Performance to succeed today. Technology to lead tomorrow. Epiroc is your partner for mining and infrastructure equipment.~Design and execute comprehensive engineering recruiting strategies aligned with company growth objectives~Develop and optimize recruiting processes, including candidate experience, interview methodologies, and assessment techniques~Collaborate closely with hiring managers and leadership to understand evolving talent needs and skill requirements proactively~Implement data-driven recruiting metrics and analytics to continuously improve hiring effectiveness~Conduct detailed market research and talent mapping to understand industry trends, competitors, and emerging talent pools~Build and manage talent pipelines by proactively sourcing passive candidates and creating a robust talent pipeline~Engage with potential candidates to build relationships, providing an outstanding experience from initial outreach through to the final stages of the recruitment process~Work closely with TA leadership, hiring managers and BU management teams to align on sourcing goals, candidate profiles, and market insights, ensuring a seamless recruitment process

• ams OSRAM is a Global leader in Semiconductor Integrated-Circuit Design of Sensors and LED products for Automotive, Consumer, Medical and Industrial clients• Responsible for all aspects of the recruitment process, including supporting hiring managers on how to create a staff request to be submitted for global MB/HR approval, auditing job contents, crafting and finalized job descriptions prior to opening/posting requisitions• Responsible for supporting In-Direct / Full-time job requisitions throughout the US, Canada, Mexico and Brazil along with strategic talent acquisition opportunities in multiple European locations • Trained and mentored a team of US, EU and Malaysian recruiters and recruiting coordinators • Ensured US Government Compliance Regulations were being met throughout the US and was responsible for filing the Affirmative Action Planning (AAP), Employer Information Report (EEO-1) and VETS-4212 Federal Contractor Reporting• Collaborated with Business Executives, Senior Directors & Managers along with US & Global HRBPs to understand current & potential business needs • Scheduled and attended University and Diversity career events • Provided Hiring Managers & Global HRBPs with in-depth regional insight for each position in terms of internal compensation ranges and market expectations within the US • Recommend, negotiated and closed offers by selling ams-OSRAM’s compensation philosophy, culture, unique impact of the opportunity and what differentiated us from the competitors• Between Jan 1, 2024 through Sept 1. 2024, personally supported and filled 60+ In-Direct positions, 8 Internships and 5 New College Graduate roles.• Continuously reviewed and optimized recruitment processes to enhance efficiency, effectiveness and provided recommendations for process improvements

Support the Samsung Mobile R&D group with offices in Austin & San Jose. Primary focus is on sourcing and hiring specialists in GPU software & hardware engineering in areas such as architecture, circuit design, RTL-logic design, physical design, verification, integration and implementation.

John Bradley is a Talent Acquisition Team Manager at Charles Schwab & Co. In his current role he strives to deliver innovative recruiting solutions for Schwab Technology Services.Our Values• Serve our clients in an ethical, empathetic and proactive way.• Strive to find innovate to help improve the client experience.• Respect fellow employees and reinforce the power of teamwork.• Be good stewards of the resources entrusted to us – client assets, our brand, and stockholder value.Looking to connect with prospective talent in the following areas:Managing Directors - Software DevelopmentSenior Managers - Software DevelopmentSolution ArchitectsSoftware Development Engineers (Java & C#.NET)Quality Assurance EngineersTest EngineersScrum MastersBusiness AnalystSystem AnalystSystem EngineersTalent Consulting Specialties: • Partnering with Senior leaders to identify how changes in business strategy impact talent needs• Partner with Talent Advisors to provide strategic recruiting plans for their assigned business groups, based on strategic priorities, business needs and workforce plans• Lead Talent Advisors in generating innovative ideas, leveraging resources, and sharing information in order to develop effective sourcing strategies and candidate profilesInterested in opportunities with Schwab? Please visit our LinkedIn company page or www.aboutschwab.com/careers

Texas Instruments (TI) is a global analog and digital semiconductor IC design and manufacturing company.Experienced Recruiting• Responsible for working with Human Resource Managers and Hiring Managers to create and post job requisitions• Conduct regular meetings with Hiring Managers to ensure adequate candidates are being sourced based on business needs• Source candidates via internet, referrals, job boards, LinkedIn, internal database, cold calling into companies, and networking• Strong understanding of Boolean search strings• Primarily recruit Layout Engineers, Design Engineers, Verification Engineers, Validation Engineers, Product Engineers, System Engineers, Applications Engineers, Test Engineers, Sales Engineers, Field Applications Engineers and Product Marketing Engineers• Conduct in-depth interviews to evaluate technical candidates for personality/technical abilities against company and job requirements• Arrange travel and create interview schedules for perspective candidates• Create offer recommendations based on candidate expectations, job code salary ranges, taking into account internal employees current salary in order to keep internal equity and presenting/working with the HR manager & compensation to align on the job offerNew College Graduate & Intern Recruiting• Oversee the NCG & Intern recruiting process for TI’s Sales Organization and Business Unit Product Marketing Engineers • Conduct 1st round On-Demand and/or phone interviews to pre-screen candidates• Work with 120+ interviewers to conduct 2nd round Live Virtual interviews• Pre-plan onsite interviews from the end of September to the end of March• Work with the On-Campus recruiting team to develop on-campus strategy plans • Collect virtual interview feedback and create the onsite interview schedule• Work with the onsite interviewers to make hire/no-hire decisions

We develop reliable solutions that reduce development time, increase efficiency and maximize your IT spend. We offer flexible delivery models — on-site, off-site, off-shore or a hybrid:• Application Development & Integration• Enterprise Resource Planning : End-to-end evaluations, upgrades, and implementations• Network, Infrastructure & Cloud Solutions• Hands-on New Business Development offering reliable solutions that reduce development time, increase efficiency and maximize IT spend.• Interface-directly with C-level Executives and management hierarchy such as CXO’s, VP’s, IT Directors and Program / Project Managers.• New business is self-generated through heavy cold-calling, and networking with leading industry professionals. • Cross-sale services with personally established clients.• Manage multiple self-generate accounts on a daily basis while continuing to generate New Business. • Client focus is Medium sized to Fortune 100 companies.

Sales Activities• Work directly with IT Directors, IT Managers & HR Recruiters in assisting with their hiring needs• Consistently increase sales by adding new clients and through repeat business• Obtain new clients by cold calling and referralsRecruiting Activities• Source candidates via internet, referrals, job boards, LinkedIn, internal database, cold calling into companies, and networking.• Conduct in-depth interviews to evaluate technical candidates for personality/technical abilities against company and job requirements.• Strong understanding of Boolean search strings.• Evaluate candidates meticulously for culture matches to ensure each candidate would be successful in the position.• Develop job requirements/job postings to cultivate high interest in position.• Recruit candidates locally, as well as on a national level.• Actively participate in various networking groups to source candidates.• Interview perspective candidates both in-person and via telephone.• Volunteer time by helping candidates with their job search.