Senior Health Care Recruiter

Compensation: $75,000-$80,000 (incentive bonus eligible)
Benefits

Housing Works offers eligible employees medical, dental, and vision coverage, an employer-funded HRA to help reduce healthcare costs, and a retirement savings plan with an employer match of up to 3%. Full-time employees accrue 18 days of PTO and 12 days of Sick & Safe time in their first year, plus seven paid holidays, with PTO increasing with tenure. Additional benefits include wellness programs and employee discounts.

Benefits are subject to eligibility and plan terms.

The Senior Health Care Recruiter is a mid-to-senior level, full-cycle talent acquisition professional responsible for attracting, engaging, assessing, and selecting highly qualified clinical talent. The role focuses heavily on physicians, psychiatrists, nurse practitioners, registered nurses, nurse managers, medical assistants, and other hard-to-fill health care positions. The recruiter serves as a consultative partner to the Chief Medical Officer, Medical Directors, nursing leaders, clinical operations leaders, and hiring managers, translating workforce needs into disciplined sourcing and hiring strategies.

This position requires deep knowledge of clinical labor markets, provider recruitment, credential-sensitive hiring, and community health care. The successful candidate brings an established professional network, prior agency recruiting experience, active candidate pipelines, and experience recruiting for Federally Qualified Health Centers, hospitals, health systems, or similarly complex clinical environments. Success will be measured through quality, speed, hiring-manager partnership, candidate experience, pipeline strength, compliance, and achievement of agreed recruitment goals.

Primary Responsibilities

• Own full-cycle recruitment for physicians, psychiatrists, nurse practitioners, registered nurses, nurse managers, medical assistants, and other clinical and provider roles, from intake through accepted offer and pre-employment transition.
• Partner directly with the Chief Medical Officer, Medical Directors, nursing leadership, clinical operations, to clarify role requirements, workforce priorities, compensation parameters, approval status, and realistic time-to-fill expectations.
• Develop role-specific sourcing strategies using established networks, referrals, professional associations, residency and fellowship programs, schools of nursing and medicine, conferences, direct outreach, social platforms, job boards, community partnerships, and targeted talent-mapping techniques.
• Build, maintain, and continuously refresh warm pipelines for recurring and hard-to-fill clinical roles, with particular attention to shortage specialties and historically difficult geographies or schedules.
• Conduct structured screenings and interviews that assess clinical background, required licensure or certification, relevant setting experience, mission alignment, availability, compensation expectations, and other lawful job-related qualifications.
• Advise hiring leaders on market conditions, talent availability, competitive positioning, search progress, candidate risk, process design, and effective selection practices.
• Drive candidate engagement and closing strategies while delivering a responsive, respectful, and high-quality candidate experience from initial outreach through offer acceptance.
• Coordinate with Human Resources, credentialing, compliance, and clinical teams to support timely collection and handoff of licensure, certification, education, work history, references, and other pre-employment requirements without independently making credentialing determinations.
• Maintain complete, accurate, and timely records in the applicant tracking system, including candidate activity, interview feedback, disposition reasons, source data, offers, and required recruitment documentation.
• Manage multiple concurrent searches with clear prioritization, organized follow-up, disciplined calendar management, and proactive escalation of obstacles.
• Use recruitment data to monitor and report pipeline health, funnel conversion, aging requisitions, time to slate, time to fill, offer acceptance, source effectiveness, candidate experience, and other agreed performance indicators.
• Ensure recruitment practices comply with applicable equal employment opportunity, pay transparency, salary history, recordkeeping, and internal policy requirements.
• Represent Housing Works at career fairs,…