Recruitment

• 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

• Assist in the implementation of a comprehensive recruitment strategy that effectively targets working professionals, focusing on the unique value propositions of the Owen Graduate School of Management’s graduate programs.
• Manage key components of the working professional recruitment lifecycle, from prospecting and outreach to application processing and enrollment, ensuring a seamless and positive experience for prospective students.
• Provide individualized guidance and support to prospective students throughout the admissions process, addressing questions and concerns to facilitate informed decision-making.
• Partner with all areas of OGSM SEM, Selection and Evaluation, Enrollment Operations and Systems, OGSM Marcomm, and academic departments to create cohesive outreach campaigns, informational sessions, and events that effectively engage working professionals.
• Conduct market research and competitor analysis to identify trends and opportunities in the graduate management education landscape, assisting in the adjustment of recruitment strategies as needed to remain competitive.
• Build and maintain relationships with industry partners, alumni, and professional organizations to create a robust pipeline of prospective students and enhance the school’s visibility in the professional community.
• Collaborate with the Director of Working Professional Recruitment to monitor Objectives and Key Results (OKRs) related to working professional recruitment efforts, analyzing data to measure effectiveness and inform continuous improvement strategies.

Assistant Director – Working Professionals Recruitment

• Canvass within recruitment areas specified by the recruitment plan you are helping to execute; includes but is not limited to knocking on doors, making contact with local community groups and businesses, and handing out pamphlets to prospective families at events/high traffic locations
• Make phone calls to new and prospective families
• Track recruitment work in target area to ensure all potential families are contacted
• Plan and market informational events for prospective families
• Support new and existing schools in enrollment
• Provide feedback to inform continued refinement of recruitment plans
• Analyze recruitment trends and data to create metric-driven strategy around new family engagement that meets recruitment and enrollment goal
• Engage external stakeholders with a focus on building new partnerships that will support the work of communicating educational options to families in the communities we serve
• Foster relationships and develop champions with community based organizations, faith leaders, elected officials, civic and community leaders that lead to positive engagement of the community and neighborhoods where Rocketship has and will have a presence
• Maintain, organize, and manage recruitment communications with interested families and applicants, including email, voicemail, Rocketship’s website, and social media
• Coordinate student application data entry and support of central efforts to ensure lottery system
• Partner with founding principal to provide planning, training, and direct allocation of staff time/resources around family engagement and enrollment
• Support school leadership in developing plans for ongoing family engagement and events for building school community
• Cultivate external relationships with other community-based schools and nonprofits
• Work with community partners to identify family and whole child support resources
• Manage early family engagement with founding families to facilitate school-based decisions
• Represent Rutherford County in regional discussions and projects
• Provide input to inform enrollment modeling decisions
• Work with regional team to foster community among faculty and staff members across the region
• Collaborate with regional Family Recruitment team members across the Rocketship network to share best practices

Family Recruitment Specialist

• Interview respondents over the telephone using a scripted questionnaire
• Accurately record their responses in an Excel database
• Invite those who qualify to participate in focus groups or other market research forum types

Market Research Recruiter, Spanish Bilingual

• Manage and continuously improve the full-cycle recruitment process, from job posting through onboarding coordination.
• Partner with hiring managers to understand staffing needs and provide strategic guidance on job descriptions, candidate profiles, and selection approaches.
• Utilize proactive sourcing strategies—including job boards, social media, networking, and talent pipeline development—to attract high-quality candidates.
• Screen applications and conduct initial interviews, ensuring alignment with role requirements and organizational standards.
• Coordinate interviews and maintain consistent, transparent communication with candidates throughout the process.
• Maintain accurate and timely data in the applicant tracking system (ATS), including generating recruitment metrics and trend reports.
• Ensure compliance with federal hiring regulations and internal policies, especially those related to government contracting.
• Represent Canvas at job fairs, recruitment events, and community engagement activities.
• Champion a positive, welcoming candidate experience grounded in Canvas’s culture and values.
• Support diversity, equity, and inclusion efforts by sourcing from diverse talent pools and promoting equitable hiring practices.
• Recommend process improvements based on recruitment trends, time‑to‑fill data, and candidate feedback.

