Recruiter - Provider​/APP

Description

Please read the entire job description as a lack of healthcare (non-staff) recruiting experience will not be sufficient.

The Recruiter for Providers/APP will be responsible for developing and executing comprehensive recruitment strategies for Advanced Practice Providers and other clinical professionals, with an emphasis on Nurse Practitioners (NPs), Physician Assistants (PAs), Certified Nurse-Midwives (CNMs), and other women's health providers.

The successful candidate will manage the recruitment lifecycle from workforce planning and candidate sourcing through interviewing, contract development, credentialing coordination, and onboarding handoff.

• Develop and execute proactive recruitment strategies for APP and clinical provider positions.
• Source qualified candidates through:
  • Professional networking
  • Linked In and other professional platforms
  • Healthcare job boards
  • Provider associations and professional organizations
  • University and graduate program relationships
  • Career fairs and recruiting events.
  • Employee and provider referrals
  • Direct outreach and targeted sourcing campaigns
  • Specialty-specific recruiting networks
• Build and maintain an active pipeline of qualified providers for current and anticipated openings.
• Identify passive candidates and establish long-term relationships with high-value prospects.
• Develop creative approaches to attract providers in competitive healthcare markets.

• Serve as the primary point of contact for candidates throughout the recruitment process.
• Conduct initial candidate outreach and screening.
• Clearly communicate the organization's mission, culture, clinical model, career opportunities, compensation philosophy, and benefits.
• Build meaningful relationships with candidates while maintaining professionalism and confidentiality.
• Maintain consistent communication and follow-up throughout the candidate journey.
• Address candidate questions and coordinate communication between candidates and organizational leadership.
• Create a positive, professional candidate experience from initial contact through offer acceptance.

• Review resumes and professional profiles.
• Conduct preliminary interviews and screening conversations.
• Assess candidates against established qualifications and position requirements.
• Verify appropriate clinical experience, specialty background,certifications, licensure status, and other required qualifications.
• Identify potential concerns or gaps and communicate them appropriately to hiring leaders.
• Coordinate interviews with physicians, clinical leaders, executives, and practice leadership.
• Collect and document interview feedback.

• Coordinate the candidate selection process with leadership.
• Assist with compensation discussions and offer preparation within established organizational guidelines.
• Coordinate offer letters and other pre-employment documentation.
• Maintain timely communication throughout the offer process.
• Assist with negotiation and closing activities while maintaining organizational compensation parameters.
• Track offer acceptance, declined offers, and reasons for candidate withdrawal.

• Coordinate closely with credentialing, HR, clinical operations, and practice leadership to facilitate provider onboarding.
• Ensure required provider information and documentation is collected and transferred appropriately.
• Track licensure, certifications, DEA registration, NPI information, malpractice documentation, and other applicable credentials as required by the organization in partnership with other internal partners.
• Monitor recruitment-to-start timelines and proactively identify potential delays.
• Maintain communication with candidates during credentialing and onboarding.
• Ensure candidates have a clear understanding of theiranticipated start date, onboarding requirements, and next steps.

Note:

This position coordinates with credentialing and HR functions but does not independently make clinical credentialing determinations.

• Partner with leadership to understand current and projected provider needs.
• Maintain an accurate recruitment forecast and pipeline.
• Help identify upcoming vacancies, growth opportunities, succession needs, and anticipated provider shortages through the provider workgroup meetings.
• Develop recruitment plans based on practice growth, patient demand, provider capacity, and…