Director of Provider Recruitment

VCU Health•Richmond, VA

About The Position

The Director of Provider Recruitment is a strategic leader responsible for designing and executing a comprehensive enterprise-wide provider recruitment strategy that supports the clinical, academic, and research missions. This role partners closely with executive leadership and department chairs to anticipate workforce needs, drive effective and compliant recruitment processes, and ensure timely placement of high-quality providers. The Director balances market competitiveness, faculty excellence, candidate experience, and financial stewardship while improving time-to-fill, recruitment reach, and retention. A core accountability is building and leading a high‑performing provider recruitment organization, with responsibility for the people, structure, and operating discipline required to deliver recruitment at scale.

Requirements

Bachelor’s degree required
5+ years of provider recruitment experience, including leadership roles.
Experience in a large health system.
Strong understanding of provider workforce planning and faculty appointment structures.

Nice To Haves

Master’s degree preferred.
Experience with digital recruitment platforms and CRM tools.
Experience supporting multiple clinical departments and subspecialties.

Responsibilities

Partner with executive and clinical leadership to develop multi-year provider workforce plans aligned with clinical growth, service line expansion, succession planning, and academic priorities.
Translate institutional strategy into annual provider recruitment plans by specialty, subspecialty, geography, and strategic growth initiatives.
Use market data, knowledge of contracting markets, workforce fluctuations and strategic growth strategy to inform recruitment prioritization.
Lead end-to-end provider recruitment for faculty and employed providers, including search strategy, candidate sourcing, screening, and interview coordination.
Ensure recruitment processes are efficient, standardized, and scalable while allowing appropriate customization by specialty.
Proactively manage recruitment pipelines to reduce vacancy duration and operational disruption.
Oversees use of external provider search firms, including making the first pass determining when search firm engagement is appropriate, recommending firm selection, establishing performance expectations, and overseeing search firm execution to ensure alignment with institutional strategy, quality standards, and candidate experience.
Establishes and coordinates marketfacing recruitment strategies, including conferencebased recruiting, to build sustainable provider pipelines and enhance institutional visibility.
Provides ongoing oversight, prioritization, and adjustment of recruitment activities to ensure alignment with organizational strategy and effective deployment of recruitment resources.
Ensure recruitment work is appropriately distributed, prioritized, and managed across the recruitment team to maximize effectiveness, prevent burnout, and ensure consistent service delivery to clinical departments.
Build, lead, and continuously develop a highperforming provider recruitment organization with the capacity, skill mix, and structure required to support recruitment across 19 clinical departments.
Establish a clear team operating model, including defined roles, recruiter specialization (e.g., by department, specialty, or role type), and scalable coverage models.
Set clear performance expectations and accountability standards for recruiters, including productivity, quality, responsiveness, and candidate experience.
Coach and develop recruitment leaders and staff through ongoing performance management, professional development, and succession planning.
Assess and evolve team structure, staffing levels, and capabilities in response to changing recruitment volume, market conditions, and strategic priorities.
Foster a culture of ownership, discipline, collaboration, and continuous improvement within the recruitment team.
Serve as the escalation point for complex searches, performance challenges, or resource constraints impacting recruitment delivery.
Partner with Faculty Affairs and department leadership to ensure alignment with faculty tracks, appointment criteria, promotion expectations, and academic deliverables.
Support recruitment of provider-scientists, clinician-educators, and subspecialists critical to the AMC’s academic mission.
Design, implement, and oversee a comprehensive provider onboarding process from offer acceptance through 90 days post-start date.
Coordinate across HR, Medical Staff Services, IT, Finance, and clinical departments to ensure a seamless onboarding experience.
Establish onboarding milestones, escalation pathways, and feedback mechanisms to support early productivity and retention.
Design and intentionally curate web-based recruiting tools and platforms to enhance reach, efficiency, and effectiveness of provider recruitment.
Oversee provider recruitment web presence, including career site content, specialty pages, and system integrations.
Use digital analytics to assess engagement, source effectiveness, and recruitment funnel performance.
Monitor and manage recruitment performance at both the enterprise and team level, including time‑to‑fill, vacancy rates, candidate experience, early‑tenure attrition, and recruiter productivity.
Use data to refine recruitment strategy and optimize onboarding and digital effectiveness.