Senior Recruiter

Senior Recruiter – Talent & Business Development Local Home Care Partners, LLC | Bright Star Care – DFW Location

Richardson, TX — Fully In-Office

Full-Time | Exempt

$78,000–$80,000 annually
, commensurate with experience

Local Home Care Partners, LLC, operating multiple Bright Star Care locations throughout the DFW area, is a growing home healthcare organization focused on providing high-quality care to patients throughout North and East Texas.

Our locations include Plano, North Dallas, Frisco/Carrollton, Fort Worth–Granbury, and Fort Worth–Burleson
.

We serve thousands of patients each year and provide skilled nursing, therapy, caregiving, and pediatric services. As we continue to grow, our ability to serve more patients depends on our ability to recruit, onboard, retain, and activate exceptional healthcare professionals.

That's where you come in.

We are looking for an experienced Senior Recruiter – Talent & Business Development to take ownership of our recruiting and workforce activation strategy.

This is a hands-on role where recruiting goes beyond simply filling open positions. You will own the full lifecycle of our field workforce relationship —
finding great candidates, hiring them, supporting their onboarding, helping them become active in the field, retaining them, and ensuring we have the staff needed to support our growing patient census.

You will work closely with the CEO, scheduling, clinical leadership, HR/onboarding, branch leadership, and business development to make sure our hiring efforts directly support company growth.

You will not carry a traditional sales quota. Instead, you will be accountable for our ability to staff the referrals and opportunities our business development team brings in.

• Own full-cycle recruiting for RNs, LPNs/LVNs, PTs, OTs, SLPs, CNAs, HHAs, caregivers
  , and office/leadership positions as needed.
• Build and maintain a strong candidate pipeline through job boards, referrals, schools, community partnerships, networking, and re-engagement of previous applicants and former employees.
• Conduct candidate screening, interviews, offers, and pre-employment processes efficiently.
• Develop creative recruiting strategies to attract healthcare professionals in competitive DFW markets.
• Maintain accurate ATS records and ensure recruiting data is current and reliable.
• Track and report on pipeline activity, open positions, hires, starts, and recruiting performance.

• Maintain relationships with new hires through 7-day, 30-day, and 90-day check-ins
  .
• Own the first 90 days of the employee experience and identify opportunities to improve retention.
• Partner closely with scheduling and field leadership to increase employee participation and fill open shifts and visits.
• Re-engage inactive employees and former staff.
• Help match employee availability with patient needs and available shifts.
• Identify and resolve barriers that prevent employees from becoming active in the field.
• Serve as the primary point of contact for new clinical hires through their first five completed visits.
• Help ensure new clinical employees receive the appropriate charting and field support before beginning patient visits.
• Partner with payroll and clinical leadership to address issues that could delay or impact employee pay.
• Monitor new-hire activity and ensure employees who complete onboarding are successfully transitioned into active field work.

• Participate in sales and business development pipeline discussions.
• Understand upcoming referral opportunities, contracts, and anticipated staffing needs.
• Translate business development forecasts into hiring plans by discipline, geography, and shift
  .
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