Recruiting Manager: Healthcare Staffing & Recruiting Services

Recruiting & Delivery Execution

• Own a Personal Fill Number: Carry and achieve individual placement and fill-rate targets from

day one. Expected to personally source, screen, submit, and place candidates against live US

healthcare requisitions, not just oversee a queue.

• Full-Cycle Healthcare Recruiting: Run a full desk, from sourcing and screening through

submittal, client interview coordination, offer, credentialing handoff, onboarding, assignment

start, and redeployment at end of contract.

• Clinical Talent Sourcing & Pipelining: Build and maintain active talent pipelines of RNs and

specialty nurses, allied health (PT/OT/SLP/Rad Tech), locum physicians and advanced practice,

healthcare IT, and revenue cycle professionals across job boards, licensure databases, referral

networks, social channels, and the ATS.

• Candidate Relationship & Experience Ownership: Provide a high-touch candidate

experience that earns redeployment and referrals, managing travelers and contractors through

their assignment lifecycle and proactively re-engaging them before they roll off.

• Credentialing & Compliance Coordination: Drive credentialing, licensure, and Joint

Commission readiness for every submittal, coordinating primary source verification, background

checks, drug screens, immunization and competency documentation, and compact vs. noncompact

licensure timelines so candidates are placement-ready, not just available.

• Submittal Quality & Speed: Maintain healthy submit-to-interview ratios and fill rates while

driving down time-to-fill. Every submittal should be qualified, compliant, and matched to the

requisition: quality over volume.

• ATS / CRM Discipline: Maintain accurate candidate and pipeline data with consistent ATS

hygiene and complete compliance documentation. Forecast fills reliably and report delivery

metrics to leadership on a regular cadence.

• Market & Rate Intelligence: Stay current on US healthcare talent supply dynamics: pay-rate

benchmarks by specialty and state, bill-to-pay spreads, travel nurse rate cycles, licensure

compact expansion, and specialty-level shortage gaps that affect candidate availability.

Process & Infrastructure

• Build the Healthcare Recruiting Playbook: Design and implement a repeatable sourcing and

delivery process calibrated for healthcare staffing: sourcing strategies by specialty and facility

type, screening scorecards, credentialing checklists, submittal standards, and pipeline stages

that reflect healthcare credentialing and onboarding timelines.

• Sales & Delivery Alignment: Work closely with the healthcare sales team to align fill capability

with client commitments and order flow. Own the feedback loop between requisition quality,

candidate-market reality, and credentialing timelines so the firm commits only to what it can

deliver.

• Establish Recruiting KPIs and Reporting: Define and track delivery metrics (submittals,

submit-to-interview ratio, fill rate, time-to-fill, redeployment rate, and fall-off / assignmentcompletion

rates) for both individual performance and the eventual team.

Team Leadership

• Hire and Develop as Volume Scales: Recruit, onboard, and develop a team of healthcare

recruiters and sourcers once the delivery process is proven and order volume warrants

expansion.

Dimension Target Profile

Company background US-facing healthcare staffing firms (travel nursing, allied health, locum

tenens, healthcare IT); RPO providers and clinical divisions of global

staffing companies; boutique healthcare recruiting firms serving US

hospitals, health systems, or physician groups: operating from India

Years of experience 7–12 years total; 4+ years in US-facing healthcare recruiting / delivery

with personal fill ownership, documented placement track record, and fullcycle

desk experience across at least one clinical or allied health

discipline

Staffing disciplines Primary: travel and per diem nursing (RN specialties), allied health

(PT/OT/SLP/Rad Tech), healthcare IT (Epic/Cerner analysts), revenue

cycle and coding. Secondary: locum tenens physician placement,

advanced practice (NP/PA/CRNA), healthcare administration

Client facility types Acute care hospitals, integrated health systems (IDNs), critical access

hospitals, long-term acute care (LTAC), skilled nursing facilities (SNF),

physician group practices, ambulatory surgery centers (ASC), payer

organizations, and healthcare technology companies

Credentialing &

compliance

Working familiarity with: state nursing licensure (Compact vs. non-

Compact states), Joint Commission / JCAHO credentialing standards for

temporary staff, primary source verification, background check and drug

screen requirements, immunization and competency documentation, and

CMS Conditions of Participation as they affect staffing

Sourcing channels &

tools

Hands-on with healthcare ATS/CRM platforms (Bullhorn or equivalent),

clinical job boards and marketplaces (Vivian, Aya, Indeed, LinkedIn),

state licensure look-ups, Boolean and AI-assisted sourcing, and referral /

redeployment pipelines

Candidate & buyer

relationships

Active candidate networks and referral pipelines in one or more clinical or

allied disciplines; warm recruiter or hiring-manager contacts at US health

systems or hospitals a strong advantage

Recruiting process

experience

Has designed or significantly improved a healthcare recruiting process,

not just followed one. Familiar with sourcing cadences by specialty,

screening scorecards, credentialing checklists, and healthcare-specific

ATS pipeline management.

Geography India-based; comfortable on US timezone overlap (EST/CST/PST);

willing to travel to US when warranted for key account or industry