Recruitment

• Own full-cycle recruitment for a broad range of clinical and non-clinical roles, from creative talent pipeline development and sourcing through interview coordination, offer negotiation, offer acceptance, pre-boarding and onboarding.
• Quickly build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to develop and execute effective, role-aligned recruiting strategies.
• Partner closely with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on hiring priorities, and execute search plans that support business goals.
• Develop and execute creative, investigative, and data-informed sourcing strategies using LinkedIn, job boards, referrals, networking, market outreach, and talent communities.
• Deliver a high-touch, empathy-driven candidate experience that reflects Guidehealth’s patient-centered mission and values, clinical culture, and commitment to people at every touchpoint before and after hire, including regular new-hire check-ins to support a strong onboarding transition.
• Manage pre-boarding activities for hired candidates, including background checks, credential verification, licensure review, and pre-hire documentation, while ensuring strict adherence to employment law, healthcare credentialing regulations, state licensure requirements, and internal compliance standards.
• Proactively identify, escalate, and resolve compliance gaps, hiring risks, bottlenecks, and candidate experience concerns, while maintaining meticulous documentation to support audit readiness and to reduce liability.
• Apply a healthcare-informed lens to candidate assessment, using structured interviews, behavioral-based questions, assessment tools, and sound judgment to evaluate technical capability, interpersonal warmth, ethical grounding, patient-first values, and long-term fit consistently and equitably.
• Perform AI-assisted sourcing, screening, scheduling, and leverage assessment tools with accountability for data integrity, candidate equity, process transparency, and human oversight in consequential hiring decisions.
• Utilize applicant tracking systems, assessment tools, reporting platforms, and recruiting technologies to support efficient workflows, while tracking and analyzing recruiting metrics, market insights, and hiring outcomes to drive continuous improvement.
• Educate hiring managers on staffing best practices, structured, behavioral interviewing, candidate assessment, and equitable hiring practices.
• Navigate ambiguity, rapid organizational change, and shifting priorities with resilience, professionalism, and accountability, modeling change agility and a high standard of excellence for hiring partners and team members.
• Collaborate with People Operations and business leaders to support seamless hiring and onboarding, identify internal talent for new or evolving roles, contribute to employer branding and hiring manager capability building, and support broader Talent Acquisition and People Team initiatives as needed.
• Promote Guidehealth’s mission, values, and culture to candidates and external partners, and contribute to reducing regrettable early turnover through strong assessment, onboarding alignment, and hiring quality.

Talent Acquisition Specialist, Talent Integration

• Maintain knowledge on current & emerging development/trends for your business areas and within talent acquisitions, assessing the impact and collaborating with management to incorporate new trends and developments in current/future solutions
• Champion & enhance organizational initiatives by positively influencing and supporting change management
• Partner with hiring managers to define their talent needs and job requirements to ensure internal/external job descriptions and postings are on target to attract highly qualified candidates
• Serve as a subject matter expert in talent attraction, building rapport with prospects and candidates to identify their key motivations and requirements to make a career move
• Develop and maintain a viable pipeline of diverse talent; leveraging multiple recruiting resources and internet sourcing techniques to identify and engage active and passive candidates, including databases, search engines, job boards/aggregators, social media, professional organizations, and community associations
• Screen and assess candidates against specific selection criteria
• Provide guidance on the interview process to include: individual interviews and group interview events, ensure that the hiring team is properly prepared, and candidates are thoroughly evaluated and have positive experience
• Build and maintain effective relationships with the HR Community, including peers on the Recruiting Team
• Contribute to Recruitment Team initiatives including consistently exploring new and innovative approaches that improve Lincoln’s employment brand, client service delivery, and quality of hire
• Effectively promote Lincoln Financial Group brand across numerous markets and professional communities
• Identify, recommend and champion process improvements and organizational initiatives to positively influence the team and quality

