleigh / Durham / Chapel Hill, NC</p></li><li><p>
Denver / Colorado Springs, CO</p></li><li><p>
Dallas / Fort Worth, TX</p></li></ul><p></p><h2 class="jobSectionHeader"><b>
What You&rsquo;ll Do</b></h2><ul><li><p>
Own and execute the company-wide talent acquisition strategy aligned to business priorities, growth plans, and budget</p></li><li><p>
Serve as a strategic advisor to the executive team and functional leaders on workforce planning, headcount prioritization, and hiring tradeoffs</p></li><li><p>
Lead hiring across technical, go-to-market, and G&amp;A roles, with expertise in cleared and clearance-eligible hiring</p></li><li><p>
Build and scale recruiting processes, including compliance-driven hiring considerations</p></li><li><p>
Own and optimize all TA systems and tooling (ATS, interview workflows, reporting, vendor partnerships)</p></li><li><p>
Ensure consistent, high-quality candidate experience from first touch through offer and close</p></li><li><p>
Partner closely with the Executive team, hiring managers, and hiring teams to ensure outstanding results</p></li><li><p>
Establish clear recruiting metrics and dashboards (time-to-hire, pipeline health, offer acceptance, quality of hire) and use data to drive continuous improvement</p></li><li><p>
Develop hiring manager capability through structured interview training, calibration, and ongoing partnership</p></li><li><p>
Manage external recruiting partners (RPO, retained search, agencies) as needed, ensuring cost-effective and high-quality outcomes</p></li><li><p>
Build hiring strategies specific to our approved job hubs, balancing local market dynamics with remote and hybrid needs</p></li></ul><h2 class="jobSectionHeader"><b>
Skills You&rsquo;ll Bring to Our Team</b></h2><ul><li><p>
Ability to translate business strategy into a clear, executable hiring roadmap</p></li><li><p>
Strong judgment navigating tradeoffs between speed, quality, and compliance</p></li><li><p>
Bias toward action, ownership, and measurable outcomes</p></li><li><p>
Exceptional stakeholder management skills with senior leaders and executives</p></li><li><p>
Ability and desire to get the job done well</p></li><li><p>
Comfort operating in ambiguity while building structure and repeatability</p></li></ul><h2 class="jobSectionHeader"><b>
Preferred Qualifications</b></h2><ul><li><p>
8+ years of progressive talent acquisition experience, including leadership roles</p></li><li><p>
Proven experience hiring for cleared or clearance-eligible roles within defense, aerospace, gov-tech, or adjacent regulated industries</p></li><li><p>
Experience owning and scaling recruiting systems and infrastructure (ATS, tooling, analytics)</p></li><li><p>
Track record of partnering closely with executive leadership and functional heads</p></li><li><p>
Experience managing vendors, agencies, or RPO partners</p></li><li><p>
Startup or high-growth company experience strongly preferred</p></li></ul><p><b>
Our Talent Tech Stack:
</b></p><ul><li><p>Ashby
</p></li><li><p>Linkedin Recruiter
</p></li><li><p>Complete All in One Compensation
</p></li></ul><p>The expected base salary range for this role is $200,000-$225,000. Final compensation will be based on factors such as experience, skills, level, and geographic location. This role may also be eligible for discretionary bonuses and equity grants as part of the total compensation package.</p><p></p><h2 class="jobSectionHeader"><b>
Success at 2F Looks Like:</b></h2><ul><li><p>
Viewing obstacles as opportunities for growth</p></li><li><p>
Having a bias toward action and tangible, measurable results</p></li><li><p>
Striving to be both compassionate and direct with your feedback</p></li><li><p>
Being team- and mission-oriented
</p></li></ul><p></p><h2 class="jobSectionHeader"><b>Perks &amp; Benefits</b></h2><p>
This role is full-time As a public benefit corporation, we&rsquo;re a team of purpose-driven trailblazers transforming the future of U.S. national security. We hire the best to do their best and, as such, we are committed to providing the perks and benefits you need to be successful&mdash;both in- and outside the workplace.</p><p>
We offer you:</p><ul><li><p>
Competitive Salary</p></li><li><p>
100% Healthcare, vision and dental coverage</p></li><li><p>
401(k) + 3% company contribution</p></li><li><p>
