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 focused primarily on Urgent Care provider recruitment across New England. The role leads strategy and execution for recruiting physicians, nurse practitioners, and physician assistants, 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 sourcing strategies, and advises hiring leaders. The Lead Talent Acquisition Partner also elevates provider recruiting practices, contributes to broader Talent Acquisition initiatives, and mentors other recruiters. Responsibilities span full-cycle provider recruiting, strategic sourcing, stakeholder partnership, recruiting team support, data and reporting, ATS accuracy, and coordination of provider onboarding.

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, including skill in sensitive conversations, offer negotiation, and candidate closing.
Knowledge of provider compensation, competitive recruiting activity, candidate availability, and market dynamics, and ability to apply it 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 as a team resource and mentor.
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.
Commitment to representing ConvenientMD authentically, maintaining confidentiality, and providing an exceptional experience to candidates, hiring leaders, and the organization.

Nice To Haves

Healthcare recruiting experience is strongly preferred.
Urgent Care recruiting experience is 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 in competitive markets.
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 to establish 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.
Develop sourcing strategies for the Urgent Care provider market using networks, organizations, training programs, job boards, social platforms, referrals, events, and other channels.
Build 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 adjustments to recruiting strategies, compensation positioning, sourcing, and candidate messaging.
Support provider networking, recruitment events, and employer-brand initiatives.
Advise Medical Directors, Operations leaders, Practice Managers, and Talent Acquisition leadership on recruiting.
Translate staffing needs, workforce priorities, clinic growth plans, and market-specific challenges into recruiting strategies.
Use recruiting data, market intelligence, and candidate feedback to influence hiring decisions and challenge assumptions when appropriate.
Provide stakeholders with pipeline updates, market insights, risks, and recommendations.
Partner with Medical Leadership to improve provider job descriptions, interview competencies, selection processes, and candidate experience.
Collaborate with Marketing to strengthen provider recruiting materials, messaging, and employer-brand positioning.
Serve as a provider-recruiting subject matter expert and resource to the Talent Acquisition team.
Mentor and support recruiters on complex provider searches and share practices that improve team capability and consistency.
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 across the Talent Acquisition team.
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, evaluate strategy effectiveness, and develop solutions.
Maintain accurate and timely candidate and recruiting activity in the ATS.
Follow established recruiting 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 coverage.
Dental coverage.
Vision 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.
Access to employer rewards and discounts on services and products, including hotels, travel, entertainment, and restaurants.
Collaborative team environment that encourages professional growth.