Senior Clinical Recruiter

📋 Description

• • Own full-cycle recruitment for OB/GYN physicians, nurse practitioners, certified nurse-midwives, and other women’s health clinicians across a rapidly expanding national footprint. You will manage 20–30 concurrent searches, partnering with hiring managers from initial intake through signed offer and onboarding.
• • Build and execute a data-driven sourcing strategy that leverages LinkedIn Recruiter, Doximity, specialty societies, residency/fellowship programs, and your own curated talent communities to create a continuous pipeline of high-caliber, mission-aligned clinicians.
• • Serve as the primary brand ambassador for Diana Health at virtual and in-person conferences, grand rounds, and residency programs. You will craft compelling narratives that highlight our tech-enabled, value-based care model and the measurable impact clinicians have on women’s lives.
• • Design and refine an evidence-based interview process that balances speed with rigor. You will train interview panels, develop structured behavioral rubrics, and implement post-interview debriefs that reduce bias and improve candidate experience.
• • Translate complex compensation packages—including productivity bonuses, quality incentives, equity, and partnership tracks—into clear, persuasive offers. You will negotiate directly with candidates and their agents, achieving a 90 %+ acceptance rate while staying within budget guardrails.
• • Partner with People Operations to create seamless pre-boarding workflows: credentialing, relocation, visa support, and spouse placement. Your attention to detail ensures every new hire feels welcomed and productive from day one.
• • Track funnel metrics (time-to-fill, cost-per-hire, diversity mix, candidate NPS) and present weekly dashboards to the VP of People and clinical leadership. You will use these insights to iterate on sourcing channels, interview stages, and employer-brand messaging.
• • Champion diversity, equity, and inclusion by building partnerships with minority medical associations, sponsoring scholarships, and ensuring every job description uses inclusive language. You will set quarterly DEI hiring goals and report transparently on progress.
• • Collaborate with Marketing to produce clinician spotlights, day-in-the-life videos, and blog posts that showcase our culture and patient outcomes. Your content will live on our careers site, social channels, and targeted ad campaigns.
• • Lead quarterly workforce-planning sessions with finance and clinical operations to forecast hiring needs 6–12 months ahead. Your scenario models will inform capital allocation, site selection, and partnership negotiations.
• • Mentor junior recruiters and coordinators through weekly 1:1s, resume-review workshops, and mock-interview sessions. You will codify best practices into an internal playbook that scales as the team grows.
• • Stay ahead of market trends—physician shortages, telehealth regulations, compensation benchmarks—and brief leadership on implications for talent strategy. You will recommend proactive adjustments to stay competitive.
• • Own the Greenhouse ATS configuration, ensuring every stage, tag, and template reflects our evolving process. You will audit data hygiene monthly and train new users to maintain 100 % compliance.
• • Drive continuous improvement by piloting AI sourcing tools, structured reference checks, and virtual shadowing experiences. You will measure ROI and roll out successful pilots across the organization.
• • Celebrate wins loudly: every signed offer letter triggers a personalized Slack celebration, and every clinician’s first patient day is memorialized with a team shout-out. You will cultivate a culture where recruiting achievements are core to our shared success.