Senior Clinical Recruiter - Sourcing (RN / NP)

Esperta Health•Brentwood, TN

About The Position

Esperta Health is seeking an experienced Senior Clinical Recruiter to focus on sourcing registered nurses, nurse practitioners, and other clinicians for their in-home wound care services. This role is unique as it emphasizes defining and executing the sourcing strategy rather than solely following an existing process. The primary focus will be on identifying and engaging passive candidates through diverse channels beyond traditional job boards and LinkedIn. The recruiter will be responsible for building and maintaining talent pools, partnering with clinical leadership to understand needs, supporting the hiring process, and reporting on performance metrics. The ideal candidate is a proactive "hunter" and "builder" who is self-directed, curious, organized, and possesses strong communication and negotiation skills, with a deep understanding of clinical nursing roles and healthcare workforce environments.

Requirements

Bachelor's degree in Human Resources, Business, Healthcare Administration, Nursing, or a related field, or equivalent experience.
Substantial experience recruiting registered nurses, nurse practitioners, and other clinicians, including significant time spent actively sourcing passive candidates rather than working solely from inbound applicant flow.
Experience building a clinical sourcing function from the ground up. Candidates should be prepared to describe a specific example: what existed at the start, what was built, and what it produced.
Demonstrated use of sourcing channels beyond job boards and LinkedIn. Candidates should be prepared to name specific channels, explain why they were selected, and describe the results each produced.
Evidence of building a talent pool that was reused for subsequent hires rather than rebuilt each time.
Experience sourcing across multiple geographic markets simultaneously, including markets where no prior network existed.
Strong working knowledge of clinical nursing roles, credentials, and healthcare workforce environments.
Working knowledge of nursing licensure across states, including compact and non-compact states, and its effect on candidate availability and timelines.
Ability to manage multiple open requisitions and competing priorities across markets in a fast-paced environment.
Strong written communication, relationship-building, and negotiation skills. Most first contact with a clinician will be something you wrote.
Experience with an applicant tracking system and modern sourcing tools.

Nice To Haves

A hunter who is energized by finding people no one else can find, not by working an inbound queue.
A builder who has stood something up from nothing and wants to do it again.
Self-directed and accountable, comfortable owning an outcome without daily direction or support staff.
Genuinely curious about where clinicians gather, and willing to test channels no one has tried.
Organized enough to keep a growing talent pool clean and usable months before it is needed.
Credible and warm in conversation with clinicians, who can tell immediately whether you understand their work.

Responsibilities

Build and execute a sourcing strategy that reaches wound care RNs, NPs, and other clinicians where they are, drawing on channels such as state nursing board license data, wound care certification bodies and specialty societies such as WOCN, nursing school and alumni networks, per diem and agency networks, clinician referral programs, and local professional and community networks.
Conduct direct outreach to prospective clinicians, including cold outreach at volume, and manage consistent follow-up.
Continuously test new sourcing channels, measure what each one produces, and discontinue those that do not perform.
Represent Esperta Health to clinical audiences in person where warranted, including conferences, career events, and nursing school partnerships.
Build and maintain a standing pool of qualified clinicians in each market we operate in, so that new openings are filled from known candidates rather than started from scratch.
Develop long-term relationships with strong clinicians who are not ready to make a move today.
Maintain accurate, usable candidate records including licensure, specialty, geography, availability, and relationship history.
Establish pipelines in advance of hiring needs in new and expanding markets.
Partner with nursing and clinical leaders to understand staffing needs, position requirements, qualifications, and workforce priorities before a search begins.
Consult with hiring leaders on realistic candidate profiles, job requirements, and interview practices.
Identify barriers that slow hiring or reduce candidate quality, and recommend practical solutions.
Support workforce planning with clinical talent-market insight and recruiting data as we enter and expand markets.
Screen both sourced and inbound candidates for wound care experience, clinical qualifications, and fit with in-home care, which draws a different clinician than hospital-based nursing, so that clinical leaders engage only with candidates worth their time.
Coordinate interviews and facilitate timely feedback from hiring leaders.
Support the offer, pre-employment, and onboarding handoff process.
Maintain a positive candidate experience throughout.
Establish and meet targets for pipeline depth by market, time-to-fill, offer acceptance, and channel effectiveness.
Report regularly on sourcing activity, channel performance, and pipeline health, and recommend improvements to sourcing, screening, and hiring processes.
Advise leadership on clinical labor market conditions, compensation competitiveness, and realistic hiring timelines.
Maintain accurate documentation within the applicant tracking system.