San Diego Recruitment Coordinator

The Recruitment Coordinator owns the day-to-day execution of Coast Cares caregiver recruitment function managing the full recruitment lifecycle from applicant sourcing and initial screening through interview hiring onboarding and readiness for placement.

This position is responsible for maintaining a consistent pipeline of qualified reliable caregivers who align with Coast Cares current and anticipated workforce needs. Hiring demand fluctuates based on organizational needs and may require approximately 812 quality caregiver hires per week during periods of standard demand.

Success in this role is not measured by hiring volume alone. The Recruitment Coordinator is accountable for balancing quantity quality reliability caregiver availability geographic coverage and organizational demand.

The Recruitment Coordinator works independently in managing the recruitment function while maintaining close communication and collaboration with Client Services and leadership. This position requires strong judgment follow-through organization urgency and the ability to identify and resolve recruitment challenges without requiring constant direction.

• Manage the caregiver recruitment process from application through readiness for placement.
• Maintain an active and organized applicant pipeline across all stages of recruitment.
• Review incoming applications and identify candidates who meet Coast Cares hiring standards.
• Conduct candidate screening and interviews to evaluate experience professionalism reliability communication availability and overall fit.
• Make sound hiring recommendations based on candidate quality and organizational needs.
• Maintain consistent candidate follow-up throughout the hiring process.
• Coordinate pre-hire requirements onboarding documentation and orientation readiness.
• Identify candidates who are stalled in the hiring process and take appropriate action to move qualified candidates forward.
• Close out candidates who are no longer responsive qualified or interested so that pipeline data remains accurate.

Coast Care does not recruit caregivers for individual clients. Recruitment is responsible for developing a caregiver workforce that reasonably aligns with overall organizational demand.

The Recruitment Coordinator will:

• Maintain regular communication with Client Services regarding current and anticipated caregiver workforce needs.
• Monitor recruiting needs based on geographic coverage caregiver availability days and times of availability weekend and overnight availability short-shift availability experience levels and other identified workforce gaps.
• Adjust job postings sourcing efforts advertising candidate targeting and recruiting priorities based on changing demand.
• Identify gaps between caregivers being hired and caregivers needed by the organization.
• Proactively modify recruiting strategy when hiring activity is not producing a workforce that supports operational needs.
• Maintain a broad caregiver pipeline while strategically increasing recruitment in areas where workforce gaps exist.

Coast Care prioritizes quality over hiring simply to achieve a numerical target.

The Recruitment Coordinator is expected to:

• Apply Coast Cares hiring standards consistently including during periods of high staffing demand.
• Identify behavioral or reliability concerns during screening and interviewing.
• Avoid advancing candidates solely for the purpose of meeting a hiring quota when legitimate concerns exist regarding quality professionalism or reliability.
• Evaluate recruiting success beyond the initial hire by reviewing caregiver activation retention performance trends and other quality indicators.
• Identify patterns among unsuccessful hires and use those findings to improve future candidate selection.
• Partner with Client Services to understand whether newly hired caregivers are successfully contributing to the available workforce.

• Track recruitment activity and outcomes throughout the hiring funnel.
• Monitor applicant volume screening activity interviews offers onboarding completion hiring and readiness for placement.
• Track hiring results against current organizational demand.
• Monitor candidate conversion between stages and identify areas where candidates are being lost or delayed.
• Review caregiver availability and geographic distribution compared with organizational workforce needs.
• Monitor quality-of-hire indicators including activation and early retention where data is available.
• Identify recruiting trends barriers and opportunities for improvement.
• Provide regular recruiting updates to Client Services and leadership.
• Communicate early when hiring goals deadlines or other commitments are at risk.
• When performance is below expectation identify the likely cause and develop an action plan rather than simply reporting the missed result.

• Create a professional welcoming respectful and informative candidate experience.
• Communicate expectations clearly throughout the recruiting and onboarding process.
• Respond to candidate questions and concerns in a timely manner.
• Maintain appropriate follow-up without allowing nonresponsive candidates to unnecessarily stall the recruiting pipeline.
• Represent Coast Cares culture and values throughout every candidate interaction.
• Address candidate concerns with empathy while maintaining appropriate professional standards and boundaries.

