Recruitment Coordinator

Position Summary

The Recruitment Coordinator owns the day-to-day execution of Coast Care’s caregiver recruitment function, managing the full recruitment lifecycle from applicant sourcing and initial screening through interview, hiring, onboarding, and readiness for placement.

This position is responsible for maintaining a consistent pipeline of qualified, reliable caregivers who align with Coast Care’s current and anticipated workforce needs. Hiring demand fluctuates based on organizational needs and may require approximately 8–12 quality caregiver hires per week during periods of standard demand.

Success in this role is not measured by hiring volume alone. The Recruitment Coordinator is accountable for balancing quantity, quality, reliability, caregiver availability, geographic coverage, and organizational demand.

The Recruitment Coordinator works independently in managing the recruitment function while maintaining close communication and collaboration with Client Services and leadership. This position requires strong judgment, follow-through, organization, urgency, and the ability to identify and resolve recruitment challenges without requiring constant direction.

Essential Responsibilities

End-to-End Recruitment

Manage the caregiver recruitment process from application through readiness for placement.
Maintain an active and organized applicant pipeline across all stages of recruitment.
Review incoming applications and identify candidates who meet Coast Care’s hiring standards.
Conduct candidate screening and interviews to evaluate experience, professionalism, reliability, communication, availability, and overall fit.
Make sound hiring recommendations based on candidate quality and organizational needs.
Maintain consistent candidate follow-up throughout the hiring process.
Coordinate pre-hire requirements, onboarding documentation, and orientation readiness.
Identify candidates who are stalled in the hiring process and take appropriate action to move qualified candidates forward.
Close out candidates who are no longer responsive, qualified, or interested so that pipeline data remains accurate.

Demand-Based Recruitment

Coast Care does not recruit caregivers for individual clients. Recruitment is responsible for developing a caregiver workforce that reasonably aligns with overall organizational demand.

The Recruitment Coordinator will

Maintain regular communication with Client Services regarding current and anticipated caregiver workforce needs.
Monitor recruiting needs based on geographic coverage, caregiver availability, days and times of availability, weekend and overnight availability, short-shift availability, experience levels, and other identified workforce gaps.
Adjust job postings, sourcing efforts, advertising, candidate targeting, and recruiting priorities based on changing demand.
Identify gaps between caregivers being hired and caregivers needed by the organization.
Proactively modify recruiting strategy when hiring activity is not producing a workforce that supports operational needs.
Maintain a broad caregiver pipeline while strategically increasing recruitment in areas where workforce gaps exist.

Quality of Hire

Coast Care prioritizes quality over hiring simply to achieve a numerical target.

The Recruitment Coordinator is expected to

Apply Coast Care’s hiring standards consistently, including during periods of high staffing demand.
Identify behavioral or reliability concerns during screening and interviewing.
Avoid advancing candidates solely for the purpose of meeting a hiring quota when legitimate concerns exist regarding quality, professionalism, or reliability.
Evaluate recruiting success beyond the initial hire by reviewing caregiver activation, retention, performance trends, and other quality indicators.
Identify patterns among unsuccessful hires and use those findings to improve future candidate selection.
Partner with Client Services to understand whether newly hired caregivers are successfully contributing to the available workforce.

Recruiting Metrics & Accountability

Track recruitment activity and outcomes throughout the hiring funnel.
Monitor applicant volume, screening activity, interviews, offers, onboarding completion, hiring, and readiness for placement.
Track hiring results against current organizational demand.
Monitor candidate conversion between stages and identify areas where candidates are being lost or delayed.
Review caregiver availability and geographic distribution compared with organizational workforce needs.
Monitor quality-of-hire indicators, including activation and early retention where data is available.
Identify recruiting trends, barriers, and opportunities for improvement.
Provide regular recruiting updates to Client Services and leadership.
Communicate early when hiring goals, deadlines, or other commitments are at risk.
When performance is below expectation, identify the likely cause and develop an action plan rather than simply reporting the missed result.

Candidate Experience

Create a professional, welcoming, respectful, and informative candidate experience.
Communicate expectations clearly throughout the recruiting and onboarding process.
Respond to candidate questions and concerns in a timely manner.
Maintain appropriate follow-up without allowing nonresponsive candidates to unnecessarily stall the recruiting pipeline.
Represent Coast Care’s culture and values throughout every candidate interaction.
Address candidate concerns with empathy while maintaining appropriate professional standards and boundaries.

