Recruitment

• Partner with hiring managers to determine staffing needs
• Develop recruiting strategies by using traditional and non-traditional resources
• Source for both active and passive candidates through creative sourcing techniques
• Contribute to keeping a team of elite healthcare professionals operational

Senior Talent Acquisition Specialist

• Translate Sun Life U.S. business priorities into TA strategies
• Partner with senior leaders, HR Business Partners, and stakeholders to shape talent strategies
• Lead the delivery of TA outcomes across direct and matrixed teams
• Deliver strategic TA initiatives that evolve tools, processes and ways of working
• Translate market insights into actionable sourcing strategies and mobility approaches
• Oversee TA governance, compliance, vendor management and operational service delivery
• Strengthen Sun Life’s employer brand and candidates experience

Director, Talent Acquisition

• Creates schedules using established policies and procedures.
• Publish schedules in advance according to set timelines.
• Manages time out requests and float coverage.
• Approve, deny or wait list requests based on availability of coverage with Manager approval.
• Manage vacant duties through viewing and assigning open shifts.
• Assist manager in monitoring staff allowable time off balances.
• Utilizes automated technology to facilitate scheduling and improve efficiency while maintaining positive customer satisfaction.
• Responsible for managing schedule completeness and efficient timely communication to assure staff and manager compliance.
• Manages and approves clinician requests for schedule changes affecting patient visits within department guidelines.
• Performs other duties as assigned.

Staffing Assistant

• Creates and coordinates clinical and frontline staff schedules using a web-based scheduling program to meet staffing needs based on patient census.
• Creates schedules using established policies and procedures.
• Publish schedules in advance according to set timelines.
• Manages time out requests and float coverage.
• Approve, deny or wait list requests based on availability of coverage with Manager approval.
• Manage vacant duties through viewing and assigning open shifts.
• Assist manager in monitoring staff allowable time off balances.
• Utilizes automated technology to facilitate scheduling and improve efficiency while maintaining positive customer satisfaction.
• Responsible for managing schedule completeness and efficient timely communication to assure staff and manager compliance.
• Manages and approves clinician requests for schedule changes affecting patient visits within department guidelines.
• Performs other duties as assigned.

• Lead full-cycle clinical recruiting for Provider roles (MDs, DOs, NPs, PAs) and care team positions including Clinic Medics, Care Navigators, and Nurse Navigators, from intake and sourcing through credentialing coordination and offer acceptance.
• Partner closely with Medical Directors, Clinical Operations leaders, and the Talent Acquisition team to define candidate profiles, align on role requirements, and maintain momentum across all active clinical searches.
• Source and engage passive and active clinical candidates through physician-specific job boards, LinkedIn, healthcare networks, specialty associations, professional referrals, and resume databases, building strong pipelines for high-priority and future roles.
• Conduct candidate screens to assess licensure, experience, clinical philosophy, practice preferences, compensation expectations, and alignment with Rezilient’s care delivery model and mission.
• Coordinate interviews and clinical assessments, manage scheduling logistics, prepare candidates for each step, and ensure hiring leaders have structured evaluation support throughout the process.
• Understand and communicate credentialing and privileging requirements.
• Work cross-functionally with People Operations and Clinical Operations to ensure a seamless transition from offer to start for all clinical hires.
• Maintain accurate candidate records, pipeline stages, interview feedback, and recruiting activity in Workable and/or other ATS tools.
• Draft and manage candidate communications that reflect Rezilient’s clinical mission and create a professional, responsive, and positive candidate experience from first touch through onboarding.
• Help maintain recruiting templates, outreach messaging, job posting workflows, clinical scorecards, and process documentation to improve speed and consistency across clinical searches.
• Track clinical hiring activity, identify pipeline bottlenecks, and surface insights to improve recruiting efficiency and quality of hire.