Talent Acquisition Specialist

• 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

• Manage the full life cycle of the recruitment & hiring process
• Plan and conduct all recruiting events
• Conduct phone/web interviews with qualified candidates
• Seek opportunities to promote employment with the company
• Coordinate onboarding for all new hires
• Work with the HR manager to determine the yearly recruiting budget

Recruiter

• Develop and execute enterprise-wide talent acquisition and workforce planning strategies aligned with organizational growth objectives and long-term business needs
• Partner with executive leadership and business leaders to assess workforce requirements, labor market conditions, talent risks, and recruiting priorities
• Lead workforce forecasting initiatives to support operational growth, facility expansion, organizational transformation, and evolving workforce demands
• Establish and monitor key performance indicators, metrics, and reporting tools to evaluate recruiting effectiveness and drive accountability
• Lead, mentor, and develop talent acquisition professionals responsible for full-cycle recruiting, candidate engagement, and onboarding activities
• Drive continuous improvement efforts that enhance recruiting efficiency, candidate experience, quality of hire, and overall talent acquisition outcomes

Senior Manager, Talent Acquisition and Outreach

• Interviewing respondents over the telephone using a scripted questionnaire
• Accurately recording their responses in an Excel database
• Inviting those who qualify to participate in focus groups or other market research forum types

Market Research Recruiter

• Lead, coach, and develop a team of Recruitment Operations Partners, including performance management and development planning
• Own recruiting operations for assigned business areas, including scheduling, candidate communication, and sourcing support
• Ensure data integrity across ATS/CRM systems and drive accurate reporting and metrics tracking
• Improve recruiting processes, workflows, and candidate experience through SOPs and operational enhancements
• Serve as a trusted partner and escalation point while maintaining high service standards, confidentiality, and stakeholder relationships

Manager, Recruitment Operations

• 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, mentor, and develop a team of recruiters.
• Oversee full-cycle recruitment for clinical, medical, operational, leadership, and corporate positions.
• Partner with hiring managers to understand staffing needs and develop proactive recruiting strategies.
• Monitor recruiting workloads and prioritize open positions based on organizational needs.
• Conduct regular recruiting meetings with operational leadership.
• Review recruiting metrics and identify opportunities for improvement.
• Develop sourcing strategies using job boards, social media, networking, employee referrals, career fairs, schools, and community partnerships.
• Build and maintain talent pipelines for difficult-to-fill positions.
• Ensure a positive candidate experience throughout the recruitment and onboarding process.
• Maintain recruiting reports, dashboards, and executive-level recruiting metrics.
• Evaluate recruiting workflows and implement process improvements.
• Support new facility openings, acquisitions, and organizational expansion.
• Ensure compliance with all applicable employment laws and company policies.
• Assist with executive and leadership recruitment as needed.
• Perform other duties as assigned.

Talent Acquisition Manager

• Lead a high quality, high quantity recruiting/career path effort for Franchisee Staff
• Develops and manages a comprehensive diversified sourcing strategy
• Conduct interviews with candidates and present the unique value proposition
• Lead the annual Advisor Business Planning process for the Territory
• Responsible for advisor engagement in programs that drive practice growth
• Lead the onboarding process for all new advisor hires

Senior Manager – Franchise Recruiting, Engagement

• Manage full-cycle recruitment, with an emphasis on hiring non-clinical and high-volume roles.
• Partner closely with hiring managers and leaders to align on hiring needs, timelines, and strategies.
• Build and maintain strong pipelines of qualified candidates through sourcing methods such as job boards, referrals, social media, networking, and direct outreach.
• Provide clear, timely, and consistent communication to candidates and stakeholders, ensuring a seamless experience.
• Leverage data and market insights to inform hiring decisions and optimize recruitment strategies.
• Maintain accurate and compliant candidate records in ATS/CRM systems.
• Contribute to process improvements that enhance scalability, efficiency, and candidate engagement.
• For more senior hires: take the lead on complex searches, influence decision-making at the leadership level, and mentor fellow team members.