Equity incentive plan</p></li><li><p>
Tech + office supplies stipend</p></li><li><p>
Annual professional development stipend</p></li><li><p>
Flexible paid time off + federal holidays off</p></li><li><p>
Parental leave</p></li><li><p>
Work from anywhere</p></li><li><p>
Referral Bonus</p></li></ul><p>
Visit our careers page to learn more.</p><p></p><h2 class="jobSectionHeader"><b>
Who We Are</b></h2><p>
Second Front Systems (2F) is a public-benefit software company powering software for the free world. We eliminate the friction that slows innovation, enabling faster, more secure development and deployment of software across government and regulated networks. Built by national security veterans and backed by top-tier venture capital, our platform is trusted by the world&rsquo;s leading organizations to cut deployment timelines from years to weeks. We move fast, solve hard problems, and deliver trusted capabilities where they&rsquo;re needed most. Our work strengthens global security and gives the United States and its allies a lasting competitive advantage. Learn more at secondfront.com.</p><p></p><p><b>
ONE LAST THING&hellip;</b></p><p>
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.</p><p><b>
Are you ready to join our team?</b></p><p>
To apply, click the &ldquo;Apply for This Job&rdquo; button at the top or bottom of this page and complete the application form.</p><p>
This position will remain open until filled, and applications will be reviewed on a rolling basis.</p><p></p><p><b>
STATE NOTICES</b></p><p><b>
Colorado:</b></p><p>
In accordance with Colorado law, applicants may redact their date of birth, dates of attendance, and dates of graduation from any uploaded documents.</p><p><b>
Maryland:</b></p><p><b>
UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT, OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH EXAMINATION OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.</b></p></div>

Head of TA

Highway Transport

<div>The Managing Director, Recruitment is the HR leader responsible for developing and executing an enterprise-wide talent acquisition strategy that ensures the organization attracts, hires, and retains top talent across all functions and locations. The focus is on Driver recruitment. This role oversees full cycle Driver and general recruiting operations, employer branding, workforce planning, talent attraction technologies, and recruitment analytics. The Managing Director partners closely with operations and executive leadership to anticipate workforce needs, build strong talent pipelines, and position the organization as an employer of choice.<h2 class="jobSectionHeader"><b>
Key Responsibilities</b></h2><h3 class="jobSectionHeader"><b>
Talent Acquisition Strategy &amp; Planning</b></h3><ul><li>
Ownership of the recruitment process through year one onboarding.</li><li>
Develop and implement a comprehensive recruitment strategy aligned with business priorities and the cyclicality of the business.</li><li>
Partner with business and HR leaders to forecast talent needs and build proactive recruiting plans.</li><li>
Lead enterprise workforce planning initiatives to ensure alignment between supply, demand, and organizational growth.</li><li>
Assist operations with developing a sustainable hiring forecast model.</li></ul><h3 class="jobSectionHeader"><b>
Recruiting Operations &amp; Process Excellence</b></h3><ul><li>
Oversee full‑cycle recruiting operations for drivers and non-drivers, ensuring a consistent, high‑quality candidate and hiring‑manager experience.</li><li>
Optimize recruitment processes, workflows, and service delivery models for efficiency and scalability.</li><li>
Ensure compliance with all federal, state, and local employment regulations.</li></ul><h3 class="jobSectionHeader"><b>
Critical Talent Hiring</b></h3><ul><li>
Lead recruitment for executive, high‑impact, and hard‑to‑fill roles.</li><li>
Build strong talent pipelines through external partnerships with supply chain organizations, leading companies, networking, and strategic sourcing.</li><li>
Advise senior leaders on hiring strategies, interview practices, and talent market insights.</li></ul><h3 class="jobSectionHeader"><b>
Talent Attraction, Branding &amp; Technology</b></h3><ul><li>
