Company Description Dermapure Group is the leading Canadian platform in medical aesthetics. The Group operates a network of aesthetic medicine clinics under the Dermapure and Project Skin MD brands, alongside Functionalab, its professional, medical-grade skincare line. With over 60 clinics across the country, a team of more than 185 physicians and nurses, and 600 employees, Dermapure Group stands out for its impressive team of professionals. The Group delivers a comprehensive, patient-centric approach to skin health by integrating medical expertise, advanced technologies, and clinically proven skincare, including its own Functionalab line and partner brands such as SkinCeuticals.
Dermapure Group benefits from the support of its strategic partners and investors, L Catterton and L’Oréal.

Position Summary

As a Medical Talent Acquisition Specialist, you will play a key role in the growth and development of our injector network across Canada.
You will be responsible for building and maintaining a strong pipeline of qualified talent, proactively identifying top profiles in the market, and developing targeted outreach strategies aligned with the needs of our clinics.
You will act as a true partner to our clinical teams and leaders, working closely with them to understand their recruitment needs, develop effective talent acquisition strategies, and deliver an exceptional candidate experience from initial outreach through onboarding.
This role combines sourcing, recruitment, relationship building, employer branding, and talent attraction strategies within a dynamic and growing environment.

Key Responsibilities

1. Talent Sourcing & Pipeline Development

Develop a proactive sourcing strategy to identify qualified injectors and other clinical professionals across Canada.
Actively source candidates through LinkedIn, professional networks, associations, specialized communities, and other relevant platforms.
Build and maintain talent pools by region, clinic, and profession.
Proactively engage with passive candidates and build long-term relationships, even when no immediate opportunity is available.
Develop targeted recruitment strategies for markets and locations where talent is more difficult to attract.
Maintain a qualified candidate pipeline and ensure regular follow-up with identified talent.

2. Injector Recruitment

Manage the end-to-end recruitment process for injectors, from identifying the need through to offer acceptance.
Partner with Clinic Directors and Regional Directors to understand current and future recruitment needs.
Define target profiles with hiring managers, including experience, skills, availability, location, and other relevant criteria.
Develop personalized outreach strategies based on the target candidate profile.
Conduct initial screening calls and interviews.
Coordinate interviews with the appropriate teams.
Maintain consistent and timely communication with candidates throughout the recruitment process.
Participate in discussions regarding employment terms and support the offer process.
Ensure a professional, efficient, and positive candidate experience.

3. Talent Attraction Strategy

Develop targeted attraction campaigns for injectors and clinical professionals.
Identify the most effective channels and platforms to reach target talent.
Build a presence at relevant events, conferences, and professional communities.
Develop relationships with schools, professional associations, clinical communities, and other strategic partners.
Attend conferences and industry events to build a strong network of potential candidates.
Collaborate with the Marketing team to develop recruitment content and key messages tailored to the professionals we are looking to attract.
Contribute to strengthening our employer brand within the medical and aesthetic community.

4. Ambassador & Employee Referral Programs

Support the development and activation of a network of medical and clinical ambassadors.
Identify professionals who can help attract new talent through their professional networks.
Develop referral strategies and initiatives for employees and professionals across the network.
Track referrals and measure their contribution to recruitment results.
Create initiatives that empower our teams to become ambassadors for our brand within their professional communities.

5. Clinic Partnership

Act as the recruitment point of contact for Clinic Directors and Regional Directors.
Hold regular meetings to understand current and future recruitment needs.
Anticipate recruitment needs based on clinics' growth.
Advise managers on recruitment and selection strategies.
Maintain ongoing communication regarding the status of open positions.
Quickly identify issues that could slow down or jeopardize the hiring process and propose solutions.

6. Candidate Experience and Onboarding

Ensure a consistent and professional candidate experience at every stage of the process.
Standardize communications and follow-ups with candidates.
Collaborate with HR teams and managers to ensure a smooth transition from offer acceptance to onboarding.
Help develop the onboarding process for new hires.
Conduct post-hire follow-ups to assess the quality of the onboarding process and quickly identify any issues.

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