Talent Acquisition Specialist – Clinical Recruiter

• Manage end-to-end recruitment processes including job posting, sourcing, screening, interviewing, and onboarding of candidates.
• Collaborate with hiring managers to identify staffing needs and specialty approaches that will better support talent attraction.
• Utilize various sourcing channels such as job boards, social media, networking events, and employee referrals to attract candidates.
• Maintain and update applicant tracking systems to ensure accurate and timely candidate data management and disposition of talent.
• Ensure compliance with all federal, state, and local employment laws and regulations throughout the recruitment process.

Senior HR Talent Acquisition Generalist

• Partner with hiring managers to understand staffing needs and timelines
• Source, screen, and schedule qualified candidates to meet hiring goals
• Create targeted outreach campaigns and social media content
• Represent the organization at job fairs and networking events
• Manage candidate pipelines and job postings in the Applicant Tracking System (ATS)
• Support hiring decisions with interviews, assessments, and reference checks
• Ensure smooth, timely communication with candidates and hiring teams
• Maintain up-to-date recruitment materials that reflect our mission and culture

Corporate Recruiter

• The Member Recruitment & Event Coordinator is a public-facing member of NMDP.
• This position educates, engages, and inspires the public for their support and participation in the mission through presentations, awareness events, celebrations, and registry recruitment event execution.
• This role travels regularly throughout the entire state of Missouri and will occasionally visit Kansas, Iowa and Nebraska as well but will be based out of the St. Louis, MO metro area.
• Primary responsibilities include building and sustaining relationships and driving committed individuals to join the NMDP registry.
• Effectively communicates through public speaking and written communication to expand the NMDP mission within the local community for the purpose of increased participation in new, diverse registry members, volunteerism, and philanthropic giving.
• Plans, organizes, and delivers mission-focused events (live and digital) in a manner that ensures excellent registry member experience as well as exceptional customer service to the community partner and sponsor.
• Activates volunteers and sponsors to achieve event targets, including promotions and sponsor network engagement.

Member Recruitment and Event Coordinator

• The Talent Acquisition Partner is responsible for handling all aspects of talent sourcing and recruiting for assigned requisitions.
• Coordinates full-cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing, and selection.
• Using traditional and non-traditional resources, sources and entices a qualified pool of both active and passive candidates with creative sourcing techniques.
• Manages candidate engagement, provides a positive candidate experience; maintains responsive communication, and acts as a candidate advocate.
• Follows up with candidates and hiring managers to obtain feedback regarding both the recruiting process and candidate job fit.
• Delivers and negotiates employment offers.
• Maintains tracking system of all requisition and applicant activity.
• Establishes and continuously develops networks through industry contacts, university relations, association memberships, trade groups, and military affiliations to maximize recruitment resources and opportunities.

Talent Acquisition Partner – Field

• Administer high-volume pre-screening and pre-hire processes/procedures, including answering candidate questions, processing pre-screens, and ensuring timely completion of tasks.
• Communicate effectively with candidates, hiring managers, and external agencies to facilitate the pre-hire process and provide exceptional customer service.
• Develop and maintain connections with outsourced and government pre-screen agencies and designated contacts.
• Collaborate with Talent Acquisition team and Hiring Managers to ensure seamless execution of the onboarding process.
• Identify and address any delays or complications in the onboarding process, and escalate issues promptly when necessary.
• Work independently with minimal supervision, prioritizing tasks and managing time effectively to meet deadlines.
• Maintain accurate records of the onboarding process, including tracking new hires and monitoring the progress of incoming candidates.
• Works with Academic Clinical Training, Credentialing, and Licensure Committees to provide seamless onboarding of Licensed Professionals, Interns, and Student Trainees.
• Perform additional duties as assigned, contributing to the overall success of the Talent Acquisition team.