Temporary Recruiting Consultant, Early Career Talent, Claims & Operations

• Own full-cycle recruiting across assigned business functions from role definition through offer acceptance
• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent
• Develop proactive talent pipelines aligned to current and anticipated hiring needs
• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer
• Manage multiple concurrent searches while balancing competing priorities and evolving business needs
• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience
• Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process
• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines
• Advise hiring managers on market conditions, compensation positioning, and candidate availability
• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes
• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution
• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities
• Identify opportunities to improve recruiting processes, interview quality, and operational efficiency
• Independently design, implement, and operationalize recruiting process improvements from concept through execution
• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions
• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making
• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows
• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire
• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments
• Create a thoughtful, responsive, and transparent experience for every candidate
• Represent Boulder Care's mission and values throughout the hiring process
• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

Senior Talent Acquisition Partner

• In this position you are required to recruit healthcare professionals to take part in Qualitative and Quantitative projects.
• Recruit and schedule respondents for interview and follow-up to confirm their attendance.
• Ensuring that assignments are conducted in compliance with the ISO 20252 / 26362 standard, as represented in the Company’s Quality Manual and supporting procedures including industry guidelines (e.g.BHBIA and EphMRA) and other regulatory- and client requirements such as Adverse Event Reporting.
• Being able to work on multiple assignments simultaneously and be able to organise your time to meet demanding deadlines on a regular basis.
• You need to be confident in your ability to conduct discussion around complex healthcare related issues with patients and professional people across the medical spectrum including payors and key opinion leaders.

Qualitative Resources Recruiter

• Own the day-to-day administration and optimization of the systems our recruiting team relies on, partnering with People Technology on releases and enhancements
• Design, document, and continuously improve the processes and standards that keep hiring consistent and efficient across brands and markets
• Build and maintain dashboards and reporting that turn recruiting activity into decision-ready insight, from pipeline and time-to-fill to source effectiveness
• Bring consistency to how a 40-plus person team works, so recruiters across different brands and regions operate from the same playbook and clean data
• Troubleshoot and resolve system and process issues independently, bringing a fresh perspective to existing ways of working
• Identify and implement opportunities to bring automation and AI into recruiting workflows, and drive adoption across the team
• Deliver enablement, training, and documentation that raise the team's capability on tools and process
• Partner with recruiters and hiring teams to understand what they need and translate it into practical solutions
• Serve as a trusted resource to the recruiting team and to colleagues with less experience on systems, process, and data

Senior Talent Enablement Partner, Talent Acquisition

• The Project Manager is responsible for development and management of complex projects within the Trolley Modernization Program.
• Skilled and motivated Project Managers to lead corridor modernization projects, OCS conversion, new substations, bridge upgrades, and other supporting infrastructure projects.
• Managing third-party consultants, leading stakeholder and agency coordination, and ensuring conformance to applicable funding requirements.
• Supervise and coordinate the work of a team of engineers/architects and construction inspectors.

Engineering Virtual Recruitment Event

• Manage end-to-end recruitment process for technical positions including sourcing, screening, interviewing and offer prep and negotiations
• Partner with hiring managers to fully understand key elements of the role and develop a comprehensive recruitment strategy to attract and hire top talent
• Utilize various sourcing techniques, including social, job boards, networking and referrals to engage potential talent, tracking ROI and capturing data insights.
• Fully assess talent to evaluate technical skills and cultural fit against the role requirements
• Maintain knowledge of the industry and current talent landscape and present data to key stakeholders and business leaders to influence and drive awareness of talent market trends
• Serve as an operational expert within the applicant tracking system, ensuring accuracy in processes, reporting to ensure a positive candidate and manager experience
• Lead Recruiting related projects and initiatives to build and enhance the capabilities and practices of the Talent Acquisition function
• Utilize recruitment metrics and analytics to assess the effectiveness of sourcing strategies and make data-driven recommendations for improvement
• Provide guidance and mentorship to junior recruiters and contribute to the overall development of the recruiting team
• Serve as a subject matter expert to team members and internal and/or external stakeholders on complex searches, assignments or projects
• Identify and direct the implementation of process improvements that significantly improve quality across the team, department or business unit
• Direct and enhance organizational initiatives by positively influencing and supporting change management or departmental initiatives.

