Sr. Recruiter

Benchmark Senior Living•Waltham, MA

About The Position

Benchmark has been a trailblazer in senior living for nearly 30 years, operating 70 communities with 7,400 associates across the Northeast. With $3 billion in assets under management and $700 million in annual revenue, the company is experiencing historic growth, expanding its footprint from Boston to Washington DC. Benchmark offers independent living, assisted living, memory care, and continuing care retirement communities, positioning itself as a leader within this growing real estate sector. Senior housing has consistently ranked among the top three real estate sectors for long-term investment returns, and with the Baby Boomer 80+ population projected to grow over 5% annually through 2030, demand is surging. This role has two clear priorities: recruit great people for Benchmark’s corporate office teams, and provide focused sourcing support for hard-to-fill or high-priority roles in our communities. The recruiter will manage searches from start to finish, build relationships with candidates and hiring leaders, and proactively find talent instead of relying only on applicants who come to us.

Requirements

7+ years of recruiting experience, including full-cycle recruiting and proactive sourcing.
Experience recruiting professional or corporate roles across several functions.
Strong sourcing skills and comfort reaching out directly to passive candidates.
Experience supporting field, multi-site, healthcare, hospitality, senior living, retail, or another frontline business is strongly preferred.
Strong knowledge and experience with leveraging AI in sourcing and recruiting.
Able to work independently, move quickly, and handle several priorities at once.
Strong organizational skills.
Strong communication skills and the confidence to work with leaders at all levels.
Practical, responsive, and focused on getting good people hired - not adding process for the sake of process.

Responsibilities

Manage recruiting for corporate office positions across functions such as Operations, Finance, HR, Marketing, Sales, and other support teams.
Meet with hiring leaders to understand the role, what success looks like, and the type of candidate needed.
Source, screen, interview, coordinate the hiring process, support offer decisions, and stay close to candidates through acceptance.
Keep hiring leaders and candidates informed throughout the process.
Provide leadership practical market feedback on candidate availability, pay expectations, and search challenges.
Partner with Talent Acquisition, HR, and Operations leaders to identify community roles or locations that need extra recruiting support.
Proactively find and contact qualified candidates for hard-to-fill, leadership, or business-critical community roles.
Build targeted candidate lists and pipelines for recurring needs.
Use LinkedIn, job boards, referrals, networking, direct outreach, and other sourcing tools to reach candidates who may not be actively applying.
Step into urgent searches when a community has a serious staffing or leadership need and help create a focused recruiting plan.
Balance multiple searches while knowing which roles need the most attention.
Work closely with recruiters, HR, Operations, and hiring leaders without creating extra steps or handoffs.
Use recruiting data to see what is working, where candidates are coming from, and where we need to change approach.
Represent Benchmark well in every candidate conversation and build relationships that may lead to future hires.