Executive Recruiter

Orthodontic Experts Management LLC•Des Plaines, IL

9d•$65,000 - $70,000•Hybrid

About The Position

The Executive Recruiter is responsible for developing and executing strategic recruitment initiatives to identify, attract, and secure top-tier talent for executive, leadership, management, and other high-level or critical positions across the organization. This role requires a strong background in executive or professional recruiting, exceptional relationship-building skills, and the ability to partner effectively with senior leaders and hiring managers to understand organizational talent needs. In addition to managing the full recruitment lifecycle, the Executive Recruiter will serve as a key relationship partner for newly hired employees, supporting their transition into the organization and helping foster a positive experience from recruitment through onboarding and integration. This is a strategic, high-impact role that supports the organization's continued growth, leadership development, and long-term talent strategy.

Requirements

Bachelor's degree in human resources, Business, Healthcare Administration, or related field preferred.
3+ years of experience in healthcare or executive recruiting; dental experience preferred.
Demonstrated success with high-volume or multi-location clinical recruitment.
Strong communication, negotiation, and relationship-building skills.
Ability to travel to practice sites, schools, and industry events as needed.
Proficiency with applicant tracking systems (ATS), LinkedIn Recruiter, and digital sourcing tools.

Responsibilities

Develop and execute comprehensive recruitment strategies to identify and attract highly qualified candidates for executive, senior leadership, management, and other high-level or business-critical positions throughout the organization.
Partner with Executive Leadership and hiring managers to understand position requirements, organizational needs, leadership competencies, and the experience necessary for successful candidates.
Utilize multiple sourcing channels, including professional networking, referrals, industry associations, executive search resources, job boards, professional events, and social media, to identify and engage qualified candidates.
Proactively identify and engage passive candidates whose experience and professional capabilities align with current and anticipated organizational needs.
Manage the full recruitment lifecycle, including sourcing, screening, interviewing, coordinating interviews with organizational stakeholders, reference checks, offer development, and offer negotiations.
Maintain a strong understanding of the competitive talent landscape, market conditions, compensation trends, and recruiting practices for executive and high-level positions.
Maintain professionalism, discretion, and confidentiality throughout searches, particularly when managing sensitive or confidential leadership recruitment.
Develop and maintain a strong pipeline of executive, leadership, management, and other high-level talent to support current openings, succession needs, and anticipated organizational growth.
Build long-term relationships with prospective candidates, professional organizations, industry contacts, referral sources, and other talent networks.
Maintain an active database of qualified prospective candidates for future leadership and critical organizational opportunities.
Proactively identify talent for positions that may be difficult to fill or critical to the organization's future growth.
Attend relevant networking events, conferences, career events, and professional meetings to represent the organization and expand its executive talent network.
Partner with leadership to anticipate future talent needs and develop proactive recruitment strategies accordingly.
Serve as a trusted relationship partner for newly hired employees, supporting communication, engagement, and a positive transition into the organization.
Establish regular touchpoints with new hires following acceptance of employment and throughout the onboarding and introductory period to assess their experience, answer questions, and identify potential concerns.
Build strong relationships with newly hired employees at all levels of the organization to help promote engagement, connection, and successful integration into the company.
Partner with Human Resources, hiring managers, Operations, and Executive Leadership to ensure a positive and consistent new-hire experience.
Maintain appropriate follow-up with new hires to understand their transition into the organization and identify opportunities to strengthen recruitment and onboarding practices.
Proactively communicate concerns, feedback, or potential retention risks to the appropriate internal stakeholders and assist in coordinating solutions.
Gather feedback from new employees regarding their recruitment and onboarding experience and provide recommendations for continuous improvement.
Present employment opportunities and compensation packages effectively, ensuring alignment between candidate expectations, organizational needs, and established compensation structures.
Partner with Human Resources and hiring leaders in the development, approval, and delivery of competitive employment offers.
Manage offer negotiations professionally and strategically to support successful candidate acceptance while maintaining alignment with organizational guidelines.
Coordinate the transition from candidate to new hire, ensuring all appropriate stakeholders are informed and prepared for onboarding.
Track recruitment activity, candidate progress, sourcing effectiveness, and hiring data through the applicant tracking system (ATS) and other applicable systems.
Monitor and report on key recruiting metrics, including time-to-fill, time-to-hire, candidate pipeline strength, sourcing effectiveness, offer acceptance rates, and new-hire retention indicators.
Evaluate recruitment trends and results to identify opportunities for process improvement.
Provide meaningful insights and recommendations to leadership regarding recruiting strategy, workforce needs, talent availability, and future hiring priorities.
Demonstrate a high level of professionalism, discretion, confidentiality, and sound judgment when interacting with candidates, employees, and organizational leadership.
Provide high-level professional verbal and written communication in all interactions.
Work independently while effectively managing multiple searches, competing priorities, and time-sensitive recruitment activities.
Remain flexible and responsive to changing organizational talent needs and priorities.
Travel to company locations, professional events, recruiting events, and other business-related activities as required.
Provide general administrative support for the Human Resources and Operations departments.
Perform other duties and responsibilities as assigned.

Benefits

Ability to utilize a company vehicle for business travel (contingent upon a successful MVR background check)
Hybrid opportunities after 90 days of employment
Paid Time Off
Holiday Pay
Medical, Dental, Vision, and Life Insurance
Accident Insurance
Short-Term Disability
Long-Term Disability
Employee Assistance Program
Health Savings Account
Dependent Care Account
401(k) and matching
Pet Insurance
Tuition Assistance Program
Identity Theft Protection
MetLife MetLaw Legal Insurance
Transit Reimbursement - Commuter Account
Free and discounted Orthodontic Treatment (After 1 year of employment)