Director of Recruiting

AMN Healthcare•Remote - FL, FL

2d•$86,000 - $107,000•Hybrid

About The Position

Welcome to AMN Healthcare — Where Talent Meets Purpose Ever wondered what it takes to build one of the largest and most respected healthcare staffing and total talent solutions companies? It takes trailblazers, innovators, and exceptional people like you. At AMN Healthcare, we don’t just offer jobs — we build careers that make a difference. Why AMN Healthcare? Because Excellence Is Our Standard: Named to Becker’s Top 150 Places to Work in Healthcare — three years running. Consistently ranked among SIA’s Largest Staffing Firms in America. Honored with Modern Healthcare’s Innovators Award for driving change through innovation. Proud holder of The Joint Commission’s Gold Seal of Approval for Staffing Companies since 2006 Job Summary The Director, Revenue Cycle Solutions Recruiting is responsible for leading talent acquisition strategy and recruiting operations supporting the Revenue Cycle Solutions (RCS) business. This role oversees recruiting teams responsible for delivering healthcare professionals and consultants across Coding, Clinical Documentation Improvement (CDI), Case Management, Denials Management, Registry, Interim Leadership, and Consulting Services. The Director partners closely with Sales, Account Management, Workforce Management, Operations, and Executive Leadership to develop scalable recruiting strategies that drive revenue growth, improve fill rates, enhance candidate quality, and support exceptional client and consultant experiences. This leader is accountable for recruiting performance, consultant deployment, team productivity, workforce planning, and building sustainable talent pipelines that support current and future business growth objectives.

Requirements

Bachelor's degree in Business, Healthcare Administration, Human Resources, or a related field, or equivalent combination of education and experience.
7+ years of talent acquisition or recruiting leadership experience.
5+ years leading recruiting or talent acquisition teams within healthcare staffing, workforce solutions, healthcare operations, or related industries.
Demonstrated success managing recruiting organizations with accountability for revenue performance, fill rates, and talent fulfillment objectives.
Experience developing and executing workforce planning and recruitment strategies.
Experience managing KPIs, productivity metrics, and performance improvement initiatives.
Strong analytical, operational, and strategic leadership capabilities.
Exceptional communication, stakeholder management, and relationship-building skills.

Nice To Haves

Experience within Revenue Cycle Management (RCM), Health Information Management (HIM), Medical Coding, Clinical Documentation Improvement (CDI), Case Management, Denials Management, or related healthcare specialties.
Experience within healthcare staffing, workforce solutions, managed services, outsourcing, consulting, or talent solutions organizations.
Experience supporting large healthcare systems, enterprise clients, or national workforce programs.
Experience implementing recruiting technologies, automation platforms, CRM systems, applicant tracking systems, or AI-enabled recruiting solutions.
Advanced degree or relevant industry certification.

Responsibilities

Develop and execute recruiting strategies aligned with Revenue Cycle Solutions growth objectives and annual operating plans.
Lead workforce planning initiatives to support current and forecasted talent demand across all RCS service lines.
Build scalable recruiting processes, workflows, and sourcing strategies that improve recruiting effectiveness and efficiency.
Partner with executive leadership to identify emerging talent needs and market opportunities.
Drive continuous improvement initiatives that enhance candidate quality, speed-to-fill, recruiter effectiveness, and consultant deployment.
Support new service line launches and expansion initiatives within the healthcare revenue cycle market.
Recruit, develop, coach, and retain a high-performing team of recruiters and recruiting leaders.
Establish clear performance expectations, key performance indicators (KPIs), and accountability measures.
Implement onboarding, training, and professional development programs that enhance recruiter performance and career growth.
Develop future leadership talent through mentoring, succession planning, and leadership development initiatives.
Foster a culture of accountability, collaboration, innovation, and performance excellence.
Lead recruiting performance against established business objectives, including: Revenue generation Fill rate Time-to-fill Talent on assignment (TOA) Candidate conversion rates Submittal-to-placement ratios Recruiter productivity Consultant retention and redeployment
Monitor recruiting pipelines and proactively mitigate fulfillment risks.
Partner with Account Management teams to prioritize high-value client opportunities and ensure fulfillment alignment.
Balance recruiting capacity and market demand to maximize business performance and client satisfaction.
Drive adoption and optimization of recruiting technologies, automation tools, and AI-enabled recruiting solutions.
Analyze recruiting and business performance data to identify trends, risks, and opportunities.
Optimize recruiting workflows and operational processes to improve scalability and profitability.
Partner with Workforce Management and Operations leaders to enhance consultant experience and engagement.
Implement process improvements that support business growth and operational efficiency.
Collaborate with Sales, Account Management, and Operations leaders to develop workforce solutions strategies.
Participate in strategic client discussions and workforce planning initiatives as needed.
Support solution design and talent acquisition planning for large-scale client opportunities.
Develop recruiting strategies tailored to specialized revenue cycle disciplines and client requirements.
Serve as a trusted advisor and strategic partner across the Revenue Cycle Solutions leadership team.
Monitor healthcare workforce trends, labor market conditions, and competitive intelligence.
Evaluate and implement emerging recruiting technologies, sourcing strategies, automation opportunities, and AI tools.
Develop strategic talent communities and long-term candidate pipelines.
Identify innovative approaches to talent acquisition, consultant engagement, and workforce planning.