Talent Acquisition Coordinator

• Develops, facilitates, and manages all phases of the recruitment lifecycle, from workforce planning through offer acceptance
• Partners with human resources colleagues and hiring managers to clarify position requirements, candidate criteria, and recruitment priorities
• Designs and executes effective recruiting strategies to attract qualified candidates based on position requirements, labor market conditions, and organizational needs
• Sources active and passive candidates through multiple methods, including networking, outreach efforts, and talent pipeline development
• Screens and evaluates applicant qualifications, conducts interviews, and coordinates candidate interview processes with hiring teams
• Prepares and extends employment offers in collaboration with appropriate stakeholders and supports offer negotiations as needed
• Ensures recruiting activities comply with applicable employment laws, regulations, and organizational policies
• Plans and participates in outreach initiatives such as career events, information sessions, and partnerships with educational institutions
• Serves as a subject matter resource for recruiting best practices and may provide guidance or assistance to junior recruiting staff or onboarding personnel

Senior Recruiter

• Serve as strategic owner and administrator of Ashby ATS, including workflows, reporting, automations, integrations, and process governance
• Build and maintain executive recruiting dashboards, funnel analytics, capacity planning models, and operational reporting
• Partner with Talent Acquisition leadership to design scalable recruiting processes supporting rapid organizational growth
• Analyze funnel conversion, sourcing effectiveness, recruiter productivity, pipeline health, and hiring bottlenecks to identify and implement operational improvements
• Develop and maintain recruiting SLAs, process documentation, reporting standards, and operational best practices
• Identify opportunities to improve recruiter efficiency, interview process effectiveness, and hiring manager experience
• Ensure recruiting data integrity, source attribution accuracy, and stage consistency across all recruiting workflows
• Support workforce planning and recruiting capacity forecasting
• Improve operational efficiency across candidate experience, interview workflows, scheduling processes, and reporting accuracy
• Partner cross-functionally with HR, People Operations, Finance, and business leaders on hiring operations initiatives and process improvements

Recruiting Operations Manager

• Teach For America seeks a Managing Director of Recruitment (MDR) – Campaign Lead to lead, coach, and develop a cohort of recruiters
• Serve as a strategic leader, team builder, and performance manager
• Responsible for translating vision into coordinated, measurable impact through others
• Coach and Develop a High-Performing Team of Recruiters
• Establish ambitious and feasible goals aligned to organizational priorities
• Monitor progress toward outcomes and adapt strategy in real time
• Navigate stakeholder relationships and ensure alignment with regional and hub needs

MD, Recruitment – Campaign Lead

• Conduct research to map markets and identify qualified candidates for each assigned market
• Builds a pipeline of passive candidates from a variety of channels (e.g., Applicant Tracking System, LinkedIn, sourcing sessions, events, social media, etc.)
• Conduct regular research to share insight on trends in the marketplace, industry information, competitor happenings, and leadership news.
• Strategically develop target lists of companies and candidates through multiple channels such as internet research, networking, databases, and associations.
• Establish and maintain meaningful relationships with key cross-functional partners internally (Recruiting counterparts, Corporate HR (Human Resources) peers and hiring authorities)
• Execute promotional campaigns to produce candidates for consideration using a variety of methodologies: emailing and communicating through professional and Internet/social networks (LinkedIn and other tools).
• Develop and maintain referral database from current employees and external networks
• Maintain candidate databases (e.g., via our Applicant Tracking System- Taleo and Bullhorn)

Recruiting Researcher

• Recruit and develop relationships with independent insurance agencies and business owners nationwide
• Conduct outbound prospecting through calls, email, LinkedIn, and virtual meetings
• Lead discovery conversations to understand agency goals and align them with NCC’s solutions
• Negotiate and close partnership opportunities
• Manage and grow a strong prospect pipeline using Salesforce and self-sourced leads
• Stay informed on market trends, compliance updates, and product offerings

Insurance Sales Recruiter

• Identify and engage potential insurance agencies through various sourcing methods
• Conduct interviews and assess candidate qualifications
• Collaborate with hiring managers to understand their hiring needs
• Manage the full recruitment process from initial contact to onboarding
• Utilize recruiting tools and platforms to attract and connect with candidates

