Senior Recruiter

Pharmacy First Health

About The Position

Pharmacy1st Health is building the clinical infrastructure for rural America by transforming independent pharmacies into integrated care delivery hubs. Our model combines primary care, pharmacy services, and chronic disease management under one roof, creating a new, lower-cost site of care for underserved communities. We operate across multiple states and are rapidly expanding a network of rural clinics co-located with pharmacies. Our goal is to deliver scalable, high-quality care while improving access, outcomes, and cost efficiency. We are seeking a resourceful, experienced, and results-driven Senior Recruiter – Pharmacy & Clinical Operations to lead full-cycle recruitment across our growing network of pharmacies and clinics. This role will focus primarily on recruiting Pharmacists, Pharmacists-in-Charge (PICs), Pharmacy Technicians, Nurse Practitioners, and Medical Assistants across multiple states. This is not traditional healthcare recruiting. Many of our locations are in rural America, where qualified healthcare professionals are scarce, candidate pools are limited, and traditional recruitment strategies often do not work. We need someone who is creative, persistent, proactive, and comfortable taking ownership of difficult searches. The ideal candidate knows how to go beyond job postings, identify passive talent, develop local relationships, and build pipelines in markets where there may be very few qualified candidates. You will work closely with Pharmacy Operations, Clinical Operations, and People leadership to ensure that our locations are appropriately staffed and positioned for continued growth.

Requirements

Minimum of 5 years of full-cycle recruitment experience, with substantial experience in healthcare recruitment.
Demonstrated experience recruiting pharmacists, pharmacy technicians, nurse practitioners, medical assistants, or comparable healthcare professionals.
Proven success sourcing candidates for difficult-to-fill positions or geographically challenging markets.
Strong experience with proactive sourcing, including identifying and engaging passive candidates.
Experience managing recruitment across multiple locations or states.
Strong understanding of healthcare recruitment challenges, including professional licensing requirements, candidate availability, and competitive labor markets.
Proficiency with applicant tracking systems, LinkedIn Recruiter, Indeed, and other recruitment and sourcing platforms.
Excellent communication, relationship-building, negotiation, and organizational skills.
Ability to independently manage competing priorities in a fast-paced, growing organization.

Nice To Haves

Direct experience recruiting healthcare professionals in rural or underserved communities.
Experience within retail pharmacy, community pharmacy, outpatient clinics, or multi-site healthcare organizations.
Established professional networks within the pharmacy or clinical workforce.
Experience developing relationships with pharmacy schools, nursing programs, and healthcare training institutions.
Experience supporting healthcare acquisitions, new location openings, or rapid organizational expansion.
Familiarity with Ashby or comparable applicant tracking systems.

Responsibilities

Lead end-to-end recruitment for Pharmacists, Pharmacists-in-Charge, Pharmacy Technicians, Nurse Practitioners, Medical Assistants, and other pharmacy and clinical positions as needed.
Manage recruitment across multiple states and locations, balancing immediate operational needs with long-term workforce planning.
Partner with hiring managers to define position requirements, assess hiring priorities, and establish realistic recruitment timelines.
Conduct candidate outreach, screening, interview coordination, reference checks, offer management, and preboarding coordination.
Manage multiple requisitions simultaneously while maintaining a strong candidate experience.
Support permanent, part-time, PRN, and temporary recruitment needs.
Design and execute proactive sourcing strategies for difficult-to-fill healthcare positions, particularly in rural and underserved markets.
Identify qualified candidates through direct outreach, professional networks, referrals, educational institutions, and targeted sourcing campaigns.
Build and maintain relationships with pharmacy schools, nursing programs, community colleges, technical schools, and healthcare training institutions.
Develop sustainable candidate pipelines for recurring staffing needs across our pharmacy and clinical locations.
Identify opportunities for relocation-based recruitment and partnerships that could expand the available talent pool.
Research local and regional labor markets to identify potential sources of qualified healthcare professionals.
Establish relationships with passive candidates and maintain ongoing engagement for future opportunities.
Explore creative approaches to attracting and retaining talent in geographically challenging locations.
Serve as a strategic recruitment partner to Pharmacy Operations and Clinical Operations leadership.
Conduct regular recruitment intake and prioritization meetings with hiring managers.
Provide guidance on candidate availability, compensation competitiveness, sourcing challenges, and realistic hiring timelines.
Proactively identify recruitment risks and escalate critical staffing gaps.
Work with operational leaders to develop practical recruitment solutions when qualified candidates are difficult to identify.
Support staffing plans for new pharmacy acquisitions, clinic openings, and expansion into new markets.
Collaborate with People Operations to ensure a smooth transition from accepted offer to employee onboarding.
Maintain accurate candidate information, recruitment activity, and requisition status within Ashby, our Applicant Tracking System.
Develop and maintain recruitment dashboards and regular hiring updates for operational and People leadership.
Track recruitment performance metrics, including time-to-fill, time-to-hire, sourcing effectiveness, candidate pipeline conversion, and offer acceptance rates.
Identify and address recruitment bottlenecks.
Recommend improvements to sourcing processes, interview practices, hiring manager collaboration, and candidate communication.
Coordinate with People Operations to ensure required licenses, certifications, background checks, and other pre-employment requirements are verified before candidates begin employment.
Ensure recruitment practices comply with applicable federal, state, and local employment laws.