Hello J***h, I’m J***e, an HR recruiter at StrategyBrain. I came across your strong track record founding and leading PPRT-Pain Physician Recruitment Team and your broader work in healthcare talent acquisition. We’re partnering with M***n P***s on a Director of Physician Talent Acquisition and Strategy role, and your background seems like an excellent fit. Would you be open to a brief conversation to explore this opportunity?

Hi J***h, Great to hear you’re interested. Before our call, here’s a quick overview of M***n P***s and the Director of Physician Talent Acquisition & Strategy role: Company Snapshot • Mid-sized, data-driven healthcare recruitment firm connecting top physicians with leading providers nationwide • Collaborative culture, robust analytics tools and dedicated research support • Competitive salary, bonus structure, benefits and long-term incentive opportunities Role Highlights 1. Strategy & Execution , Build and roll out physician recruitment plans across pain management (leveraging your PPRT expertise) and additional specialties to meet evolving client needs 2. Team Leadership , Manage, mentor and scale a team of recruiters; set performance goals and ensure exceptional candidate experiences 3. Partnerships , Forge and deepen relationships with hospitals, clinics and professional associations to grow our talent pipeline 4. Data-Driven Insights , Analyze workforce trends and metrics to refine recruitment frameworks and support business development 5. Influence & Growth , High-visibility position with direct input into M***n P***s’s strategic direction and room to expand your scope into senior leadership This role taps directly into your track record founding PPRT and running multi-specialty recruitment initiatives, while offering a platform to scale a broader team and shape national strategy. Does this overview align with what you’re looking for? Any areas you’d like to dive deeper into on our call? I’m available for a 20-minute conversation: • Tuesday 10:00 AM PST • Wednesday 2:00 PM PST Let me know which time works best (or suggest another), and I’ll send a calendar invite. Looking forward to speaking! Best, J***e HR Recruiter, StrategyBrain

Hi J***h, Thanks for the quick reply,and glad this aligns with your background. Here’s what I can share: Salary range • Base: $140,000,$165,000, depending on experience • Bonus: Annual performance bonus • Long-term incentives: Equity or deferred compensation opportunities Remote/Hybrid setup • Flexible hybrid model: Typically 2,3 days per week in our Seattle office, with the rest fully remote • Occasional travel to client sites or industry events I’ll send a calendar invite for Tuesday at 10:00 AM PST. Let me know if you have any other questions before then,I look forward to our conversation. Best, J***e HR Recruiter, StrategyBrain

Hi J***h, Great questions,happy to share more detail: 1. Equity/Deferred Comp Vesting - You’d receive an annual equity grant (or deferred comp award) that vests over four years: • 25% cliff at the one‐year mark • Remaining 75% vests in equal quarterly installments over years two through four - Deferred comp awards follow the same schedule and are tied to both individual and company performance metrics 2. Team Size & Structure - Direct reports: 5 full-cycle recruiters (2 focused on pain management, 3 covering other key specialties) - Indirect support: 2 research analysts and a dedicated sourcing specialist who partner with your team - As Director, you’ll set goals, mentor, and coach this group, with headcount growth planned,expect to expand to 8,10 recruiters over the next 12,18 months Let me know if you’d like any more color before our call Tuesday at 10 AM PST. Looking forward to diving deeper! Best, J***e HR Recruiter, StrategyBrain

Hi J***h, Happy to break those out for you. The deferred‐comp vesting is tied to a balanced scorecard of individual, team and company metrics: 1. Individual & Team Placement Goals - Quarterly placement targets for you and your direct reports (e.g. number of physician hires) - Aggregate annual placement goal that scales with headcount growth 2. Revenue & Margin Targets - Quarterly revenue milestones based on placement fees (threshold, target and stretch levels) - Gross margin percentage to ensure profitable growth 3. Efficiency Metrics - Average time‐to‐fill (we benchmark against industry norms) - Submittal‐to‐placement ratio to gauge screening effectiveness 4. Client & Candidate Experience - Client satisfaction scores (NPS or CSAT) on every engagement - Candidate feedback ratings to maintain a best-in-class experience 5. Strategic Partnership Milestones - Number of new hospital/clinic relationships established in key markets - Expansion of specialty pipelines (pain management plus two new focus areas) Vesting Triggers - Threshold (“partial vest”): ~75% of target metrics - Target (“full vest”): 100% of all metrics - Stretch (“accelerated vest”): ≥120% of target Year-One Team Growth Targets - Ramp direct-report headcount from 5 to 8 full-cycle recruiters - Drive a ~25% increase in total physician placements company-wide - Secure at least 8,10 net-new client partnerships across pain management and two additional specialties I’ll be happy to dive into any of these numbers or benchmarks on our call Tuesday at 10 AM PST. Looking forward to it! Best, J***e HR Recruiter, StrategyBrain

Hi J***h, Here are the numbers we’ll dive into on Tuesday: 1. Quarterly Placement Targets • Per recruiter , Threshold: 2 placements , Target: 3 placements , Stretch: 4 placements • Team total (5 direct‐report recruiters) , Threshold: 10 placements , Target: 15 placements , Stretch: 20 placements 2. Average Time‐to‐Fill Benchmark • Target: 90 days from req to start • Threshold: 100 days • Stretch: 80 days Looking forward to walking through these on Tuesday at 10 AM PST. Talk soon! Best, J***e