Territory Recruiter

• Lead full-cycle recruiting for executive, strategic, and business-critical roles, including sourcing, screening, interviewing, candidate management, and offer negotiation
• Serve as the primary executive recruiter for senior leadership and high-impact strategic hiring across Nava
• Partner with executives, Practice leaders, and hiring stakeholders to define talent needs and align hiring strategies with business priorities
• Build and maintain long-term pipelines of executive and strategic talent for future hiring needs
• Conduct talent mapping across target markets, competitors, and industries to identify top talent, emerging skill sets, and hiring trends
• Proactively identify and engage passive executive and specialized talent before requisitions open
• Support confidential executive and leadership searches with strong discretion and candidate stewardship
• Deliver market intelligence and talent insights, including compensation trends, competitor activity, talent availability, and hiring risks
• Act as a strategic advisor to hiring leaders by translating market insights into proactive hiring recommendations
• Build trust with stakeholders through strong communication, transparent partnership, and high-touch executive search support
• Maintain accurate candidate, pipeline, and market data within ATS and sourcing systems
• Continuously improve sourcing strategies, executive hiring readiness, and pipeline quality
• Ensure hiring practices align with Nava’s values and commitment to inclusive, equitable hiring

Talent Acquisition Partner – Strategic Hiring, Executive Recruiter

• Lead the operational strategy and day-to-day execution of Nava’s talent acquisition pipeline across sourcing, coordination, and recruiting support functions
• Manage and develop a team of Coordinators, and Sourcers, driving accountability, clarity, and strong performance across pipeline operations
• Oversee end-to-end pipeline health, ensuring candidate flow is efficient, consistent, and aligned to hiring priorities
• Build and protect interviewer capacity by improving interview planning, scheduling workflows, and stakeholder readiness
• Improve time-to-fill by strengthening pipeline readiness, workflow efficiency, and recruiting support operations
• Drive operational rigor across scheduling, sourcing support, candidate movement, reporting, and process execution
• Partner closely with Talent Partners, talent leaders, Staffing, and hiring leaders to align pipeline operations with hiring forecasts and business priorities
• Translate recruiting data into actionable insights and operational improvements that improve hiring outcomes
• Build scalable systems, workflows, and process standards that improve efficiency, consistency, and candidate experience
• Ensure recruiting support functions deliver a high-quality experience for candidates, interviewers, recruiters, and hiring managers
• Continuously improve talent acquisition operations through process design, systems thinking, and operational problem-solving

Talent Acquisition Pipeline Manager

• provide sourcing, interviews, recruitment, job offers
• coordination of new hire paperwork
• maintain databases
• act as a liaison between hiring managers and candidates
• interpret compensation, benefits, job descriptions, and position requirements to applicants
• assist in the development and implementation of human resource policies, procedures, strategies and planning
• attend recruitment events on- and off-campus, representing Mercy
• assist Department Directors with co-worker issues and policy questions in the absence of the HR Director
• assist co-workers with any and all HR-related questions

Recruiter

• The Program Specialist (PS) role on the Quality Talent Pipeline team will consist of coordinating facility-level placements for (1) students in nursing or technician programs looking for an internship and (2) global nurses.
• This role is responsible for supporting students throughout their internship journey and reporting on key findings and metrics.
• The PS will partner with stakeholders to build and maintain a pipeline of candidates, continuously improve processes, and fully leverage systems and technology.
• This person will build strong relationships with school partners and local DaVita teammates to bring Talent Partnership programs to life.
• Success in this role requires a proactive, results-driven mindset, strong ownership of metrics, initiative, and the ability to independently build relationships that increase intern volume and convert interns to hires.
• Follow the process to place student interns and global nurses in a specific market on an ongoing monthly cadence.
• Coordinate directly with Facility Administrators, Regional Operations Directors, and Talent Acquisition Leaders to identify barriers for placement and develop solutions.
• Coordinate with local school administrators to support the execution of new Student Training Agreements and drive additional student internship submittals.
• Provide frequent and clear communication with field and school stakeholders, including scheduling and leading calls and sending recap emails.
• Escalate barriers for placements to managers and bring solution-oriented ideas to drive performance in the market.
• Proactively troubleshoot when processes are not working and, in partnership with managers, identify process improvement opportunities.
• Leverage data to analyze program performance and drive strategy within the market.

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