Senior Talent Acquisition Partner, Technical Recruiting

• Manages the entire recruitment lifecycle; including sourcing, screening, interviewing and closing top talent
• Establishes a creative sourcing & recruitment strategy to proactively find and screen quality candidates
• Partners with the business to implement our diversity and inclusion initiatives to support the company’s growth, and increase diversity at all levels
• Manages the candidate experience, soliciting feedback, communicating status to candidates and hiring managers
• Develops relationships throughout the region; meet regularly with hiring managers to understand business needs to develop and recommend effective and strategic recruiting strategies
• Builds and maintains strong relationships with HR Business Partners and hiring managers to plan and execute talent needs
• Executes a compliant recruiting process with passive candidates, while managing positions and candidates in an applicant tracking system
• Reviews and recommends process improvements to help ensure our recruitment process is efficient, effective, and proactively meeting the needs of the business
• Leverages effective sourcing strategies to attract active and passive candidates
• Uses employee referral, recruiting boards, internet, social media, industry and community organizations to build a strong talent pool - including diverse talent
• Stays abreast of external marketplace/industry trends and shares recommendations for consideration

Talent Acquisition Recruiter

• Manage the full recruitment lifecycle from sourcing through offer acceptance.
• Recruit for HVAC Technicians, Plumbers, Electricians, Drain Technicians, Installers, CSRs, Dispatchers, and other field positions.
• Build strong pipelines of passive and active candidates through LinkedIn, Indeed, referrals, networking, trade schools, apprenticeship programs, and community partnerships.
• Partner closely with General Managers and hiring leaders to understand hiring needs and move candidates through the process quickly.
• Conduct phone interviews and evaluate candidates for technical skills, licensing, certifications, and cultural fit.
• Promote each local brand's unique culture, career opportunities, and employee value proposition.
• Maintain accurate candidate records and hiring activity within Lever ATS.
• Monitor recruiting metrics, pipeline health, and market trends while providing hiring managers with regular updates.
• Deliver an outstanding candidate experience from first contact through offer acceptance.
• Travel occasionally to branch locations throughout the New England region.

Recruiter

• Lead high-impact searches for senior and executive-level talent aligned to the firm’s most critical growth priorities
• Partner with functional, regional, and line-of-business leaders to understand business needs, shape search strategies, and prioritize urgent hiring demands
• Serve as a trusted talent advisor by providing market insights, competitive intelligence, candidate calibration, and recommendations that support informed hiring decisions
• Build strong, trusted relationships with senior candidates, cultivate long-term candidate networks, and represent the firm’s brand, culture, and growth story in the external market
• Proactively build and maintain talent pipelines for critical growth areas, ensuring qualified candidates can be quickly surfaced to business leaders as urgent or future hiring needs emerge
• Develop targeted sourcing strategies for specialized and emerging skill sets, including technology, artificial intelligence risk, cyber, digital trust, risk analytics, and related growth areas
• Maintain a disciplined focus on requisition prioritization, candidate pipeline health, stakeholder communication, and timely search progress
• Partner with sourcing teams and talent acquisition leadership to ensure the right level of pipeline support for urgent and complex hiring needs
• Provide regular updates to key leadership stakeholders on search status, market trends, risks, and recommended actions
• Use recruiting technology, data, and market intelligence to improve search quality, speed, and stakeholder visibility
• Guide, coach, or influence talent acquisition team members as needed to improve search execution, business alignment, and candidate engagement
• Escalate risks, barriers, or resource needs quickly to Talent leadership to maintain momentum on critical searches
• Consistently operate as a top individual contributor while supporting broader talent acquisition priorities and continuous improvement

