Talent Acquisition Partner

Onero Rx is hiring a Talent Acquisition Partner in our West Des Moines Home Office to source, vet, and place candidates across our eight-state Midwest footprint. This is a high-ownership, full-cycle recruiting role: you'll own every hire from first outreach through start date, partner directly with hiring managers in the field, and build a healthy bench of passive talent across the region.

The role reports to the Director of Human Resources and operates with a high degree of autonomy. Success looks like a steady, predictable flow of qualified hires, a strong candidate experience, and a deep, well-maintained pipeline of pharmacy and healthcare talent across the Midwest.

• Active sourcing and headhunting. Identify and engage candidates through direct outreach, Linked In sourcing, professional networks, alumni groups, licensing boards, and cold outreach. Build and maintain a passive candidate pipeline across the eight-state region.
• Full-cycle recruiting. Own the candidate lifecycle end to end — initial contact, screening, submission to hiring managers, interview coordination, reference checks, offer facilitation, and start-date confirmation.
• Hiring manager partnership. Partner with leadership and store management to understand role requirements, coverage gaps, and location-specific hiring needs. Provide regular pipeline updates and market intelligence.
• Candidate experience. Serve as the primary point of contact for candidates throughout the process. Maintain consistent, professional, and timely communication that reflects well on Onero Rx as an employer of choice.
• ATS hygiene and reporting. Maintain accurate, timely records of all candidate activity in the applicant tracking system. Document sourcing channels, contact history, and disposition for every candidate.
• Market intelligence. Track compensation trends, competitor activity, and licensure considerations across the region. Surface insights that inform hiring strategy and compensation decisions.
• Collegiate relationships. Maintain and support the expansion of relationships between Onero Rx and colleges and universities throughout the United States.
• Process improvement. Identify bottlenecks in the recruiting process and recommend changes. Help shape interview rubrics, screening criteria, and candidate scorecards as the function matures.
• Cross-functional recruiting. Support the organization's broader recruiting needs by occasionally sourcing for non-pharmacist roles as required.
• Other duties as assigned.

• Experience. 3–5 years of full-cycle recruiting experience, with a demonstrated track record of independently sourcing and placing candidates in a corporate, agency, or RPO environment.
• Sourcing proficiency. Hands-on expertise with Indeed, Boolean search, ATS systems, and direct outreach methodologies. Comfortable making cold calls and initiating contact with passive candidates.
• Communication. Excellent written and verbal communication skills. Able to represent Onero Rx professionally to senior candidates and hiring stakeholders.
• Self-direction. Demonstrated ability to manage a desk independently, prioritize across competing requisitions, and operate without close day-to-day supervision.
• Documentation discipline. Strong ATS and pipeline hygiene; consistent record-keeping habits; comfortable with metrics-driven accountability.
• Education. Bachelor's degree, or equivalent professional experience.

Healthcare or pharmacy recruiting experience preferred. Prior experience recruiting pharmacists, pharmacy technicians, clinicians, or other licensed healthcare professionals will be a meaningful advantage. Familiarity with state pharmacy licensure, PTCB / NHA certification, residency and fellowship pathways, and the realities of retail vs. clinical pharmacy operations will help you ramp faster and speak credibly with candidates from day one.

• Healthcare recruiting background. Experience recruiting for pharmacists, pharmacy technicians, nursing, allied health, or other licensed clinical roles.
• Pharmacy domain knowledge. Working understanding of pharmacy operations, licensing requirements by state, and the differences between retail, clinical, hospital, and float environments.
• Multi-state recruiting. Experience recruiting across multiple states, including familiarity with regional labor market dynamics and varying licensure timelines.
• In-house corporate recruiting. Experience as an embedded corporate recruiter (vs. agency-only), with comfort partnering directly with operational leaders.
• Regional familiarity. An existing network or working knowledge of the Midwest pharmacy labor market is a plus.