Advance and leverage the Highway Transport brand. Our Promise. Delivered, and Our Promise. Kept. Strengthen the organization's position in the talent marketplace.</li><li>
Lead digital recruitment strategies, including CRM, ATS optimization, AI‑enabled sourcing, and social recruitment.</li><li>
Manage relationships with external vendors, search firms, job platforms, and technology providers.</li></ul><h3 class="jobSectionHeader"><b>
Recruitment Analytics &amp; Insights</b></h3><ul><li>
Utilize Workday to develop and maintain recruitment dashboards and metrics to measure effectiveness.</li><li>
Use reporting and analytics to identify trends, risks, and opportunities across talent segments.</li><li>
Drive continuous improvement through data‑driven decision-making.</li></ul><h3 class="jobSectionHeader"><b>
Team Leadership &amp; Collaboration</b></h3><ul><li>
Lead, mentor, and develop a high-performing recruitment team.</li><li>
Collaborate with the HR Team and other business areas to ensure connected, enterprise-level talent practices.</li><li>
Influence leaders across the business to adopt best practices in selection, interviewing, and hiring.</li><li>
Sustain best practice interview processes and practices. This includes interview training for all involved in the interview process.</li></ul><h2 class="jobSectionHeader"><b>
Qualifications</b></h2><h3 class="jobSectionHeader"><b>
Required</b></h3><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or related field.</li><li>
10+ years of progressive experience in talent acquisition or recruitment leadership.</li><li>
Demonstrated success leading enterprise‑level recruitment strategies.</li><li>
Experience managing teams and partnering with senior executives.</li><li>
Strong communication, consulting, and strategic thinking skills.</li><li>
Proficiency with ATS systems, sourcing tools, and recruitment analytics.</li></ul><p><b>
Preferred</b></p><ul><li>
Master&rsquo;s degree in HR, Organizational Development, or Business.</li><li>
Experience in multi‑site, large‑scale, or global organizations.</li><li>
Background in executive recruiting or partnering with search firms.</li><li>
Knowledge of employer branding, recruitment marketing, and advanced sourcing techniques.</li><li>
Workday expertise</li></ul><p></p><h2 class="jobSectionHeader"><b>
Competencies</b></h2><ul><li>
Talent Acquisition</li><li>
Workforce Planning</li><li>
Data‑Driven Decision Making Utilizing the Workday Platform</li><li>
Candidate Experience &amp; Engagement</li><li>
Process Optimization</li><li>
Team Leadership &amp; Coaching</li><li>
Collaboration &amp; Partnership</li></ul><h2 class="jobSectionHeader"><b>
Success Measures</b></h2><ul><li>
Improved quality and speed of hire across all talent segments.</li><li>
Strengthened pipelines for critical and future‑focused roles.</li><li>
High satisfaction among hiring leaders and candidates.</li><li>
Increased efficiency and effectiveness of recruitment processes.</li><li>
Reduced turnover in the first 12 months.</li><li>
High performance and engagement within the recruitment team.</li></ul><div></div><div><div><div><div><div><div><div><div><div><p><b>
Commitment to Responsible Care&reg;: </b>Highway Transport&rsquo;s Quality Driven Delivery Management System policy has been developed by the company&rsquo;s senior management and serves as a visible commitment to ensuring the health and safety of our employees and contractors, protecting the environment, and minimizing the impact of our operations on the roadways which we travel and the areas where we manage terminal facilities. Highway Transport shall comply with its Safety, Health, Environmental and Security Policy and Programs, Department of Transportation Regulations, applicable OSHA and EPA/State environmental regulations and applicable local regulations.</p><p></p><p>
EOE/M/F/D/V</p><p>
-</p><p>
Our Promise. Delivered.</p><p></p><p>
Promise to Self</p><p>
Promise to Team</p><p>
Promise to Company</p><p>
Promise to Customer</p><p>
Promise to Community</p><p></p><p>
Safety</p><p>
Structure</p><p>
Accountability</p><p>
Communication</p></div></div></div></div></div></div></div></div></div><p>
Highway Transport is a tanker trucking company that has been family-owned since 1948. When you join us, you become part of a family-orientated culture that values your contributions and supports your career ambitions.