Recruitment Systems & Documentation

Maintain complete, accurate, and timely recruitment records.
Ensure applicant status, notes, documents, and hiring activity are accurately reflected in Coast Care’s recruitment systems.
Maintain organized documentation so another team member can understand the current status of a candidate when needed.
Complete required pre-hire documentation accurately and within established timelines.
Maintain accurate job postings and recruiting advertisements.
Use recruitment technology and systems effectively to improve efficiency, visibility, and candidate communication.
Protect confidential applicant and employee information.

Independent Ownership & Problem Solving

The Recruitment Coordinator is expected to take ownership of the recruitment function rather than waiting for leadership to identify or solve routine recruitment problems.

This includes

Organizing and prioritizing daily workload independently.
Identifying issues before they significantly affect hiring outcomes.
Resolving routine recruiting challenges without requiring continuous management direction.
Escalating significant concerns appropriately and early.
Bringing potential solutions when escalating problems.
Following through on commitments and communicating before a commitment is missed.
Reviewing unsuccessful processes or strategies and adjusting based on results.
Identifying opportunities to improve recruiting workflows, systems, candidate experience, and outcomes.
Asking for assistance or reprioritization before workload issues result in missed commitments.
Maintaining continuity of recruitment responsibilities when unexpected circumstances occur through appropriate communication and handoff.

Performance Expectations

Performance in this position will be evaluated using a combination of quantitative and qualitative measures.

Key performance indicators may include

Quality hires compared with current hiring demand
Applicant-to-screen conversion
Screen-to-interview conversion
Interview-to-hire conversion
Onboarding completion
Time through the recruiting process
Candidate responsiveness and follow-up
Caregiver readiness for placement
Alignment of new hires with geographic and availability needs
New-hire activation
Early caregiver retention
Quality or performance trends associated with new hires
Accuracy and completeness of recruitment records
Timeliness of communication and reporting

Hiring targets are important; however, meeting a numerical hiring target does not justify lowering Coast Care’s hiring standards.

Coast Care Values

The Recruitment Coordinator is expected to demonstrate Coast Care’s values in daily decision-making and interactions.

Reliability

Do what you say you will do. Follow through on commitments, maintain dependable recruiting processes, communicate early when circumstances change, and take ownership when expectations are not met.

Empathy

Recognize that candidates, caregivers, clients, and coworkers are people first. Listen, communicate thoughtfully, and consider the impact recruitment processes have on others.

Improvement

Look for better ways to recruit, onboard, communicate, and operate. Use data and experience to identify root causes and improve systems rather than repeatedly working around the same problems.

Respect

Communicate professionally, value other people’s time, maintain appropriate boundaries, and treat candidates, caregivers, coworkers, and community partners with dignity.

Qualifications & Skills

Required

Strong organizational and time-management skills
Demonstrated ability to manage multiple priorities in a fast-paced environment
Strong written and verbal communication skills
Strong follow-through and attention to detail
Ability to work independently and take ownership of results
Sound judgment when evaluating candidates
Ability to maintain professionalism during difficult or high-pressure interactions
Comfortable working toward measurable performance expectations
Ability to interpret basic recruiting data and use it to adjust activity
Strong computer skills and ability to learn recruitment and workforce-management systems
Ability to maintain confidentiality and handle sensitive applicant information appropriately

Preferred

Previous recruiting, staffing, human resources, scheduling, home care, or healthcare experience
Experience managing a high-volume applicant pipeline
Experience with applicant tracking or recruitment management systems
Experience recruiting hourly or frontline workers
Understanding of caregiver recruitment and the home care workforce

What Success Looks Like

A successful Recruitment Coordinator does more than generate hires.

Success means Coast Care maintains a reliable, qualified, engaged caregiver workforce that increasingly aligns with organizational demand.

The successful Recruitment Coordinator knows

How many caregivers are needed
Where workforce gaps exist
What availability the organization needs
Where candidates are getting stuck or dropping out of the recruitment funnel
Whether new hires are becoming active caregivers
Whether recruiting sources and strategies are producing quality results
When results are at risk
What actions are being taken to improve them

The Recruitment Coordinator is expected to know the state of Recruitment, communicate it clearly, and take action when results are not meeting expectations.

Job Details

Job Type: Full-TimeExpected Hours: 40 per weekSchedule: Monday–Friday, with flexibility as required to support recruitment needsWork Location: [Insert Work Location]Pay Range: [Insert Current Pay Range]

Our Mission

Coast Care exists to connect people with care.

The Recruitment Coordinator plays a critical role in that mission by ensuring Coast Care continues to attract and hire caregivers who are capable, dependable, compassionate, and ready to serve our community.

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