Sr. Director, Surgeon Recruitment and Growth

ALLIED OMS NEWCO LLC•Southlake, TX

1d•Remote

About The Position

The Senior Director, Surgeon Recruitment & Growth will lead the strategy and execution of surgeon workforce planning, recruitment, onboarding, and early-career growth across Allied OMS. This role is responsible for ensuring the organization has the right surgeon talent, in the right markets, at the right time to support the long-term growth of existing practices, de novo locations, and the broader Allied OMS network. The Senior Director will partner closely with Operations and physician leadership to assess current and future surgeon capacity needs, develop market-specific workforce plans, and build a proactive pipeline of oral and maxillofacial surgeon talent. Rather than recruiting only against immediate openings, this leader will develop long-term relationships with residents, practicing surgeons, residency programs, and other strategic talent sources to anticipate and fill future needs. In addition to workforce planning and recruitment, the Senior Director will own the surgeon candidate experience from initial engagement through contract execution and transition into the organization. The role will also play a key role in the first-year growth and integration of newly recruited surgeons, coordinating operational readiness, mentorship, referral development, brand building, and participation in the Allied OMS Launch Lab program. This position reports directly to the SVP of Operations and works closely with physician leaders, Operations, Human Resources, Marketing, Business Development and other members of the leadership team.

Requirements

Bachelor’s degree required; advanced degree in business, healthcare administration, human resources, or a related field preferred.
Significant experience in physician recruitment, executive recruiting, healthcare operations, provider growth, or a related field.
Demonstrated ability to develop workforce plans and translate organizational growth strategies into actionable recruiting pipelines.
Proven success recruiting physicians or other highly specialized professionals in a competitive talent market.
Strong understanding of the physician candidate lifecycle, including sourcing, relationship development, interviewing, contracting, onboarding, and retention.
Ability to build credibility with surgeons, residents, practice leaders, and senior executives.
Strong project management, communication, negotiation, relationship-building, presentation, and analytical skills.
Ability to balance long-term strategic planning with hands-on execution and a high degree of ownership and follow-through.

Responsibilities

Own the end-to-end surgeon recruiting strategy and achieve annual hiring goals by sourcing, engaging, screening, and successfully placing high-quality oral and maxillofacial surgeons.
Build and manage a national pipeline of residents, fellows, and practicing surgeons through direct outreach, referrals, professional networks, job boards, conferences, and residency relationships.
Maintain accurate candidate and pipeline activity, with clear standards for follow-up, pipeline stages, and forecasting.
Develop long-term candidate engagement strategies for surgeons who may be several years away from a career transition.
Serve as a strong ambassador for the Allied OMS model, culture, growth opportunities, and doctor-led approach.
Design and continuously improve a consistent, high-quality candidate experience from initial contact through signing and onboarding.
Coordinate the multi-step interview process and serve as the primary liaison among candidates, practice surgeons, and leadership.
Lead the offer and contract process from term sheet through final employment agreement in partnership with leadership, Finance, Human Resources, and legal counsel.
Track candidate progress, identify barriers to conversion, and implement strategies to improve interview-to-offer and offer-to-sign rates.
Serve as the primary organizational relationship owner for newly recruited surgeons from signing through their first year of practice.
Act as the onboarding quarterback, coordinating structured onboarding across Operations, Marketing, Finance, Human Resources, IT, Data, and other relevant departments, with clear points of contact and ownership.
Partner with Operations and practice leadership to ensure operational readiness before start date, including staffing, scheduling, equipment, referral development, and other market-specific needs.
Coordinate mentorship and first-year ramp support; track early performance indicators, identify barriers to growth, and coordinate interventions when needed.
Develop and maintain a multi-year surgeon workforce plan aligned with practice capacity, succession planning, market demand, de novo development, and organizational growth priorities.
Partner with Operations and physician leadership to identify and prioritize current and future surgeon needs across the network.
Create market-specific recruiting strategies and build proactive pipelines for anticipated needs before positions become urgent.
Provide leadership with regular visibility into workforce needs, pipeline health, recruiting risks, and expected hiring timelines.
Partner with Business Development and Operations on surgeon talent strategy for new markets, practice affiliations, and de novo opportunities.