</p><p>We believe in taking care of our employees and ensuring their well-being. That's why we offer a competitive salary and a comprehensive benefits package designed to support you in every aspect of your life, including;</p><ul><li><p>
401(k) Match</p></li><li><p>
Paid Time Off</p></li><li><p>
Paid Holidays</p></li><li><p>
HSA Contribution Match</p></li><li><p>
Wellness Program</p></li><li><p>
Medical, Dental, Vision Insurance</p></li><li><p>
Disability, Accident and Life Insurance</p></li><li><p>
Discount Programs</p></li><li><p>
Paid Maternity Leave</p></li></ul><p>
Highway Transport does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.</p></div>

Managing Director, Recruitment

Greenfield Global

<b>Job Title:</b> Director, Talent Acquisition
<br><b>Department:</b> People & Culture
<br><b>Reporting to:</b> Chief People & Enterprise Excellence Officer
<br><b>Location:</b> Any Greenfield Global location (Global Scope)
<br><b>Employment Type:</b> Full-Time, Permanent
<br><b>Vacancy Status:</b> This position is vacant.
<br><br>
Greenfield is looking for a Director, Talent Acquisition to join our growing team.
<br><br>
Position Overview
<br>Greenfield Global is seeking a Director of Talent Acquisition to build and lead a modern, globally aligned talent acquisition function that supports our growth strategy.
<br><br>
This role will design and implement the global strategy, systems, and processes for all pre-hire talent activities, including Employer Branding, Talent Attraction, and Talent Acquisition. The Director will be responsible for ensuring Greenfield attracts, engages, and hires the talent needed to execute our business strategy across North America and Europe.
<br><br>
This is a build-mode leadership role. The current recruiting approach is decentralized and highly manual. The Director of Talent Acquisition will establish a globally consistent recruiting strategy supported by modern systems, clear workflows, and measurable outcomes. Experience in Change Management a plus as we bring the business along in the newly established mode of working.
<br><br>
This leader will own the entire pre-hire talent lifecycle and ensure a seamless handoff into onboarding once candidates become employees.
<br><br>
The Director will directly manage one dedicated Talent Acquisition professional and coordinate recruiting activities across the organization by leveraging site-level People & Culture generalists.
<br>This role requires a leader who is equally comfortable designing strategy, implementing technology-enabled processes, and driving operational excellence.
<br><br>
<b>Who We Are:</b><br>
Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet.
<br><br>
Why Join Greenfield?
<br><br>
We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team.
<br><br>
<b>Who You Are:</b><br>
<ul>
<li>Strategic thinker with strong operational execution.</li>
<li>Ability to influence leaders and drive alignment across a distributed organization.</li>
<li>Skilled in process design, workflow development, and operational improvement.</li>
<li>Strong analytical and data-driven decision-making skills.</li>
<li>Bilingual - English & French is a plus</li>
</ul>
Your Experience Should Include
<br><br>
<ul>
<li>8–12+ years of progressive experience in talent acquisition or recruiting leadership.</li>
<li>Demonstrated experience designing or transforming a scalable recruiting function.</li>
<li>Experience recruiting within industrial, manufacturing, or technical environments strongly preferred.</li>
<li>Experience supporting multi-site or international hiring. Greenfield is located in the United States, eastern Canada and Ireland.</li>
<li>Expert-level proficiency with Dayforce HRIS, particularly recruiting workflows and reporting.</li>
<li>Experience implementing or optimizing recruiting technology platforms.</li>
<li>Strong understanding of modern sourcing tools, recruiting automation, and candidate experience technologies.</li>
</ul>
<b>Job Responsibilities:</b><br>
Talent Acquisition Strategy
<br><ul>
<li>Design and implement a global talent acquisition strategy aligned with Greenfield’s workforce growth plans.</li>
<li>Establish consistent recruiting processes and standards across all business units and geographies.</li>
<li>Build a scalable recruiting model capable of supporting approximately 120–150 hires annually worldwide.</li>
