Recruitment and Retention Coordinator

Recruiting & Onboarding

Develop and execute proactive sourcing strategies across job boards, social media, community organizations, caregiver training programs, and referral networks to build a robust, diverse candidate pipeline for every position in the agency.

Own full-cycle recruiting for all open agency positions — caregivers, scheduling coordinators, administrative and office staff, and other corporate roles — screening, interviewing, and hiring qualified candidates and moving them efficiently through the pipeline to meet both client and internal staffing demands.

Represent Amada Orange County at job fairs, career expos, and community outreach events — staffing the booth, presenting the agency to prospective caregivers, and collecting/following up on leads generated.

Manage the applicant tracking system and maintain an active, qualified caregiver pipeline sufficient to meet client care demands.

Coordinate required pre-employment steps: background checks, DOJ/FBI Live Scan, TB clearance, and verification of active status on the California Home Care Aide Registry (per AB 1522).

Track and maintain required trainings, certifications, and renewals (CPR/First Aid, in-service training hours, TB re-testing).

New-Hire Orientation & Required Hiring Documentation

Plan, schedule, and personally lead new-hire orientation for every incoming caregiver at the San Clemente office, covering Amada's mission, care philosophy, client-service standards, safety protocols, and reporting procedures.

Prepare and review the complete new-hire documentation packet, obtaining all required signatures before a caregiver's first client assignment, including:
Form I-9 (Employment Eligibility Verification) with acceptable identity/work-authorization documents;
Form W-4 and California Form DE 4; offer letter, employment agreement, and job description acknowledgment; employee handbook acknowledgment;
Wage Theft Prevention Act notice (Labor Code §2810.5); sexual harassment prevention training acknowledgment (SB 1343); mandated-reporter training and acknowledgment; confidentiality/CMIA acknowledgment; direct deposit and emergency contact forms; and, where applicable, driving record and auto insurance verification for caregivers who transport clients.

Confirm and file all required health and eligibility clearances as part of onboarding: DOJ/FBI Live Scan results, TB clearance, CPR/First Aid certification, and active status on the California Home Care Aide Registry (AB 1522), per CDSS HCO licensing standards.

Assemble and audit each new-hire's personnel file for completeness against CDSS HCO licensing requirements, and maintain a tracking log confirming no caregiver is placed with a client until all documentation and clearances are on file.

Own the orientation and hiring-document checklist end-to-end, updating it as CA home care regulations change and coordinating with the HR Manager or AFI Franchise Support on any compliance questions.

Engagement & Retention

Own the first-month caregiver lifecycle end-to-end, serving as the caregiver's primary point of contact for HR-related support.

Conduct a structured 30-day check-in cadence with every new caregiver: a brief touch-base call or meeting in week one, a second touch-base in week two, and a formal 30-day review that assesses fit, addresses early concerns, and documents next steps.

Design and run proactive retention interventions (check-ins, recognition efforts, satisfaction surveys) in partnership with scheduling coordinators.

Analyze first-year turnover and exit-interview data monthly; report trends and recommendations to agency leadership.

Support employee relations matters and performance documentation as needed on a general HR basis, escalating complex issues to the HR…