Founding Clinical Recruiter

Founding Clinical Recruiter
Remote — United States
Company stage: Early-stage / Stealth
About the Company
We are building a new healthcare services company focused on improving care delivery in skilled nursing and senior living settings across the United States.
The company is currently operating in stealth mode. Additional details about the business, leadership team, and specific service offering will be shared at later stages of the interview process.
The founding team brings deep experience across healthcare operations, post-acute care, insurance, technology, strategy, and business development, with extensive knowledge of the skilled nursing and senior care ecosystem.
The company is also being built as part of a broader ecosystem of healthcare and technology businesses, creating opportunities to leverage existing expertise, relationships, infrastructure, and technology while building a new business independently.
We are now building the initial team and are looking for a Founding Clinical Recruiter to build the clinical talent engine that will support rapid growth as we begin onboarding facilities and expanding our clinical footprint.
About the Role
We are looking for an exceptional, highly hands-on Founding Clinical Recruiter to build and own our clinical recruiting function from the ground up.
You will initially be our first and primary recruiter, responsible for building a high-volume pipeline of clinical professionals across the United States, with an initial focus on Nurse Practitioners.
This is not a traditional recruiter role where success means posting jobs, reviewing applicants, and moving candidates through an existing process. You will be expected to build the process yourself.
You will personally source candidates, develop relationships, run recruiting screens, manage the pipeline, experiment with sourcing channels, track recruiting metrics, identify bottlenecks, improve conversion, and continuously figure out how to reach clinicians who are not actively looking for a new opportunity.
This is a highly hands-on, high-ownership role. There is currently no recruiting team, established playbook, or dedicated sourcer supporting you. You will need to be comfortable operating independently, making decisions quickly, and figuring things out as you go.
The role also has a significant talent acquisition and sales component. Strong clinicians have many options, and simply sending them a job description is not enough. You need to be able to create genuine interest, understand what motivates candidates, communicate the opportunity compellingly, and build relationships long before someone is ready to make a move.
Over time, the goal is for this person to grow beyond individual recruiting execution and become a key leader in building our broader Talent Acquisition function — including recruiting strategy, processes, systems, metrics, and eventually a recruiting team.
What You'll Own
1. Personally Build a High-Volume Clinical Talent Pipeline
Personally source Nurse Practitioners and other clinical professionals across relevant U.S. markets.
Build and continuously expand a large, high-quality network of potential candidates.
Develop creative sourcing strategies for hard-to-reach clinical talent.
Use LinkedIn, Indeed, professional networks, licensing directories, referrals, databases, and other relevant sourcing channels.
Build relationships with clinicians before there is necessarily an immediate opening.
Maintain an organized, continuously refreshed talent pipeline.
Develop repeatable approaches that allow you to source at increasing volume without sacrificing candidate quality.
2. Own Candidate Engagement From First Contact
Personally conduct high-quality, personalized outreach to clinical professionals.
Create compelling reasons for clinicians to engage with us rather than relying on transactional recruiting messages.
Understand what motivates different types of clinicians and tailor your approach accordingly.
Build trust and credibility with candidates throughout the process.
Clearly communicate the role, expectations, compensation, work environment, and what it is actually like to work in skilled nursing and senior living.
Maintain relationships with strong candidates who are not immediately ready to move.
Create a high-touch, concierge-level candidate experience from first contact through hiring.
3. Own Screening and Candidate Quality
Conduct initial recruiting screens and independently assess candidates against agreed qualifications and requirements.
Evaluate experience, credentials, motivations, availability, compensation expectations, and overall fit.
Confirm relevant licensing and professional credentials.
Identify which candidates should move forward and which should not.
Provide clear, structured candidate summaries and recommendations to clinical and business leadership.
Continuously refine the candidate profile based on what you learn from the market and from successful hires.
4. Drive High-Volume Hiring
Build recruiting capacity that can respond quickly as new facilities and markets come online.
Manage multiple concurrent clinical searches and competing priorities.
Maintain a strong pipeline ahead of anticipated hiring needs rather than starting from zero when a position opens.
Adjust sourcing strategy and recruiting activity based on changing business demand.
Identify bottlenecks in the funnel and take ownership of fixing them.
Work closely with credentialing and enrollment resources to ensure recruiting timelines align with clinician onboarding requirements.
Develop ways to increase recruiting volume and speed while maintaining quality.
5. Build the Recruiting Function From Scratch
Establish recruiting workflows, processes, systems, and operating rhythms from the ground up.
Help select and configure the tools needed to run an effective recruiting function.
Maintain accurate candidate and recruiting activity data in our ATS.
Track sourcing activity, pipeline health, interviews, offers, hires, and conversion rates.
Establish meaningful recruiting KPIs and use them to manage performance.
Identify which sourcing channels and approaches produce the strongest candidates.
Experiment continuously with new sourcing strategies, messaging, tools, automation, and channels.
Document processes so the recruiting function can eventually scale beyond you.
Build the foundation for a future Talent Acquisition team.
6. Be the Recruiting Expert to the Founding Team
Work directly with clinical and business leadership to understand hiring needs and priorities.
Partner with leadership to define what great clinical talent looks like.
Provide visibility into pipeline health, hiring progress, market conditions, and recruiting challenges.
Share insights on candidate availability, compensation expectations, competitive opportunities, and market trends.
Challenge assumptions when the market tells us our approach needs to change.
Help leadership make informed decisions about hiring strategy and recruiting capacity.
Take ownership of recruiting problems rather than waiting for someone else to solve them.
Who We're Looking For
Excellent written and verbal English communication skills.
5+ years of recruiting, talent acquisition, or executive search experience, including at least 3+ years of substantial experience recruiting clinical or healthcare professionals in the United States.
A proven track record of personally sourcing and hiring U.S.-based healthcare professionals.
Experience recruiting licensed healthcare professionals; direct experience recruiting Nurse Practitioners is strongly preferred.
Significant outbound sourcing experience. You know how to find candidates who are not applying to your jobs.
Experience managing multiple concurrent searches and high-volume clinical pipelines.
Strong candidate engagement and relationship-building skills.
The ability to independently manage the full recruiting process from sourcing through offer.
Strong judgment about candidate quality and when to move someone forward — or stop investing time.
A track record of working independently and taking ownership without extensive direction.
Exceptional organization, prioritization, and time-management skills.
The ability to move quickly while maintaining a high bar for quality.
Strong commercial and sales instincts. You understand that recruiting is ultimately about creating enough value and trust for someone to choose to join the company.
Strong hospitality instincts and a natural ability to make candidates feel valued and excited about the opportunity.
Curiosity about the business and the ability to learn enough about healthcare operations to represent the company credibly.
Comfort working in ambiguity and building structure where none exists.
The ambition and ability to grow into broader Talent Acquisition leadership as the c

Work arrangement
Yes