Recruitment & Retention Manager – Homecare

Mai Placement•Brooklyn, NY

About The Position

A growing homecare organization is seeking a hands-on Recruitment & Retention Manager to lead its caregiver recruitment department, build reliable hiring pipelines, and ensure a steady flow of qualified HHAs and PCAs. The role involves building and managing a high-performing recruitment team, developing relationships with HHA training schools and community organizations, and converting recruitment efforts into caregivers who are ready to work. The manager will bring structure, accountability, and creativity to a fast-paced recruitment operation.

Requirements

Strong experience in homecare recruitment, ideally HHA/PCA recruiting.
Proven ability to lead, coach, and hold a recruitment team accountable.
Experience building recruiting pipelines and developing new sourcing channels.
Strong understanding of caregiver onboarding, staffing needs, and retention challenges.
Analytical skills and comfort working with KPIs, recruiting data, and performance reports.
Strong organizational, communication, and leadership skills.
Results-driven, hands-on approach and comfort managing a fast-paced department.

Nice To Haves

Established relationships with HHA training schools and community recruitment sources.
Creative, resourceful, and proactive approach to finding new ways to attract caregivers.

Responsibilities

Lead, train, and manage the caregiver recruitment team.
Establish recruiting goals, KPIs, and accountability measures.
Build relationships with HHA/PCA training schools, workforce programs, and community organizations.
Develop recruiting channels through job boards, advertising, referrals, and outreach events.
Oversee the recruitment pipeline from initial applicant contact through hiring, onboarding, and first assignment.
Monitor conversion rates, recruiter productivity, and hiring results.
Identify bottlenecks and improve processes to reduce delays and applicant drop-off.
Work with coordination, HR, and compliance to align hiring with actual staffing needs.
Develop strategies to improve caregiver retention and reactivate inactive aides.
Track recruiting costs, evaluate sourcing channels, and identify opportunities for improvement.
Provide leadership with regular reporting on recruitment performance, hiring goals, and staffing needs.