San Diego - Recruitment Coordinator

Coast Care•San Diego, CA

2d•Onsite

About The Position

The Recruitment Coordinator is responsible for the day-to-day execution of Coast Care’s caregiver recruitment function. This includes managing the full recruitment lifecycle from applicant sourcing and initial screening through interview, hiring, onboarding, and readiness for placement. The position is tasked with maintaining a consistent pipeline of qualified, reliable caregivers to meet Coast Care’s current and anticipated workforce needs. Hiring demand can fluctuate, potentially requiring approximately 8–12 quality caregiver hires per week during periods of standard demand. Success is measured by balancing quantity, quality, reliability, caregiver availability, geographic coverage, and organizational demand. The Recruitment Coordinator operates independently while maintaining close communication and collaboration with Client Services and leadership. This role demands strong judgment, follow-through, organization, urgency, and the ability to resolve recruitment challenges proactively.

Requirements

Strong organizational and time-management skills
Demonstrated ability to manage multiple priorities in a fast-paced environment
Strong written and verbal communication skills
Strong follow-through and attention to detail
Ability to work independently and take ownership of results
Sound judgment when evaluating candidates
Ability to maintain professionalism during difficult or high-pressure interactions
Comfortable working toward measurable performance expectations
Ability to interpret basic recruiting data and use it to adjust activity
Strong computer skills and ability to learn recruitment and workforce-management systems
Ability to maintain confidentiality and handle sensitive applicant information appropriately

Nice To Haves

Previous recruiting, staffing, human resources, scheduling, home care, or healthcare experience
Experience managing a high-volume applicant pipeline
Experience with applicant tracking or recruitment management systems
Experience recruiting hourly or frontline workers
Understanding of caregiver recruitment and the home care workforce

Responsibilities

Manage the caregiver recruitment process from application through readiness for placement.
Maintain an active and organized applicant pipeline across all stages of recruitment.
Review incoming applications and identify candidates who meet Coast Care’s hiring standards.
Conduct candidate screening and interviews to evaluate experience, professionalism, reliability, communication, availability, and overall fit.
Make sound hiring recommendations based on candidate quality and organizational needs.
Maintain consistent candidate follow-up throughout the hiring process.
Coordinate pre-hire requirements, onboarding documentation, and orientation readiness.
Identify candidates who are stalled in the hiring process and take appropriate action to move qualified candidates forward.
Close out candidates who are no longer responsive, qualified, or interested so that pipeline data remains accurate.
Maintain regular communication with Client Services regarding current and anticipated caregiver workforce needs.
Monitor recruiting needs based on geographic coverage, caregiver availability, days and times of availability, weekend and overnight availability, short-shift availability, experience levels, and other identified workforce gaps.
Adjust job postings, sourcing efforts, advertising, candidate targeting, and recruiting priorities based on changing demand.
Identify gaps between caregivers being hired and caregivers needed by the organization.
Proactively modify recruiting strategy when hiring activity is not producing a workforce that supports operational needs.
Maintain a broad caregiver pipeline while strategically increasing recruitment in areas where workforce gaps exist.
Apply Coast Care’s hiring standards consistently, including during periods of high staffing demand.
Identify behavioral or reliability concerns during screening and interviewing.
Avoid advancing candidates solely for the purpose of meeting a hiring quota when legitimate concerns exist regarding quality, professionalism, or reliability.
Evaluate recruiting success beyond the initial hire by reviewing caregiver activation, retention, performance trends, and other quality indicators.
Identify patterns among unsuccessful hires and use those findings to improve future candidate selection.
Partner with Client Services to understand whether newly hired caregivers are successfully contributing to the available workforce.
Track recruitment activity and outcomes throughout the hiring funnel.
Monitor applicant volume, screening activity, interviews, offers, onboarding completion, hiring, and readiness for placement.
Track hiring results against current organizational demand.
Monitor candidate conversion between stages and identify areas where candidates are being lost or delayed.
Review caregiver availability and geographic distribution compared with organizational workforce needs.
Monitor quality-of-hire indicators, including activation and early retention where data is available.
Identify recruiting trends, barriers, and opportunities for improvement.
Provide regular recruiting updates to Client Services and leadership.
Communicate early when hiring goals, deadlines, or other commitments are at risk.
When performance is below expectation, identify the likely cause and develop an action plan rather than simply reporting the missed result.
Create a professional, welcoming, respectful, and informative candidate experience.
Communicate expectations clearly throughout the recruiting and onboarding process.
Respond to candidate questions and concerns in a timely manner.
Maintain appropriate follow-up without allowing nonresponsive candidates to unnecessarily stall the recruiting pipeline.
Represent Coast Care’s culture and values throughout every candidate interaction.
Address candidate concerns with empathy while maintaining appropriate professional standards and boundaries.
Maintain complete, accurate, and timely recruitment records.
Ensure applicant status, notes, documents, and hiring activity are accurately reflected in Coast Care’s recruitment systems.
Maintain organized documentation so another team member can understand the current status of a candidate when needed.
Complete required pre-hire documentation accurately and within established timelines.
Maintain accurate job postings and recruiting advertisements.
Use recruitment technology and systems effectively to improve efficiency, visibility, and candidate communication.
Protect confidential applicant and employee information.
Organize and prioritize daily workload independently.
Identify issues before they significantly affect hiring outcomes.
Resolve routine recruiting challenges without requiring continuous management direction.
Escalate significant concerns appropriately and early.
Bring potential solutions when escalating problems.
Follow through on commitments and communicate before a commitment is missed.
Review unsuccessful processes or strategies and adjust based on results.
Identify opportunities to improve recruiting workflows, systems, candidate experience, and outcomes.
Ask for assistance or reprioritization before workload issues result in missed commitments.
Maintain continuity of recruitment responsibilities when unexpected circumstances occur through appropriate communication and handoff.