Doctor Recruiter

Specialty1 Partners•Houston, TX

7d•$90,000 - $100,000

About The Position

The Doctor Recruiter is responsible for driving the full recruitment life cycle for dental specialists within their assigned regions. This role requires an individual who excels at generating their own pipeline, building relationships quickly, influencing candidate decisions, and guiding candidates through the full process to a signed agreement. The purpose of this role is to sign doctors. Success is measured by the Recruiter’s ability to proactively generate leads, maintain consistent pipeline activity, communicate our value effectively, negotiate aligned opportunities, and secure signed employment agreements. This position operates with a high degree of autonomy and independence, requiring ownership over outcomes, strategy, communication, and regional success.

Requirements

Experience in a recruiting, sales, or business development environment where outcomes depend on proactive outreach, relationship building, and guiding candidates through a full-cycle decision process.
Demonstrated ability to generate their own leads and maintain a strong, active pipeline.
Strong negotiation skills with the ability to influence decisions and guide candidates toward aligned opportunities.
High level of independence, self-management, and ownership of results.
Excellent written and verbal communication skills, including persuasive outreach and clear reporting to leadership and Partner Doctors.
Strong organizational skills with the ability to manage multiple openings and a dynamic pipeline simultaneously.
Analytical mindset with the ability to interpret performance metrics, identify barriers, and adapt strategies.
Ability to build credibility and trust with candidates, Partner Doctors, executives, and cross-functional teams.
Monthly travel to University, convention, and other recruiting focused events.

Responsibilities

Manage all openings within assigned regions from initial outreach through signed agreement.
Consistently generate new leads through outbound engagement, job boards, sourcing tools, social media, referrals, networking, and relationship building.
Build rapport quickly with prospective specialists, understand their goals, and communicate opportunities in a compelling and influential way.
Guide candidates through each step of the process, maintaining strong momentum and engagement.
Present opportunity details and compensation clearly, address concerns, and navigate discussions toward aligned decisions.
Maintain ongoing communication with Partner Doctors and operations leaders to ensure opportunities are positioned accurately and effectively.
Track and maintain detailed activity metrics including outreach, follow-ups, active candidates, interviews, offers, and signed agreements.
Provide timely updates and insights to key stakeholders such as Partner Doctors, executives, and leaders across the organization.
When pipeline volume is low, clearly articulate the reasons using data, trends, and outreach metrics. As well as plans for pipeline development and growth.
Adjust approach as needed based on performance indicators, stakeholder feedback, and candidate behavior.
Maintain accurate dashboards, scorecards, and documentation reflecting true pipeline status and progress.
Attend specialty meetings, industry events, and university or residency programs within assigned territories to strengthen relationships and expand pipeline opportunities.
Build long-term relationships with Residents, program directors, faculty, and professional organizations.
Represent Specialty1 Partners with professionalism, clarity, and influence to create interest and trust among potential candidates.
Continuously gather and analyze trends in candidate feedback to understand motivators, hesitation points, compensation expectations, relocation concerns, practice preferences, and decision drivers across specialties.
Monitor competitor offerings, recruiting tactics, compensation models, signing incentives, and program structures to understand how the broader specialty landscape is shifting.
Track market conditions within assigned regions—including talent availability, residency class sizes, program output, and regional economic factors—to anticipate challenges and adjust strategy proactively.
Identify patterns affecting pipeline activity such as response rates, source effectiveness, seasonal cycles, and common barriers to conversion.
Communicate insights regularly to Talent leadership, Partner Doctors, and other key stakeholders, providing clear summaries of what is happening in the market and why.
Recommend proactive adjustments to compensation positioning, messaging, sourcing strategies, follow-up cadence, or opportunity framing to increase interest and improve conversion rates.
Use feedback and data to strengthen the organization’s competitive positioning, refine value messaging, and continuously elevate the candidate experience.