• Maintain complete accurate and timely recruitment records.
• Ensure applicant status notes documents and hiring activity are accurately reflected in Coast Cares recruitment systems.
• Maintain organized documentation so another team member can understand the current status of a candidate when needed.
• Complete required pre-hire documentation accurately and within established timelines.
• Maintain accurate job postings and recruiting advertisements.
• Use recruitment technology and systems effectively to improve efficiency visibility and candidate communication.
• Protect confidential applicant and employee information.

The Recruitment Coordinator is expected to take ownership of the recruitment function rather than waiting for leadership to identify or solve routine recruitment problems.

This includes:

• Organizing and prioritizing daily workload independently.
• Identifying issues before they significantly affect hiring outcomes.
• Resolving routine recruiting challenges without requiring continuous management direction.
• Escalating significant concerns appropriately and early.
• Bringing potential solutions when escalating problems.
• Following through on commitments and communicating before a commitment is missed.
• Reviewing unsuccessful processes or strategies and adjusting based on results.
• Identifying opportunities to improve recruiting workflows systems candidate experience and outcomes.
• Asking for assistance or reprioritization before workload issues result in missed commitments.
• Maintaining continuity of recruitment responsibilities when unexpected circumstances occur through appropriate communication and handoff.

Performance in this position will be evaluated using a combination of quantitative and qualitative measures.

Key performance indicators may include:

• Quality hires compared with current hiring demand
• Applicant-to-screen conversion
• Screen-to-interview conversion
• Interview-to-hire conversion
• Onboarding completion
• Time through the recruiting process
• Candidate responsiveness and follow-up
• Caregiver readiness for placement
• Alignment of new hires with geographic and availability needs
• New-hire activation
• Early caregiver retention
• Quality or performance trends associated with new hires
• Accuracy and completeness of recruitment records
• Timeliness of communication and reporting

Hiring targets are important; however meeting a numerical hiring target does not justify lowering Coast Cares hiring standards.

The Recruitment Coordinator is expected to demonstrate Coast Cares values in daily decision-making and interactions.

Do what you say you will do. Follow through on commitments maintain dependable recruiting processes communicate early when circumstances change and take ownership when expectations are not met.

Recognize that candidates caregivers clients and coworkers are people first. Listen communicate thoughtfully and consider the impact recruitment processes have on others.

Look for better ways to recruit onboard communicate and operate. Use data and experience to identify root causes and improve systems rather than repeatedly working around the same problems.

Communicate professionally value other peoples time maintain appropriate boundaries and treat candidates caregivers coworkers and community partners with dignity.

• Strong organizational and time-management skills
• Demonstrated ability to manage multiple priorities in a fast-paced environment
• Strong written and verbal communication skills
• Strong follow-through and attention to detail
• Ability to work independently and take ownership of results
• Sound judgment when evaluating candidates
• Ability to maintain professionalism during difficult or high-pressure interactions
• Comfortable working toward measurable performance expectations
• Ability to interpret basic recruiting data and use it to adjust activity
• Strong computer skills and ability to learn recruitment and workforce-management systems
• Ability to maintain confidentiality and handle sensitive applicant information appropriately

• Previous recruiting staffing human resources scheduling home care or healthcare experience
• Experience managing a high-volume applicant pipeline
• Experience with applicant tracking or recruitment management systems
• Experience recruiting hourly or frontline workers
• Understanding of caregiver recruitment and the home care workforce

A successful Recruitment Coordinator does more than generate hires.

Success means Coast Care maintains a reliable qualified engaged caregiver workforce that increasingly aligns with organizational demand.

The successful Recruitment Coordinator knows:

• How many caregivers are needed
• Where workforce gaps exist
• What availability the organization needs
• Where candidates are getting stuck or dropping out of the recruitment funnel
• Whether new hires are becoming active caregivers
• Whether recruiting sources and strategies are producing quality results
• When results are at risk
• What actions are being taken to improve them

The Recruitment Coordinator is expected to know the state of Recruitment communicate it clearly and take action when results are not meeting expectations.

Job Type: Full-TimeExpected Hours: 40 per weekSchedule: MondayFriday with flexibility as required to support recruitment needsWork Location: Insert Work LocationPay Range: Insert Current Pay Range

Coast Care exists to connect people with care.

The Recruitment Coordinator plays a critical role in that mission by ensuring Coast Care continues to attract and hire caregivers who are capable dependable compassionate and ready to serve our community.

Required Experience:

IC