Clinic Recruiter

Better Health Group Talent Acquisition Recruiter

Our mission is Better Health. Our passion is helping others.

Are you looking for a career opportunity that will help you grow personally and professionally?

Do you have a passion for helping others achieve Better Health?

Are you ready to join a growing team that shares your mission?

At Better Health Group, it's our commitment, our passion, and our culture that sets us apart. Our Team Members make a difference each and every day! They support our providers and payors, ensuring they have the necessary tools and resources to always deliver best-in-class healthcare experiences for our patients. Be part of a team that shares your passion and drive, and start living your purpose at Better Health Group.

Responsibilities

Reports to: Manager, Talent Acquisition

The Talent Acquisition Recruiter is responsible for managing the full recruiting life cycle for assigned positions, from the initial development of a recruiting strategy through the candidate's transition into onboarding.

This Team Member will partner closely with hiring leaders to understand workforce needs, develop position-specific recruiting strategies, source and engage qualified candidates, coordinate interviews, collect and communicate feedback, prepare and deliver offers, initiate pre-employment screening, and support candidates through the remaining pre-hire and onboarding steps.

The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in which positions are assigned established service level agreements, or SLAs. Individual performance will be evaluated based on quality, responsiveness, hiring outcomes, candidate experience, and the timely achievement of those SLAs.

Success in this position requires creativity, urgency, strong technical aptitude, excellent judgment, and the ability to independently manage a high-volume workload with limited day-to-day direction. This is a hybrid role, and the Team Member will be expected to work onsite periodically based on business, hiring, and team needs.

Essential Duties and Responsibilities

• Manage the full recruiting life cycle for assigned positions, from requisition intake and strategy development through accepted offer, pre-employment screening, and transition to onboarding.
• Partner with hiring leaders and key stakeholders to understand staffing needs, position requirements, business priorities, ideal candidate profiles, and anticipated hiring timelines.
• Develop and execute customized recruiting strategies based on the position, market, candidate population, hiring urgency, and business need.
• Create and publish accurate, engaging, and inclusive job advertisements that effectively communicate the position and the Company's employment brand.
• Review applications, evaluate resumes, conduct candidate screens, assess qualifications, and recommend candidates for consideration.
• Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive experience for candidates and hiring teams.
• Prepare candidates and hiring leaders for each stage of the interview process.
• Proactively collect interview feedback, identify delays, communicate next steps, and maintain momentum throughout the selection process.
• Facilitate candidate debriefs and support hiring leaders in making timely, informed, and equitable hiring decisions.
• Prepare compensation recommendations and offer materials in accordance with approved compensation structures and internal processes.
• Present and deliver verbal and written employment offers, manage offer negotiations, and document candidate acceptances or declines.
• Initiate background checks, drug screenings, licensure verifications, and other required pre-employment screening activities.
• Maintain consistent communication with candidates after offer acceptance and guide them through pre-employment requirements and the transition into onboarding.
• Partner with Human Resources, onboarding, credentialing, payroll, operations, and other internal teams to address barriers that could affect a candidate's start date or experience.

Sourcing and Talent Pipeline Development

• Proactively source active and passive candidates through LinkedIn Recruiter, Indeed, professional networks, social media, internal databases, referrals, industry associations, community partnerships, and other sourcing channels.
• Develop creative sourcing strategies for difficult-to-fill, high-volume, specialized, and geographically challenging positions.
• Conduct direct outreach through telephone calls, email campaigns, networking, referrals, and other candidate engagement methods.
• Build and maintain pipelines of qualified active and passive candidates for current and anticipated hiring needs.
• Maintain ongoing relationships with prospective candidates and ensure candidate information remains current within the applicant tracking system.
• Monitor labor-market conditions, competitor activity, compensation trends, candidate availability, and sourcing effectiveness.
• Recommend adjustments to recruiting strategies based on market data, pipeline activity, candidate feedback, and hiring results.
• Drive employee and provider referral activity by promoting referral opportunities, maintaining relationships with referral sources, and following up on referred candidates.
• Represent the Company as a professional and enthusiastic employment brand ambassador in every candidate and stakeholder interaction.

Hiring Leader and Stakeholder Partnership

• Serve as a consultative Talent Acquisition partner to hiring leaders and operational stakeholders.
• Establish clear expectations regarding the recruiting process, responsibilities, interview timelines, feedback requirements, SLAs, and candidate communication.
• Provide hiring leaders with timely updates regarding candidate pipelines, sourcing activity, interview status, market challenges, and potential risks.
• Advise leaders on interview structure, candidate assessment, selection practices, compensation considerations, and competitive market conditions.
• Promote consistent, compliant, and effective hiring practices across assigned business areas.
• Build trusted relationships through responsiveness, transparency, sound judgment, and a strong understanding of business operations.
• Escalate significant hiring delays, process barriers, candidate concerns, or compliance issues when appropriate.
• Support hiring leaders in creating an efficient, respectful, and high-quality candidate experience.

Metrics, Service Levels, and Process Management

• Manage assigned requisitions in accordance with established service level agreements and Talent Acquisition performance expectations.
• Maintain a strong sense of urgency and proactively address positions that are at risk of missing established timelines.
• Maintain accurate and timely candidate, requisition, interview, offer, and disposition information within the applicant tracking system and other Talent Acquisition systems.
• Ensure recruiting activity and candidate status information are documented sufficiently to support reporting, compliance, and business decision-making.
• Review personal and team metrics regularly and adjust recruiting strategies to improve results.
• Balance speed, candidate quality, compliance, and stakeholder service in a high-volume, deadline-driven environment.
• Identify process gaps and recommend improvements that increase efficiency, consistency, user experience, and hiring outcomes.

Technology and Talent Acquisition Tools

• Effectively use the applicant tracking system, candidate relationship management tools, job boards, sourcing platforms, scheduling tools, spreadsheets, reporting tools, and communication systems.
• Demonstrate strong proficiency with external sourcing platforms such as LinkedIn Recruiter and Indeed.
• Use technology and automation to organize work, improve candidate engagement, track follow-up activity, and increase recruiting efficiency.
• Maintain accurate candidate records, notes, communications, dispositions, and supporting documentation.
• Quickly learn and adapt to new Talent Acquisition technologies, system enhancements, and workflow changes.
• Assist with testing, implementing, and optimizing Talent Acquisition systems and processes.
• Use data and reporting tools to identify trends, monitor productivity, and support hiring recommendations.

Referrals, Temporary Staffing, and Supplier Partnerships

• Promote and support employee and provider referral programs as important sources of qualified candidates.
• Communicate with referral sources and ensure referred candidates receive timely follow-up.
• Partner with approved temporary staffing firms, search firms, and other Talent Acquisition suppliers when internal sourcing efforts or business needs require additional support.
• Provide staffing suppliers with clear job requirements, performance expectations, submission processes, and communication standards.
• Review supplier-submitted candidates and coordinate interviews, feedback, offers, conversions, or assignments as appropriate.
• Monitor supplier responsiveness, candidate quality, pricing, compliance, and service delivery.
• Ensure outside staffing resources are used in accordance with approved contracts, internal policies, and applicable conversion requirements.
• Escalate supplier performance concerns and support periodic vendor evaluations.

Compliance and Candidate Experience

• Ensure recruiting activities are conducted consistently and in compliance with applicable employment laws, regulations, and Company policies.
• Maintain knowledge of Equal Employment Opportunity requirements and other employment