• Coordinate candidate scheduling, interview logistics, and hiring activities across multiple stakeholders and time zones
• Serve as a primary point of contact for candidates throughout the hiring process, ensuring timely communication and a positive candidate experience
• Support candidate sourcing, resume review, screening activities, and pipeline management as needed
• Assist with offer administration and pre-employment activities
• Maintain accurate candidate records, workflows, and job postings within the Applicant Tracking System (ATS)
• Support recruiting reporting, hiring metrics, and talent acquisition operations
• Coordinate onboarding activities for new employees and contractors from offer acceptance through their first days with the organization
• Manage onboarding communications, scheduling, and cross-functional coordination with hiring managers, IT, and internal stakeholders
• Facilitate background checks, I-9 verification, onboarding documentation, and system access requests
• Coordinate new hire orientation logistics, onboarding resources, and employee welcome activities
• Manage employee swag ordering and distribution
• Ensure new hires have the tools, resources, and support needed for a successful onboarding experience
• Support the administration and optimization of the Applicant Tracking System (ATS) and other talent-related systems and databases
• Maintain recruiting documentation, templates, communication materials, and candidate resources
• Support People & Culture communications, shared inbox management, and employee experience initiatives
• Assist with reporting, data tracking, and operational projects across Talent Acquisition and People & Culture
• Identify opportunities to improve processes, communication, and the overall candidate and employee experience
• Provide flexible support across Talent Acquisition and Employee Experience initiatives based on organizational priorities

Talent Acquisition Coordinator

• Supports College recruitment activities that help meet workforce needs across DPR and Integrated Entities.
• Works with college champs to source candidates, coordinate interviews, and maintain candidate records.
• Contributes to candidate outreach, recruiting events, and talent pipeline development.
• Ensures recruiting documentation and processes remain organized and compliant.
• Supports sourcing activities through job boards, networking, referrals, and outreach initiatives.
• Screens candidate resumes and coordinates interview scheduling with College Recruiting team, informing College Champs of candidate outcomes.
• Maintains campus events and candidate records and requisition information within the applicant tracking system.
• Administers and drives the process of offer letters full cycle.
• Monitors, reviews, and dispositions applications submitted outside of campus events.
• Assists with candidate communications and coordination throughout the recruitment process.
• Supports recruiting events such as job fairs, career events, and networking opportunities.
• Assists with recruiting metrics tracking and documentation to support hiring activities.

College Recruiter

• Oversees staffing activities within a designated region and partners with Operational management to implement timely, cost-effective initiatives aligned with regional and corporate objectives
• Identifies and cultivates sources for hiring experienced and entry level personnel through: Networking and Colleague Referrals, Development and utilization of Internet Mining technology and capabilities, Development and maintenance of a competitor candidate information database, Development and initiation of a candidate relationship “pipeline management” strategy, Utilization of current and future staffing technology
• Screens, interviews, and tests job applicants as required; maintains applicant database utilizing electronic recruiting software
• Provides key staffing metrics for regional hiring; tracks regional colleague retention; and consults with regional management regarding issues affecting turnover
• Trains and mentors hiring managers as well as Colleague Resource Generalists in the use of the electronic recruiting software; builds skill level of regional users by providing training on system updates and new user training
• Promotes and assists Colleague Resources Managers in training hiring managers in the use of Behavioral Interviewing Techniques, as well as other candidate assessment tools and processes
• Supports and provides training for the Colleague Resources Generalists in staffing techniques
• Travels as required.

• Create and publish job postings for open roles
• Coordinate interview scheduling, rescheduling, and candidate communications for active searches.
• Support recruiters and hiring managers by coordinating scheduling and recruiting logistics.
• Maintain accurate and organized candidate data in our ATS (Ashby)
• Manage onboarding task coordination for new hires, working cross-functionally with People Ops
• Support recruiters with administrative tasks such as opening job reqs and managing interview plans
• Ensure timely and professional communication with candidates throughout the interview process.

