--0000000000002a5f1e06200c21db Content-Type: multipart/alternative; boundary="0000000000002a5f1c06200c21d9" --0000000000002a5f1c06200c21d9 Content-Type: text/plain; charset="UTF-8" Hi everyone! Thank you so much for taking the time to discuss the upcoming changes to the recruitment and onboarding process. I know there was a lot of information to digest, so I wanted to take a moment to recap the most critical changes and share the presentation that was reviewed. - Recruitment will align efforts with requests submitted by operations. Requests to include information regarding ongoing needs, as well as unique needs that exist in each market. Assigned recruiter will maintain ongoing communication with the markets they support to ensure awareness of changes in need. Spreadsheet to track requests will be provided by recruitment and can be customized as needed. - Local hiring manager involvement in CG interviews to ensure quality standards are met and increase % of hired CGs who move to billable shift. We will need each market to assign an individual(s) to provide 4 hours of availability each week (2 hours one morning and 2 hours one afternoon). Recruiters will schedule candidates they have pre-screened for virtual interviews in 20 min time slots. Markets with 80% Hired to Start ratio (currently or as achieved in the future) may exempt themselves from this request. Recruitment to provide Hiring Manager Interview Guide and Interview Feedback Form, along with multiple options to attend training on these documents. - Onboarding forms and pre-employment screening (Accurate and any state specific requirements) currently completed by recruiters will be transitioned to dedicated HR Compliance Team comprised of 4 HR Compliance Specialists. Historical hire volume indicates each Compliance Specialist will need to process approximately 40 hires/week, a reasonable number for someone dedicated to this work. Removing this workload from recruiters will allow us to increase their productivity target to a minimum of 20+ hires/month and assign recruiters to larger geographic territories, thereby reducing the overall number of recruiters and recruitment leaders needed to support CG recruitment. The number of CG recruiters needed in each region was determined by assuming each recruiter can achieve a minimum of 20 hires/month and comparing this against historical volumes in each market. We will be able to accommodate future growth by working to ramp recruiters up to 30-40 hires/month (which is achievable in this new model) and consistently monitoring recruiter production against local market demand to determine need for additional recruitment support in the future. - Any recruiter led orientations will transition to local market teams to allow continued recruiter focus on recruitment activities and facilitate local market connection to their CG community. One item that was not discussed is where recruiters will be located in the new model, which will be handled on a case by