Senior Recruiter

Bloom Healthcare•Lakewood, CO

24d•$100,000 - $130,000•Hybrid

About The Position

Bloom Healthcare is seeking a Colorado-based Senior Recruiter to lead and evolve full-cycle recruiting across the organization, with a focus on in-home primary care providers (Nurse Practitioners, Physician Assistants, and Physicians) and hospice clinicians including nurses, CNAs, and interdisciplinary professionals as well as clinical office staff (RNs, LPNs, MAs) and select business roles. This is a high-impact, senior individual contributor role responsible for delivering exceptional clinical recruiting outcomes. The Senior Recruiter serves as a trusted talent advisor to hiring leaders, a steward of Bloom’s employment brand, and a builder of sustainable, high-quality clinical talent pipelines that support current hiring needs and future growth.

Requirements

5+ years of proven experience in full-cycle recruiting, preferably within healthcare or provider-focused environments.
Demonstrated success recruiting clinicians and medical providers (NP, PA, MD, nurses, hospice staff).
Proven expertise in strategic talent attraction, including proactive sourcing and pipeline development.
Strong communication and relationship-building skills with the ability to partner effectively with hiring leaders.
Ability to manage multiple clinical searches simultaneously while maintaining quality and candidate experience.
High attention to detail and commitment to compliance and ethical hiring practices.
Customer-service mindset with a track record of delivering exceptional experiences for candidates and hiring managers.

Nice To Haves

Experience recruiting for home-based care, hospice, or complex clinical environments.
Familiarity with healthcare licensure, credentialing, and regulatory requirements.
Experience supporting growth in a fast-growing, mission-driven organization.
Demonstrated success building relationships with accredited educational institutions, clinical training programs, residency programs, and professional associations.
Established campus or clinical program partnerships that support sustainable talent pipelines.

Responsibilities

Lead end-to-end, full-cycle recruiting for in-home primary care providers (NP, PA, MD) serving medically complex, geriatric patients.
Recruit hospice clinicians including nurses, CNAs, and interdisciplinary support professionals.
Support recruitment for clinical office roles (RN, LPN, MA) and select non-clinical roles as business needs evolve.
Deliver consistently high-quality candidate slates that balance speed, quality, and cultural alignment.
Partner with leaders to prioritize hiring needs in alignment with patient care demands and growth plans.
Act as a strategic and service-oriented partner to hiring managers and senior leaders.
Provide insight on clinical labor markets, talent availability, and competitive hiring strategies.
Proactively anticipate hiring needs and translate them into effective recruiting plans.
Set clear expectations around timelines, process, and candidate readiness.
Support hiring managers by being organized, responsive, and solutions-focused.
Deliver a white-glove, candidate-first experience from initial outreach through offer acceptance.
Clearly articulate Bloom Healthcare’s mission, care model, and culture to prospective candidates.
Ensure candidates have a strong understanding of role expectations, patient populations, and work environment.
Conduct early alignment on licensure, credentials, and role fit to ensure an efficient and transparent process.
Serve as a brand ambassador, ensuring every interaction reflects Bloom’s values of integrity, excellence, and respect.
Design and execute thoughtful, forward-looking sourcing strategies for hard-to-fill and mission-critical clinical roles.
Proactively source high-quality talent through outreach, referrals, professional networks, events, and digital platforms.
Build and maintain long-term clinical talent pipelines, particularly for providers and specialized roles.
Establish and nurture relationships with accredited clinical programs, universities, residency programs, and professional organizations.
Regularly evaluate pipeline health and sourcing effectiveness to ensure quality and sustainability.
Manage recruiting systems, workflows, and best practices with a focus on consistency and efficiency.
Ensure compliance with employment laws, credentialing requirements, and internal policies.
Track recruiting metrics such as time-to-fill, pipeline health, and quality indicators.
Continuously improve recruiting processes to align pace with business needs and patient care priorities.