Talent Acquisition Manager
J
JobgetherVirtual healthcare
Based in the United StatesFull-TimeManager
Salary not disclosed
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Job Details
- Experience
- At least 5 years of full-cycle recruiting experience, including a minimum of 2 years directly managing recruiters.
- Required Skills
- Process improvement
Requirements
- At least 5 years of full-cycle recruiting experience.
- At least 2 years of direct experience managing recruiters.
- Demonstrated experience recruiting high-volume, multi-state, hourly, clinical, field-based, or vocationally trained workforces.
- Ability to balance hands-on recruiting with team management, coaching, performance development, and strategic planning.
- Experience owning and optimizing an applicant tracking system, including configuring workflows and standardizing recruitment processes.
- Ability to build recruitment funnel reports, evaluate conversion rates, identify hiring bottlenecks, and translate findings into improvements.
- Experience developing or significantly improving sourcing strategies and employer branding for competitive or hard-to-fill positions.
- Ability to recruit for high-volume clinical roles and specialized corporate roles using methods suited to different talent markets.
- Ability to collaborate with clinical operations leaders, executives, and corporate hiring managers.
- Demonstrated ability to create scalable recruitment workflows, improve operational efficiency, and establish consistent hiring standards.
- Familiarity with clinical licensure and credentialing requirements, including Compact Nursing License considerations, is preferred.
Responsibilities
- Own full-cycle recruitment for LPNs and other clinical professionals across multiple states, from sourcing and screening through offer negotiation and closing.
- Develop recruiting strategies aligned with business growth, clinical staffing requirements, and regional workforce needs.
- Partner with clinical operations and executive leadership to identify coverage gaps and prioritize vacancies.
- Monitor candidate quality, early employee retention, and satisfaction to improve hiring outcomes.
- Lead recruiting for specialized roles across product, engineering, revenue, and operations.
- Build employer branding, proactive sourcing channels, referral programs, and targeted outreach campaigns.
- Establish recruitment reporting for time-to-fill, cost-per-hire, quality-of-hire, funnel conversion, and pipeline health.
- Lead implementation of a centralized ATS and standardize requisitions, pipeline stages, interview feedback, offer workflows, and reporting.
- Manage, coach, and develop two recruiters while maintaining an active requisition load.
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