Overview

CCRM Fertility is seeking a Senior Physician Recruiter to lead physician recruiting for Reproductive Endocrinology and Infertility (REI) Specialists across our national network of clinics. This role reports directly to the CEO, reflecting the strategic importance of physician talent to CCRM's growth — REI recruiting is one of the highest-leverage functions in the organization, directly determining our ability to open new markets, grow existing clinics, and sustain quality of care.

This is a senior, leadership-level role: the person will personally run the highest-stakes REI searches nationally while managing a small team responsible for interview scheduling, candidate tracking, and pipeline hygiene. Because REI is a small, tightly networked specialty with a limited national pool of board-eligible/board-certified physicians, this role requires someone who operates as a relationship-driven talent partner and strategic advisor to the CEO — not a transactional recruiter — building long-term rapport with fellows, fellowship program directors, and practicing REIs, and representing CCRM's culture, compensation philosophy, and practice model credibly to a sophisticated physician audience.

Responsibilities

Own the national REI recruiting pipeline end-to-end — sourcing, outreach, screening, interview process design, offer negotiation support, and close — across all CCRM markets
Act as a direct strategic partner to the CEO on physician talent strategy: market prioritization, headcount planning tied to growth/M&A plans, and competitive intelligence on physician compensation and recruiting trends
Build and maintain direct relationships with REI fellowship programs and program directors to create a proactive pipeline of graduating fellows, rather than relying on reactive postings
Develop and execute sourcing strategies for passive candidates (practicing REIs open to new opportunities), including direct outreach, conference presence (e.g., ASRM), and physician referral networks
Partner with clinic-level medical directors and market leadership to define hiring needs, ideal candidate profiles, and market-specific compensation/partnership structures
Manage and coach 1–2 recruiting coordinators responsible for interview scheduling, candidate communications, ATS hygiene, and reporting
Design and continuously improve the REI candidate experience and interview process (structured interviews, site visits, meet-the-team days)
Serve as a credible, informed first point of contact for candidates on compensation models, partnership track, call schedules, and practice culture
Build and present pipeline metrics and market talent intelligence directly to the CEO (time-to-fill, source of hire, fellowship program yield, offer-acceptance rate, competitive comp benchmarks)
Support offer construction and negotiation in partnership with the CEO and operations/finance leadership
Represent CCRM at relevant conferences, fellowship events, and REI professional gatherings

Additional Job Functions

Other duties as assigned.

Qualifications

8+ years of recruiting experience, with meaningful experience in physician or other highly specialized clinical/professional recruiting (locum tenens, physician search firm, or in-house physician recruiting strongly preferred)
Track record operating with senior/executive stakeholders, ideally reporting to a C-suite leader or leading a function with direct executive visibility
Prior experience recruiting in a specialty with a small, well-networked candidate pool (REI, subspecialty surgery, etc.) is a significant plus
Experience managing or mentoring junior recruiting/coordinator staff
Familiarity with ATS platforms and recruiting pipeline reporting
Bachelor's degree preferred; equivalent experience considered
Willingness to travel periodically for conferences (e.g., ASRM) and fellowship program visits
Deep comfort operating in a low-volume, high-stakes recruiting environment — this is relationship and pipeline-building work, not requisition-churning
Executive presence — able to advise and report directly to a CEO, translate recruiting activity into business impact, and represent the organization at the most senior level with candidates
Strong consultative relationship-building instincts; ability to build trust with physicians who have many competing offers
Fluency (or ability to become fluent quickly) in physician compensation models, partnership/equity structures, and practice economics in a medical group setting
People management skills — able to direct, coach, and hold accountable 1–2 coordinators on scheduling and tracking discipline
Strong organizational rigor despite low requisition volume — nothing falls through the cracks on a 12–24 month fellow pipeline
Polished written and verbal communication suited to a physician and C-suite audience
Data fluency — comfortable building and presenting pipeline/funnel metrics and market intelligence

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