• Outline and develop full lifecycle of recruitment to decrease time to fill and enhance candidate experience.• Staff 40 positions in 4 days for new restaurant opening. Staff all 100+ positions in 3 weeks.• Develop recruitment strategy for all upcoming stores to meet target for training timeline.• Communicate with managers from 14 open stores to increase visibility of recruitment team and ensure staffing needs are being met.• Develop tracking spreadsheets for new store openings and management requisitions.• Manually track all candidates for management positions in leu of ATS system.• Post all open positions on Indeed and manually close them when filled.• Ensure all ads are within budget. Strategically posting, pausing, and closing ads to optimize resources being used.• Assist candidates through entire recruitment life cycle leading up to day 1 of training.• Assist in the development of the ATS prior to launch.

• Conduct initial phone screen of new candidates, then schedule virtual interview with Recruiters, or Hiring Manager.• Visualize sourcing data to ensure personal understanding of successful recruitment strategies.• Pull ad-hoc reports as needed.• Intentionally source candidates for hard to fill fill and specialized positions.• Review candidate applications to narrow down candidate pool.• Act as a point of contact for all candidates needing assistance to efficiently resolve issues and fill gaps in information.• Collaborate with collogues to track sourcing data.• Coordinate and run virtual career fairs. • Ensure recruiters are compliant with licensure and education checks on an ad hoc basis.• Promote and follow the standard process of work developed for the TA team.

• Act as a customer service point of contact for new hires regarding all onboarding needs.• Coordinate with other team members to ensure all onboarding tasks are being examined; assigns roles when Leads are not present.• Process referrals, I9s, E-Verifies, Streamlines, and Sterling background check reports in a timely manner while attending to the small details within each process.• Re-schedule drug screenings for new hires within 30 days of their start date.• Communicate with HR Business Partners and Recruiters to guarantee candidates are able to start on time.• Check details in candidate profile within Access to ensure accuracy on the final report.• Report any inconsistencies throughout the onboarding process to direct supervisor; collaborate on various solutions.• Train new hires on all onboarding processes, emphasizing attention to detail and consistency.