Lead Talent Acquisition Partner - Provider Recruiting

ConvenientMD•Portsmouth, NH

About The Position

ConvenientMD is seeking a Lead Talent Acquisition Partner to serve as a recruiting subject matter expert, primarily focused on Urgent Care provider recruitment across New England. The role leads the strategy and execution of physician, nurse practitioner, and physician assistant recruiting, building provider pipelines, strengthening market presence, and partnering with Medical Leadership and Operations to meet current and future staffing needs. This hands-on, strategic role independently leads complex searches, influences hiring decisions, develops innovative sourcing strategies, and advises hiring leaders. The Lead Talent Acquisition Partner also helps improve provider recruiting practices, supports broader Talent Acquisition initiatives, and mentors other recruiters. The position owns full-cycle recruitment, develops targeted sourcing approaches, manages candidate and stakeholder relationships, uses market intelligence and recruiting data to guide strategy, and supports provider onboarding. It may also provide recruiting support for Advanced Primary Care and other critical searches based on business priorities.

Requirements

At least 3 years of recruiting experience, with demonstrated success recruiting physicians, nurse practitioners, and physician assistants.
Deep understanding of provider recruitment, including sourcing, candidate engagement, licensure considerations, compensation, competitive markets, and closing strategies.
Established provider network and strong knowledge of the New England market.
Ability to translate business and workforce needs into practical recruiting strategies and anticipate hiring challenges.
Ability to build trusted relationships with Medical Leadership, Operations, and hiring managers, provide recommendations, challenge assumptions, and influence decisions.
Experience identifying and engaging passive candidates through creative, targeted, relationship-driven sourcing strategies.
Clear, confident communication with candidates and stakeholders at all levels; ability to navigate sensitive conversations, negotiate offers, and close candidates.
Knowledge of provider compensation, competitive recruiting activity, candidate availability, and market dynamics, and ability to apply that knowledge to recruiting strategy.
Ability to build authentic candidate relationships and communicate the organization’s mission, culture, career opportunities, and total rewards.
Ability to use recruiting metrics and market data to evaluate pipeline health, identify challenges, and improve hiring outcomes.
Willingness to share expertise and support other recruiters.
Ability to independently manage multiple complex searches, competing priorities, and stakeholder relationships with strong follow-through and attention to detail.
Proficiency with ATS platforms, sourcing tools, recruiting technology, Microsoft Office, and data/reporting tools.
Ability to represent ConvenientMD authentically, maintain confidentiality, and deliver an exceptional experience for candidates, hiring leaders, and the organization.

Nice To Haves

Healthcare recruiting experience, with Urgent Care recruiting experience strongly preferred.

Responsibilities

Own full-cycle recruitment for Urgent Care and Primary Care physicians, nurse practitioners, and physician assistants across New England, from sourcing and outreach through offer acceptance and onboarding.
Develop and execute proactive, targeted recruiting strategies to attract active and passive provider candidates.
Build and maintain qualified provider pipelines for current vacancies, anticipated growth, new clinic openings, and ongoing workforce needs.
Manage relationships with high-priority and hard-to-fill candidates and represent ConvenientMD throughout the recruiting process.
Screen and assess candidates’ clinical qualifications, licensure, experience, availability, compensation expectations, and alignment with the organization’s culture and care model.
Partner with hiring leaders on interview and selection strategies and provide candidate assessments and recommendations.
Lead offer development, presentation, negotiation, and closing strategies.
Provide a responsive, transparent, high-quality candidate experience from outreach through onboarding.
Use networks, industry organizations, residency and training programs, job boards, social platforms, referrals, events, and other channels to source providers.
Establish and maintain relationships with medical schools, residency programs, professional organizations, and other provider talent sources.
Monitor New England provider market conditions, including candidate availability, compensation trends, competitive activity, geographic considerations, and emerging talent challenges.
Identify market trends and recommend changes to recruiting strategies, compensation positioning, sourcing, and candidate messaging.
Support provider networking, recruiting events, and employer brand initiatives.
Advise Medical Directors, Operations leaders, Practice Managers, and Talent Acquisition leadership on recruiting and workforce needs.
Translate staffing needs, workforce priorities, clinic growth plans, and market challenges into recruiting strategies.
Use recruiting data, market intelligence, and candidate feedback to inform hiring decisions and challenge assumptions when appropriate.
Provide stakeholders with pipeline updates, market insights, risks, and recommendations.
Partner with Medical Leadership to evaluate and improve provider job descriptions, interview competencies, selection processes, and candidate experience.
Collaborate with Marketing to improve provider recruiting materials, messaging, and employer brand positioning.
Serve as a subject matter expert and resource to the Talent Acquisition team on provider recruiting, sourcing, assessment, closing, and market strategy.
Mentor and support recruiters through complex provider searches and share best practices.
Lead or contribute to projects that improve the scalability, effectiveness, and quality of provider recruiting.
Identify opportunities to improve recruiting processes, tools, technology, sourcing strategies, and candidate experience.
Provide recruiting support across Advanced Primary Care and other critical searches when business priorities require it.
Model recruiting ownership, accountability, responsiveness, and partnership.
Own and monitor Urgent Care provider recruiting goals and KPIs, including pipeline health, sourcing activity, time-to-fill, offer acceptance, and hiring outcomes.
Use recruiting data to identify barriers, assess strategy effectiveness, and develop solutions.
Maintain accurate and timely candidate and recruiting activity in the ATS.
Ensure recruiting activity follows established processes, company policies, and applicable employment requirements.
Partner with HR and hiring leaders to complete provider pre-hire requirements and onboarding activities.

Benefits

Urgent care services at no cost to team members and their families.
Health insurance coverage.
Dental insurance coverage.
Vision insurance coverage.
Company-paid short-term disability.
Optional pet insurance.
401(k) match after one year of service.
Access to primary care, depending on location.
Educational Alliance with Purdue University Global and reduced tuition rates for team members and their families.
Employer rewards and discounts on services and products, including hotels, travel, entertainment, and restaurants.
Collaborative team environment that encourages professional growth.