Talent Acquisition Manager – Executive Search

• Manage the full recruiting lifecycle from intake through offer acceptance, including sourcing, screening, interviewing, and extending offers across concurrent openings
• Proactively identify and engage passive candidates through LinkedIn, Indeed, clearancejobs, recruitmilitary, vetjobs, defense networks and other similar sourcing channels
• Partner closely with hiring managers to develop role profiles, set expectations, and move searches forward efficiently
• Conduct phone screens and structured interviews, and help hiring teams sharpen their interviewing skills through training and question development
• Contribute to recruiting process improvements and tools to build more consistency and structure across the function
• Serve as a thought partner to leadership on workforce planning, sourcing strategy, and talent market insights

Talent Acquisition Partner

• Lead end‑to‑end executive talent acquisition for senior leadership and mission‑critical roles, including intake, search strategy, assessment, and offer management.
• Partner with executive leaders and HR stakeholders to align executive hiring with business strategy and succession priorities.
• Develop and execute proactive executive sourcing strategies using market intelligence, networking, and targeted outreach.
• Serve as a trusted advisor to senior leaders on executive talent markets, candidate evaluation, and hiring decisions.
• Manage relationships with external executive search firms, ensuring quality, consistency, and cost‑effective delivery.
• Ensure a high‑touch, confidential, and inclusive candidate experience throughout the executive recruitment lifecycle.
• Support executive pipeline development and succession planning in partnership with HR and Talent Management teams.
• Drive continuous improvement in executive recruiting processes, governance, and metrics.

Senior Manager, Executive Talent Acquisition – Orthopedics

• Create and maintain Job Posting through an Applicant Tracking System and across several Job Boards such as Indeed, Zip Recruiter, and Linked-In.
• Initiate communication and follow-up with applicants for each job posting in a timely manner.
• Represent the company in a positive manner during all interactions with applicants.
• Review resumes and CVs for all applicants to determine qualifications for open positions.
• Schedule and conduct phone screens for all qualified applicants.
• Take detailed notes during each step of the recruitment process in the Applicant Tracking System.
• Recommend, and schedule qualified applicants for all necessary interviews including frequent follow-up and touch points.
• Act as liaison between management and applicants during the recruiting process.
• Answer any questions from applicants pertaining to the hiring process/job duties/details on the company.
• Create and send personalized hire offers to selected applicants.
• Attend meetings with the team to develop and implement new recruitment strategies.
• Provide weekly updates on the Recruitment Pipeline.
• Ability to demonstrate Ennoble’s core values and performance principles of compassion, teamwork, respect, integrity, accountability, and quality service.

Healthcare Provider Recruiter – Contract

• Lead recruiting and interviewing plan for open positions
• Fill open positions efficiently
• Conduct regular follow-up with managers
• Develop a pool of qualified candidates

District Operations Recruiter

• Build strong relationships with the recruitment team, internal partners, and candidates to ensure a seamless recruiting process.
• Collaborate with hiring managers to gain a comprehensive understanding of job positions, including required skills, education, and the qualities of a successful candidate for the specific team.
• Post job openings, actively source and screen candidates, review resumes/applications, and schedule interviews for hiring managers using various job boards (e.g., LinkedIn Recruiter, Monster, Career Builder, Zip Recruiter, Glassdoor, Dice, Indeed, Handshake, Craigslist).
• Coordinate, manage, and attend virtual job fairs as needed.
• Maintain accurate and organized documentation on all candidates, searches, and recruiting activities, including updates in the applicant tracking system (UKG).
• Keep consistent communication with candidates throughout the recruitment process.
• Review, edit, and update job opportunities in the Applicant Tracking System (ATS), UKG, to attract higher quality and quantity of candidates.
• Coordinate the interview and new hire process between hiring managers and candidates.
• Actively network through social media groups, LinkedIn, and other platforms to share job openings and build a pipeline of interested candidates.
• Ensure a positive candidate experience by maintaining consistent communication throughout the recruitment process.