<li>Develop recruiting playbooks, workflows, and accountability structures for hiring managers and HR partners.</li>
<li>Drive alignment across regions and ensure consistent execution of the recruiting strategy globally.</li>
</ul>
Employer Branding & Talent Attraction
<br><ul>
<li>Lead the development and execution of Greenfield’s Employer Value Proposition (EVP).</li>
<li>Oversee the design and ongoing management of the company’s external careers site.</li>
<li>Develop targeted talent attraction strategies for critical roles and talent segments.</li>
<li>Build talent pipelines for key positions and strategic capabilities.</li>
<li>Leverage social media, professional networks, and industry partnerships to strengthen Greenfield’s employer brand.</li>
</ul>
Talent Acquisition Operations
<br><ul>
<li>Manage the full recruiting lifecycle and carry their own req load including:</li>
<li>job intake</li>
<li>sourcing</li>
<li>candidate screening</li>
<li>interview coordination</li>
<li>offer development</li>
<li>candidate communication</li>
<li>Implement consistent hiring processes that deliver an excellent candidate experience.</li>
<li>Ensure smooth handoffs to the onboarding process once candidates are hired.</li>
</ul>
Technology & Systems
<br><ul>
<li>Serve as the global owner of the recruiting technology stack, Greenfield uses Dayforce, expert-level capabilities there are a plus.</li>
<li>Design recruiting workflows within the HRIS to automate processes and improve visibility.</li>
<li>Optimize the use of recruiting tools, candidate relationship management, and sourcing platforms.</li>
<li>Ensure recruiting data integrity and reporting accuracy.</li>
</ul>
Global Collaboration
<br><ul>
<li>Partner closely with site level People & Culture teams supporting local recruiting activities.</li>
<li>Provide tools, training, and guidance that enable consistent recruiting execution globally.</li>
<li>Support hiring managers in building strong, effective interview processes and selection decisions.</li>
</ul>
Metrics & Reporting
<br><ul>
<li>Establish and manage the global recruiting dashboard. Including</li>
<li>time to fill</li>
<li>time to hire</li>
<li>candidate pipeline health</li>
<li>cost per hire</li>
<li>offer acceptance rate</li>
<li>hiring manager satisfaction</li>
<li>quality of hire</li>
<li>diversity of candidate pipeline</li>
<li>Deliver regular recruiting performance insights to executive leadership.</li>
</ul>
Leadership Responsibilities
<br><ul>
<li>Lead and develop one direct report in Talent Acquisition.</li>
<li>Build strong relationships with hiring managers and business leaders.</li>
<li>Serve as a thought partner to leadership on workforce planning and talent strategy.</li>
<li>Promote a culture of continuous improvement and operational excellence in recruiting.</li>
</ul>
Success in This Role
<br><br>
<b>Success will be defined by the ability to:</b><br>
<ul>
<li>Establish a globally consistent recruiting system from Employer Branding to Onboarding</li>
<li>Improve hiring speed and candidate quality</li>
<li>Strengthen Greenfield’s employer brand</li>
<li>Deliver clear recruiting insights to leadership</li>
<li>Build a scalable talent acquisition function that supports company growth</li>
</ul>
<b>Total Compensation & Care:</b><br>
<ul>
<li>Base salary dependent on experience and demonstrated performance</li>
<li>Formal and informal training opportunities</li>
<li>Comprehensive health and dental benefits</li>
<li>Income protection: short- and long-term disability coverage, life insurance, paid personal sick time</li>
<li>Vacation time exceeding industry standards</li>
<li>Company funded retirement savings program with individual contribution opportunities</li>
<li>Meaningful and challenging work</li>
<li>Curated intentional culture focused on growth and development, engagement, and communication</li>
</ul>
About Us
<br>We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction.
<br><br>
Core Principles
<br><ul>
<li>Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers.</li>
<li>Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements.</li>
<li>Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals.</li>
<li>Agility: Our team is not only fast, we has the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions.</li>
<li>Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards.</li>
</ul>
At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.

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