Clinical Talent Acquisition Partner; Remote

People are done waiting to get sick before getting care. They want to understand their bodies, take control of how they feel, and actually invest in how long and how well they live. The system wasn't built for that. We are.

Over the next decade, more than one trillion dollars will shift away from traditional sick‑care toward proactive, personalized health programs. Lifeforce is leading that shift as the world's largest longevity medicine program, and we're just getting started.

Founded alongside clinical and scientific leaders from Cleveland Clinic, Mass General Hospital, and Harvard Medical School, we bring together everything it takes to help people truly understand and optimize how their bodies are functioning now and decades to come. Comprehensive diagnostics, hands‑on clinical experts, certified health coaches, and customized supplement, pharmaceutical, and lifestyle protocols. All from home. At the price of a gym membership.

Lifeforce is expanding its clinical footprint through Ultimate Longevity Centers (ULC), a franchise network bringing proactive, in‑person care to communities across the country. We are looking for a Clinical Talent Acquisition Partner to support full‑cycle hiring for provider roles. This role is central to building and scaling the clinical teams that power both Lifeforce and ULC, sitting at the heart of everything we deliver to our members.

The right candidate has done high‑volume clinical recruiting before, knows how to build a process from scratch, and understands what it takes to attract top‑tier clinicians to a mission‑driven health company. The primary focus is RN hiring with additional experience across a broader provider mix including NPs, PAs, MDs, and DOs.

Full‑Cycle Recruiting

• Own the end‑to‑end recruiting process for clinical roles from intake meetings through signed offers across multiple geographic markets. This role will initially focus on building our RN workforce while also supporting recruitment for physicians and advanced practice providers as the organization grows.
• Partner with hiring managers to define role requirements, licensure and credentialing needs, and realistic timelines
• Screen candidates for clinical qualifications and the hospitality and member experience orientation essential to success in these roles
• Draft and extend offers and support a clean handoff to the onboarding team

Sourcing & Pipeline Management

• Build and maintain active, warm candidate pipelines across all open markets
• Source passive candidates through Linked In, job boards, clinical associations (AANP, AAPA, AMA), and niche provider communities
• Target talent from analogous hiring pools including staffing agencies, GLP‑1 and weight loss clinics, and other high‑volume outpatient settings
• Conduct structured screens covering licensure status, multi‑state availability, compensation alignment, and role fit

Building the Hiring Engine

• Help design and document the end‑to‑end clinical hiring process, including screening scorecards, interview structure, funnel benchmarks, and decision frameworks
• Establish and track applicant‑to‑interview‑to‑hire ratios so the team can forecast pipeline needs against headcount targets
• Build repeatable processes that can scale as volume increases, and identify where supplemental support (per diem agencies, contract recruiters) makes sense
• Partner with leadership to think through how the recruiting function scales over time

Process & Reporting

• Maintain clean, up‑to‑date candidate records in the ATS at all times
• Deliver organized candidate summaries and pipeline updates to hiring stakeholders on a regular cadence
• Leverage AI tools to accelerate sourcing, personalize outreach, support screening analysis, and improve recruiting analytics while maintaining an excellent candidate experience
• Track and report on key recruiting metrics including time‑to‑fill, pipeline conversion by market, and source effectiveness

Market Intelligence

• Share market insights on clinical talent availability, compensation benchmarks, and multi‑state licensing considerations
• Stay current on trends in telehealth, longevity medicine, and digital health talent markets

Required…