Recruiter ProviderAPP

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 womens 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 organizations 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 andposition requirements.
• Verify appropriate clinical experience specialty backgroundcertifications 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 preparationwithin 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 proactivelyidentify potential delays.
• Maintain communication with candidates during credentialing and onboarding.
• Ensure candidates have a clear understanding of theiranticipated 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 organizations reputation among APP andwomens 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 womens health and other relevant professional associations.
• Develop relationships with graduate programs residency/fellowship programs where applicable and professional networks.
• Promote the organizations culture clinical autonomy growth opportunities leadership accessibility and commitment to womens 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.

Required Skills & Competencies

Healthcare Recruiting Expertise

• Strong understanding of APP roles qualifications licensureand clinical specialties.
• Ability to distinguish between required and preferred provider qualifications.
• Familiarity with healthcare employment and credentialingprocesses.

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 andmaintaining 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 affectspractice 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 emailand 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 upto approximately 20 pounds.
• Travel locally regionally or nationally as required by theorganizations recruitment strategy.

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