Physician Recruiter

Central Ohio Primary Care•Westerville, OH

4d•Onsite

About The Position

Central Ohio Primary Care is seeking a full time Physician Recruiter at our central business office in Westerville, OH. The Physician Recruiter owns the complete life-cycle of provider talent acquisition. This role is accountable for building and sustaining a proactive pipeline of physician and Advanced Practice Provider (APP) candidates from early engagement within residency and fellowship programs through credentialing coordination, offer negotiation and successful placement within COPC’s primary care and specialty clinics. Serves as the primary relationship manager with academic medical centers, graduate medical education (GME) programs and professional networks; functions as a trusted advisor to clinical and operational leaders throughout the hiring process. This role operates with a high degree of autonomy and is expected to deliver results that directly support COPC’s strategic growth and workforce sustainability goals.

Requirements

Bachelor's Degree in Human Resources, Healthcare Administration, Business Administration, Communications, Education or a related field.
Minimum of 4 years of full-cycle physician and/or APP recruitment experience in a multi-site ambulatory, health system or ACO setting.
Direct healthcare experience engaging residency and/or fellowship programs as a sourcing and pipeline-building strategy.
Deep knowledge of physician and APP recruitment strategies, sourcing techniques, and provider workforce trends at local, regional, and national levels, including GME pipeline dynamics and specialty supply constraints.
Proficiency with applicant tracking systems (ATS), recruitment CRM platforms, and physician-specific sourcing tools; strong command of Microsoft Office Suite including Excel for metrics reporting and PowerPoint for leadership presentations.
Strong analytical acumen with the ability to build and interpret recruitment dashboards, track pipeline metrics, and translate data into actionable strategy recommendations for senior leadership.
Exceptional relationship-building and stakeholder management skills; demonstrated ability to build long-term trust with residency program directors, academic faculty, physician candidates and executive leadership alike.
Superior written, verbal, and interpersonal communication skills; ability to craft compelling recruitment messaging and represent COPC professionally to physician and APP candidates at all career stages.
Ability to collaborate effectively and influence without authority across physicians, executive leadership, clinic operations, credentialing, legal and external partners.
Strong presentation and facilitation skills, including comfort presenting to senior clinical and administrative leadership in formal and informal settings.
Excellent negotiation and influencing skills; ability to develop competitive compensation offers benchmarked to market data and navigate complex, multi-stakeholder offer conversations with professionalism and sound judgment.
Ability to manage a high-volume, multi-specialty recruitment portfolio simultaneously while maintaining rigorous attention to detail and meeting deadlines in a fast-paced, growth-oriented environment.
Self-directed, accountable, and results-oriented; proactively identifies opportunities to improve recruitment processes, candidate experience, and workforce outcomes with an innovative, continuous-improvement mindset.

Nice To Haves

Certification as a Fellow of the Association of Staff Physician Recruiters (FASPR), Certified Physician Recruiter Professional (CPRP) or HR certification (PHR/SPHR).
Familiarity with MGMA, AMGA or Sullivan Cotter physician compensation benchmarking tools.

Responsibilities

Own the end-to-end recruitment life-cycle for physician and APP positions from proactive sourcing and pipeline development through screening, structured interviews, site visit coordination, offer negotiation, and onboarding handoff; ensures a seamless and high-quality experience at every stage.
Build and manage a year-round, specialty-specific candidate pipeline by cultivating strategic relationships with residency program directors, fellowship coordinators, GME offices, and academic medical centers; maintain a living candidate database segmented by specialty, graduation year, and geographic preference to enable timely, targeted outreach.
Establish COPC as a preferred employer of choice within targeted residency and fellowship programs through consistent, value-added engagement including program visits, educational presentations, sponsorships and long-term relationship cultivation with program directors and trainees beginning in PGY-1 or PGY-2 years.
Represent COPC at national and regional residency recruitment fairs, specialty conferences (e.g., AAFP, ACOG, AAEM), and medical school career events; develop and deliver compelling organizational presentations that articulate COPC’s mission, culture, practice model and community impact to prospective providers.
Coordinate and facilitate comprehensive candidate site visits, including scheduling, travel logistics, clinic tours, community orientation, and structured meeting agendas with physician partners, department leadership and administrative stakeholders; serve as the single point of contact to minimize candidate uncertainty and attrition throughout the process.
Serve as a trusted advisor and primary point of contact for candidates from first contact through Day 1, ensuring responsive, transparent and mission-aligned communication; conduct structured screening to assess clinical fit, cultural alignment, career goals and community interests; prepare thorough candidate summaries for clinical leadership review.
Partner with the COO, CMO, and clinic operational leaders to identify current and projected provider staffing needs; translate workforce planning priorities into actionable, specialty-specific recruitment strategies with defined timelines, sourcing approaches and success metrics.
Research and synthesize national and regional market intelligence including physician compensation benchmarks (MGMA, AMGA, Sullivan Cotter), workforce supply/demand trends and competitor recruitment practices; present data-informed recommendations to leadership to ensure COPC’s offer positioning remains competitive.
Coordinate and manage seasonal recruiting events for COPC's outpatient and hospitalist divisions, including planning, logistics and follow-up activities.
Cultivate and maintain collaborative relationships with hospital recruiting departments, medical staffing firms, and external partners involved in joint or co-recruitment initiatives; evaluate and manage vendor partnerships, including contingency search and locum agencies, to supplement direct sourcing when needed.
Track, analyze, and report on key recruitment metrics including pipeline volume by specialty, time-to-fill, source-of-hire, offer acceptance rate and first-year retention; conduct quarterly recruitment dashboards for senior leadership review and perform post-placement check-ins at 30, 60 and 90 days to surface integration risks early.
Maintain accurate and complete recruitment records and candidate tracking within the Applicant Tracking System (ATS); ensure data integrity and compliance with applicable employment laws and organizational recordkeeping standards; identify and implement process improvements to enhance recruitment efficiency, candidate experience and overall organizational effectiveness.