Description

Please read the entire job description as a lack of healthcare (non-staff) recruiting experience will not be sufficient.

Job Summary

The Recruiter for Providers/APP will be responsible for developing and executing comprehensive recruitment strategies for Advanced Practice Providers and other clinical professionals, with an emphasis on Nurse Practitioners (NPs), Physician Assistants (PAs), Certified Nurse-Midwives (CNMs), and other women's health providers.

The successful candidate will manage the recruitment lifecycle from workforce planning and candidate sourcing through interviewing, contract development, credentialing coordination, and onboarding handoff.

Duties and Responsibilities

Provider Recruitment & Sourcing

Develop and execute proactive recruitment strategies for APP and clinical provider positions.
Source qualified candidates through:
Professional networking
LinkedIn and other professional platforms
Healthcare job boards
Provider associations and professional organizations
University and graduate program relationships
Career fairs and recruiting events.
Employee and provider referrals
Direct outreach and targeted sourcing campaigns
Specialty-specific recruiting networks
Build and maintain an active pipeline of qualified providers for current and anticipated openings.
Identify passive candidates and establish long-term relationships with high-value prospects.
Develop creative approaches to attract providers in competitive healthcare markets.

Candidate Relationship Management

Serve as the primary point of contact for candidates throughout the recruitment process.
Conduct initial candidate outreach and screening.
Clearly communicate the organization's mission, culture, clinical model, career opportunities, compensation philosophy, and benefits.
Build meaningful relationships with candidates while maintaining professionalism and confidentiality.
Maintain consistent communication and follow-up throughout the candidate journey.
Address candidate questions and coordinate communication between candidates and organizational leadership.
Create a positive, professional candidate experience from initial contact through offer acceptance.

Candidate Screening & Assessment

Review resumes and professional profiles.
Conduct preliminary interviews and screening conversations.
Assess candidates against established qualifications and position requirements.
Verify appropriate clinical experience, specialty background, certifications, licensure status, and other required qualifications.
Identify potential concerns or gaps and communicate them appropriately to hiring leaders.
Coordinate interviews with physicians, clinical leaders, executives, and practice leadership.
Collect and document interview feedback.

Offer & Hiring Process

Coordinate the candidate selection process with leadership.
Assist with compensation discussions and offer preparation within established organizational guidelines.
Coordinate offer letters and other pre-employment documentation.
Maintain timely communication throughout the offer process.
Assist with negotiation and closing activities while maintaining organizational compensation parameters.
Track offer acceptance, declined offers, and reasons for candidate withdrawal.

Credentialing & Onboarding Coordination

Coordinate closely with credentialing, HR, clinical operations, and practice leadership to facilitate provider onboarding.
Ensure required provider information and documentation is collected and transferred appropriately.
Track licensure, certifications, DEA registration, NPI information, malpractice documentation, and other applicable credentials as required by the organization in partnership with other internal partners.
Monitor recruitment-to-start timelines and proactively identify potential delays.
Maintain communication with candidates during credentialing and onboarding.
Ensure candidates have a clear understanding of their anticipated start date, onboarding requirements, and next steps.

Note: This position coordinates with credentialing and HR functions but does not independently make clinical credentialing determinations.

Workforce Planning & Recruiting Strategy

Partner with leadership to understand current and projected provider needs.
Maintain an accurate recruitment forecast and pipeline.
Help identify upcoming vacancies, growth opportunities, succession needs, and anticipated provider shortages through the provider workgroup meetings.
Develop recruitment plans based on practice growth, patient demand, provider capacity, and geographic needs.
Provide leadership with regular updates regarding candidate pipelines, market conditions, recruiting activity, and hiring challenges.
Recommend adjustments to sourcing strategies based on recruiting data and market conditions.

Employer Branding & Provider Outreach

Help strengthen the organization's reputation among APP and women's health provider communities.
Develop compelling recruitment messaging and provider-facing materials.
Represent the organization at professional conferences, recruiting events, networking opportunities, and educational institutions.
Build relationships with NP, PA, CNM, women's health, and other relevant professional associations.
Develop relationships with graduate programs, residency/fellowship programs where applicable, and professional networks.
Promote the organization's culture, clinical autonomy, growth opportunities, leadership accessibility, and commitment to women's health.

Recruitment Operations & Reporting

Maintain accurate applicant and candidate information within Paylocity.
Maintain organized recruitment records and documentation.
Track key recruitment metrics.
Monitor recruiting expenses and vendor performance as applicable.
Evaluate the effectiveness of job boards, agencies, search firms, referral programs, and other recruiting channels.
Maintain confidentiality of candidate and company information.

Requirements

Required Skills & Competencies

Healthcare Recruiting Expertise

Strong understanding of APP roles, qualifications, licensure, and clinical specialties.
Ability to distinguish between required and preferred provider qualifications.
Familiarity with healthcare employment and credentialing processes.

Communication

Excellent written and verbal communication skills.
Ability to communicate effectively with clinicians, executives, practice leaders, and administrative teams.
Strong interviewing and relationship-building skills.
Ability to represent the organization professionally to prospective providers.

Relationship Building

Ability to develop trust and rapport with highly sought-after clinical professionals.
Strong networking and candidate engagement skills.
Comfortable communicating with passive candidates and maintaining long-term talent relationships.

Organization

Exceptional attention to detail.
Ability to manage multiple searches, candidates, interviews, and deadlines simultaneously.
Strong follow-through and time-management skills.

Business Acumen

Ability to understand how provider recruitment affects practice growth, patient access, staffing capacity, and business performance.
Ability to use recruiting metrics to identify trends and improve outcomes.
Comfortable working in a fast-paced, entrepreneurial environment.

Technology

Proficiency with Microsoft Office or Google Workspace.
Experience with ATS/CRM platforms.
Experience with LinkedIn Recruiter and other sourcing technologies preferred.
Ability to learn new recruiting and HR systems quickly.

Physical Requirements

The physical requirements of this position are generally consistent with a professional office environment.

The employee may be required to

Sit and work at a computer for extended periods.
Frequently communicate by telephone, video conference, email, and in person.
Use a computer, keyboard, mouse, mobile device, and other standard office equipment.
Occasionally stand, walk, bend, reach, or move through an office or healthcare facility.
Attend recruiting events, conferences, career fairs, and meetings that may require occasional travel.
Occasionally lift or carry materials or supplies weighing up to approximately 20 pounds.
Travel locally, regionally, or nationally as required by the organization's recruitment strategy.

Reasonable accommodation may be provided for qualified individuals with disabilities to enable them to perform the essential functions of the position.

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