Talent Acquisition Specialist / Recruiter

Right at Home•Westminster, MD

3d•$50,000 - $55,000•Onsite

About The Position

Talent Acquisition Specialist (High-Volume Home Care Recruiting) Right at Home – Carroll County, Westminster | Onsite | $50,000 - $55,000 + Benefits This role sits at the center of a rapidly evolving industry, where proactive workforce strategy determines growth, service capacity, and client satisfaction. At Right at Home – Carroll County , every caregiver you hire directly impacts a senior's ability to remain safe, independent, and dignified in their own home. We're looking for a high-volume, full-cycle recruiter who thrives in fast-paced environments and knows how to compete for talent in a competitive market. If you love metrics, momentum, and meaningful work - keep reading. 🎯 What Makes This Role Different Most recruiting roles fill jobs. This one builds capacity. You will: Own 20–40 caregiver openings at a time Hire 15–30+ caregivers per month Reduce time-to-hire Improve retention through better candidate matching Act as a strategic partner to operations You won't just screen resumes - you'll create pipeline strategy, community partnerships, referral programs, and recruiting campaigns that fuel company growth. 💼 What You'll Actually Do Run full-cycle recruiting (intake → source → screen → interview → offer → onboard) Source aggressively using Indeed, social media, referrals, and community outreach Create compelling job ads that convert Screen for both skill AND heart Sell candidates on our culture and mission Negotiate offers and overcome objections Represent us at job fairs and networking events Track KPIs (time-to-fill, conversion rates, retention) Continuously improve hiring funnels This is an active recruiting role , not a reactive one. 🧠 What You Must Bring Industry & Compliance Knowledge Understanding of home care (non-medical & skilled) Knowledge of CNA/PCA/CMT roles Familiarity with caregiver burnout and retention challenges Background checks, drug screens, TB tests, I-9s State licensing requirements Full-Cycle & High-Volume Experience 2+ years full cycle recruiting experience Experience managing 20+ open roles simultaneously Proven ability to hire in high-turnover environments Strong ATS experience Data-driven decision-making Core Skills That Matter Sourcing strategy & Boolean search Behavioral interviewing Sales and objection handling Relationship building Pipeline management Strong follow-up discipline KPI tracking & reporting 💥 Who Thrives Here You might come from: Healthcare recruiting Staffing agencies Call center recruiting Retail, logistics, or hospitality hiring You succeed here if you are: Competitive about hitting hiring goals Energized by fast pace Resilient when candidates ghost Organized and process-driven Personable and high-energy Self-motivated and accountable 🎁 What You Get $50,000 - $55,000 salary Medical, Dental, Vision 401(k) Voluntary Benefits Paid Time Off Real impact in a mission-driven organization And most importantly - Every hire you make helps a senior remain at home instead of moving into a facility. That's work that matters. 📢 Ready to Build Something That Matters? If you're a high-performing recruiter who wants more than just filling seats - if you want to build a workforce that changes lives - Apply today. Let's build the team that keeps Carroll County's seniors safe at home. IND123

Requirements

Understanding of home care (non-medical & skilled)
Knowledge of CNA/PCA/CMT roles
Familiarity with caregiver burnout and retention challenges
Background checks, drug screens, TB tests, I-9s
State licensing requirements
2+ years full cycle recruiting experience
Experience managing 20+ open roles simultaneously
Proven ability to hire in high-turnover environments
Strong ATS experience
Data-driven decision-making
Sourcing strategy & Boolean search
Behavioral interviewing
Sales and objection handling
Relationship building
Pipeline management
Strong follow-up discipline
KPI tracking & reporting

Responsibilities

Run full-cycle recruiting (intake → source → screen → interview → offer → onboard)
Source aggressively using Indeed, social media, referrals, and community outreach
Create compelling job ads that convert
Screen for both skill AND heart
Sell candidates on our culture and mission
Negotiate offers and overcome objections
Represent us at job fairs and networking events
Track KPIs (time-to-fill, conversion rates, retention)
Continuously improve hiring funnels