Private Care Recruiter - Temporary

VNA of the Treasure Coast•Vero Beach, FL

4d•Onsite

About The Position

The VNA of the Treasure Coast provides compassionate, innovative care of the highest quality, setting the standard for patients and caregivers needing private care, home health, hospice, and community health services. The Recruiter – Private Care Caregivers is responsible for building and sustaining a high-volume caregiver talent pipeline to support the staffing needs of VNATC’s Private Care services. This role ensures a steady flow of qualified candidates through the recruiting funnel to meet ongoing business needs as defined by hiring managers and operational demand. This position plays a critical role in ensuring caregivers are not only qualified but aligned with client needs, availability requirements, and VNATC’s mission and iCARE values. The Recruiter manages full-cycle recruiting and supports the post-offer hiring process to ensure candidates progress efficiently through onboarding requirements and are prepared for orientation. Success in this role requires strong organization, proactive sourcing, exceptional communication, and the ability to build relationships across candidates, hiring managers, and the broader VNATC team.

Requirements

High school diploma required; associate or bachelor’s degree preferred
Must possess a valid Florida driver’s license and have reliable personal transportation available for required travel to recruitment events, networking events, and other community or business-related activities
2+ years of recruiting experience (high-volume preferred; healthcare a plus)
Experience with applicant tracking systems (Dayforce preferred)
Demonstrated ability to manage multiple candidates and priorities simultaneously
Screening through the Care Provider Background Screening Clearinghouse

Nice To Haves

associate or bachelor’s degree preferred
high-volume preferred
healthcare a plus
Dayforce preferred

Responsibilities

Maintain a continuous pipeline of qualified caregiver candidates (CNA, HHA, Companion)
Generate and manage candidate volume sufficient to meet dynamic hiring needs as communicated by hiring managers and scheduling demands
Develop and execute sourcing strategies across job boards (Indeed, healthcare platforms), employee referral programs, community outreach and local partnerships
Monitor pipeline health and adjust sourcing strategies proactively to meet fluctuating demand
Conduct structured screenings to assess credentials and experience, availability (days, hours, weekends), employment preferences (full-time, part-time, per diem), and alignment with client needs and scheduling requirements
Ensure candidates meet VNATC standards for quality, reliability, and cultural fit
Schedule and coordinate interviews efficiently to maintain pipeline flow
Partner with hiring managers as needed in the selection process
Ensure timely movement of candidates through each stage
Extend offers in a timely and professional manner
Maintain strong candidate engagement to maximize offer acceptance rates
Monitor conversion rates from applicant → hire and adjust approach as needed
Guide candidates through post-offer requirements, including background screening and drug testing, required documentation and employment forms, and pre-employment compliance steps
Provide clear instructions and follow-up to ensure timely completion
Maintain visibility into candidate progress to ensure alignment with scheduled onboarding and operational needs
Partner with recruiting team to plan and participate in job fairs, open houses, and community outreach events
Promote VNATC’s mission and community impact, benefits and work environment
Build brand awareness within the local caregiver workforce
Build strong relationships with candidates and new hires, hiring managers and schedulers, and internal team members across departments
Provide consistent follow-up and communication throughout the recruiting process
Maintain accurate candidate records in Dayforce
Ensure all recruiting activities align with VNATC standardized workflows
Track and report on key metrics: pipeline volume, interview-to-hire ratios, orientation readiness and fill rates
Consistently maintain a pipeline sufficient to meet real-time business demand
Alignment of hires with scheduling needs (availability match)
Offer acceptance rate >85%
Time-to-fill aligned with operational needs
Positive candidate and hiring manager feedback
% of candidates successfully progressing to onboarding readiness