Seasonal Recruitment Coordinator

• Lead end-to-end recruitment processes for high volume sales positions, including sales representatives, account executives, and sales managers.• Utilize a variety of sourcing techniques to identify and attract top sales talent, including online job boards, social media platforms, networking events, and industry associations.• Conduct initial screenings and assessments of candidates to evaluate their qualifications, skills, and fit for specific sales roles.• Coordinate and conduct interviews with candidates, assessing their sales acumen, cultural fit, and potential for success within the organization.• Build and maintain a robust pipeline of qualified sales candidates to meet current and future recruitment needs.• Partner closely with hiring managers and sales leaders to understand staffing needs, develop recruitment strategies, and ensure alignment with business objectives.• Provide an exceptional candidate experience throughout the recruitment process, serving as the primary point of contact and delivering timely communication and feedback.• Track and analyze recruitment metrics and trends to inform decision-making and optimize recruitment strategies for maximum effectiveness.• Stay abreast of industry trends, best practices, and emerging technologies in recruitment and sales talent acquisition, and recommend process improvements as needed.

Talent Acquisition Specialist

• Consult with Hiring Managers and HR Business Partners to understand job requirements and develop strategic sourcing strategies.
• Conduct active searches of candidates for the designated jobs, while reviewing incoming applicants.
• Build networks and community relationships to attract passive applicants.
• Deliver a high-touch candidate and stakeholder experience.
• Ensure excellent communication with candidates & hiring managers throughout the process.
• Oversee candidate process flow, ensuring timely scheduling and feedback.
• Maintain recruiting Key Performance Indicators/Service Level Agreements and be proactive in achieving the expectations of customers/employees.
• Ensure that work performed is in accordance with procedures of the parent company, PerkinElmer, corporate HR, and delivered within a specified timeframe.
• Ensure compliance with federal, state, and local regulations concerning employment and the interviewing process, including pre and post hire employment documentation.
• Perform other HR or recruiting tasks as required by Leadership.

• Manage the full-cycle recruitment process for manufacturing team
• Build strategic talent pipelines and hire best-in-class talent
• Act as the primary point of contact for external temp agencies
• Maintain a strong talent pipeline for future openings
• Perform candidate outreach, interviews, and scheduling
• Ensure an exceptional experience for candidates throughout the hiring process
• Coordinate closely with Employee Experience, Benefits & Compliance for onboarding.

Manufacturing Recruiter

• Support and assist recruiters in coordinating with candidates/ managers/ staffing agency to schedule interviews (phone/onsite/Zoom) across multiple department/offices.
• Work with multiple scheduling changes and calendar changes with candidates and hiring managers.
• Update the Req Report with recruiting activity and information required.
• Post open positions on LinkedIn and other job posting boards.
• Attend weekly TA meetings with the team and recruiting meeting and able to speak to updates and activities.
• Adhere to Iovance Biotherapeutics’ core values, policies, procedures, and business ethics.
• Perform miscellaneous duties as assigned.

Recruitment jobs in Pennsylvania

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Talent Acquisition Specialist, Talent Integration

Temporary Recruiting Consultant, Early Career Talent, Claims & Operations

Senior Talent Acquisition Partner

Qualitative Resources Recruiter

Senior Talent Enablement Partner, Talent Acquisition

Engineering Virtual Recruitment Event

Senior Talent Acquisition Partner, Technical Recruiting

Talent Acquisition Recruiter

Recruiter

Talent Acquisition Manager – Executive Search

Talent Acquisition Partner

Senior Manager, Executive Talent Acquisition – Orthopedics

Senior Manager, Executive Talent Acquisition – Orthopedics

Healthcare Provider Recruiter – Contract

District Operations Recruiter

Seasonal Recruitment Coordinator

Talent Acquisition Specialist

Senior Talent Acquisition Partner

Manufacturing Recruiter

Recruiting Coordinator