Recruiter Jobs

About The Position

Requirements

• At least 5 years of recruiting and/or sourcing experience.
• At least 3 years of physician recruiting experience, including full-lifecycle ownership of complex or hard-to-fill physician searches.
• Intermediate experience using CRM software and applicant tracking systems.
• Experience articulating and supporting negotiation of complex physician compensation packages and employment terms.

Nice To Haves

• At least 8 years of recruiting, talent advisory, or related business experience, with demonstrated ability to drive measurable business results.
• Advanced talent sourcing experience, including market mapping, internet research, networking, direct outreach, and cold calling.
• Knowledge of physician compensation models, incentives, employment agreements, and market benchmarking.
• Knowledge of employment law and hiring requirements, including OFCCP, EEO, AAP, conflicts of interest, and non-compete considerations.

Responsibilities

• Own end-to-end recruitment for physicians, physician executives, and senior clinical leadership roles, including sourcing, assessment, selection, offer development, negotiation, and transition to onboarding.
• Consult with executives, physician leaders, and hiring leaders on search strategy, role design, candidate profiles, market competitiveness, compensation considerations, risk, and hiring decisions.
• Lead complex, confidential, and business-critical searches spanning multiple geographies, specialties, or leadership levels; establish search plans, decision milestones, stakeholder roles, and escalation paths.
• Build and maintain proactive physician talent pipelines through direct sourcing, professional networks, referrals, market research, associations, training programs, and other targeted channels.
• Use external market intelligence and internal recruiting data to advise leaders on physician supply, competitor activity, compensation trends, candidate expectations, and anticipated search challenges.
• Provide recurring executive updates summarizing progress, market findings, barriers, risks, decisions required, and corrective actions.
• Drive accountability across the hiring process by clarifying decision rights, maintaining search cadence, identifying delays, and escalating barriers that threaten access, growth, or hiring commitments.
• Influence hiring leaders to adopt recruiting approaches, technologies, and operating practices that improve outcomes, consistency, and candidate experience.
• Mentor recruiting colleagues and share physician recruitment expertise, market insights, sourcing practices, and search-management methods across Talent Acquisition.
• Ensure recruiting activity and documentation comply with applicable employment laws, company policies, and required hiring practices.

Benefits

• Comprehensive benefits package
• Incentive and recognition programs
• Equity stock purchase
• 401(k) contribution