Recruiting Coordinator – Contract

• Partner with senior leadership to forecast hiring needs and create a long-term strategic hiring plan.
• Serve as key advisor to hiring managers and HR Business partners about recruiting, by recommending recruitment best practices, providing industry trends, filling critical talent gaps etc.
• Partner with hiring and organizational leaders to understand their hiring needs and develop effective recruitment strategies.
• Lead complex offer negotiations for highly sought-after, expensive talent.
• Focused on Critical, complex, and executive-level healthcare positions (e.g., Physician/Providers, Executive/Director-level leaders, Nurse & Imaging leaders, specialized research and laboratory roles).
• Developing long-term talent pipelines and market intelligence reports.
• Align TA strategies with overall business goals.
• Ensure a positive candidate experience by providing timely feedback and maintaining clear communication.
• Participate in recruitment events at job fairs, universities, community groups, schools etc. as needed.
• Provide mentorship, and training to Talent Acquisition Specialists and Talent Acquisition Partners to help them grow their skillset.
• Participate in special projects as designated by talent acquisition leadership.
• Utilize data and analytics to inform and improve recruitment processes.

• Recruit, onboard, and manage 1099 contracted recruiters and W-2 clinical recruiters on a rolling basis to supplement team capacity during surge periods; own the contracting workflow, performance expectations, and offboarding for contract staff
• Set and hold weekly, sprint-based, and quarterly performance expectations for all team members — W-2 and 1099 alike — including sourcing output, outreach campaigns, pipeline conversion, and time-to-fill
• Conduct regular 1:1s and team meetings focused on pipeline health, obstacle removal, and individual coaching
• Build and sustain a team culture grounded in accountability, urgency, and genuine care for candidates and clients alike
• Oversee end-to-end recruiting operations across 7+ states with additional markets in the pipeline
• Partner with regional leads and clinical directors to translate workforce needs into proactive, market-specific hiring plans
• Collaborate with clinical leadership to understand discipline-specific role requirements, caseload expectations, and clinician success profiles by market
• Design and maintain a structured interview facilitation process across all roles and markets — including standardized scorecards, interviewer guides, and hiring decision frameworks
• Maintain and continuously improve job descriptions, postings, and outreach templates across all roles and markets
• Design candidate-facing communication frameworks that move leads through the funnel efficiently without sacrificing the personal, relationship-driven approach that differentiates Thrive
• Build a library of objection-handling scripts, role-specific value propositions, and market-specific talking points for recruiter use
• Lead candidate closing strategy and personally close high-priority or high-hesitancy candidates
• Develop onboarding-to-close communication sequences that keep accepted candidates warm from offer through start date, reducing pre-start drop-off
• Travel on-site to high-stakes regions during critical hiring windows to lead boots-on-the-ground sourcing, attend career fairs, and build relationships with university training programs
• Build a referral and pipeline network across professional associations (ASHA, AOTA, APTA, NASP, CEC) and school-based therapy programs
• Own all recruiting KPIs and reporting infrastructure — including time-to-fill, offer acceptance rate, pipeline velocity, source-of-hire, candidate drop-off rates, and recruiter-level performance scorecards
• Build and maintain dashboards that give the Executive Leadership Team and recruiting team real-time visibility into pipeline health
• Leverage AI-driven sourcing tools, ATS workflows (Fountain), and recruiting automation to increase throughput without sacrificing candidate quality or experience
• Use data to diagnose bottlenecks in real time and adjust strategy accordingly — not at the end of the quarter
• Conduct ongoing analysis of job board spend (Indeed and others) to optimize ROI and redirect investment to highest-converting sources by market and discipline

Recruitment jobs in Tennessee

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Senior Talent Acquisition Partner

Assistant Director – Working Professionals Recruitment

Family Recruitment Specialist

Market Research Recruiter, Spanish Bilingual

Talent Acquisition Specialist

Talent Acquisition Partner

Recruiter

Senior Manager, Talent Acquisition and Outreach

Market Research Recruiter

Manager, Recruitment Operations

Seasonal Recruitment Coordinator

Talent Acquisition Manager

Senior Manager – Franchise Recruiting, Engagement

Talent Acquisition Partner

Talent Acquisition Coordinator

College Recruiter

Talent Acquisition Specialist

Recruiting Coordinator – Contract

Senior Talent Acquisition Partner

Talent Acquisition Manager