The RoleThis role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone.Who You AreYou’re a recruiter who runs toward hard searches, not away from them. You don’t wait for a hiring manager to tell you the pipeline is thin; you’ve already been building it. You care about candidate experience not because someone told you to, but because you know it directly reflects the company you’re representing.Specifically, you’re someone who:Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet.Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it.Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering.Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it.Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people.You've closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones.You push back on unrealistic job descriptions and earn hiring managers' trust by delivering anyway.You've worked in a fast-paced, high-growth technology company and want more of it — not less.You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them.Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating.The RoleYou’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.What You’ll DoMeet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from thereSource candidates proactively,  LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opensKeep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possibleScreen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summaryCoordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarilyAdminister pre-employment assessments for applicable roles and help interpret results alongside the hiring teamConduct structured reference checks for finalist candidatesExtend and negotiate offers; close candidates with confidence and honestyKeep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracksTrack your metrics,  time-to-fill, source of hire, offer acceptance rate, and use the data to keep improvingRepresent Expert Institute well to every candidate, every time, regardless of the outcome