WM Search Group
This range is provided by WM Search Group. Your actual pay will be based on your skills and experience talk with your recruiter to learn more.
Base pay range
$85,000.00/yr - $100,000.00/yr Additional compensation types
Annual Bonus Key Responsibilities
Manage end-to-end recruiting for all open roles, taking ownership of job postings, proactively sourcing candidates, coordinating interviews, and guiding each search through to a successful offer and acceptance. Collaborate closely with the Senior Manager of People Operations during the requisition handoff to ensure job descriptions, approval, and posting are timely and aligned with business priorities. Conduct all first-round phone screens personally, representing brand and values while assessing candidates for culture fit, skills, and alignment with role requirements. Coordinate closely with hiring managers to schedule interviews, prepare candidates, and collect structured feedback promptly after each stage to maintain momentum and enable data-driven hiring decisions. Maintain consistent communication with candidates throughout to ensure a positive experience, keep them engaged, and manage expectations clearly from initial contact through offer. Handle all interview scheduling, coordination, and calendar logistics across functions, ensuring a smooth and professional candidate and internal team experience. Manage follow-up communications after interviews and throughout the hiring process to keep candidates engaged and searches moving forward. Create and maintain comprehensive documentation for each role and its associated hiring process, including interview steps, evaluation criteria, decision timelines, and stakeholder responsibilities. Create targeted sourcing strategies for key roles across Growth, Operations, Clinical, and Executive function, with a strong focus on identifying and attracting top clinical talent critical to our care model. Map talent pools in new and emerging markets, especially for paramedic and virtual care providers, by analyzing candidate availability, market saturation, licensing considerations, and competitive hiring activity. Proactively build and maintain pipelines of high-quality candidates across all functions. System and Tool Management
Own and maintain the ATS to ensure candidate data is accurate, pipelines are clearly structured, and workflows remain consistent across all roles and functions. Develop and continuously refine dashboards and reporting tools, including candidate status trackers, hiring metrics, and progress reports to keep stakeholders informed and aligned. Create and manage scalable recruiting tools and templates (e.g. outreach messaging, interview scorecards, scheduling guides, tracking sheets) to improve process clarity, increase efficiency, and support a consistent candidate experience. Cross Functional Collaboration
Partner closely with hiring managers to define clear success profiles, rigorously evaluate candidate pools, and co-create tailored role-specific recruiting strategies that align with team and company goals. Collaborate tightly with the Senior Manager of People Operations to align Talent Acquisition priorities with broader People Operations initiatives, particularly around headcount forecasting, resource planning, and hiring timelines, to ensure seamless execution and avoid gaps. Work alongside the Marketing team to strengthen employer brand presence, focusing on high-value markets and specialized clinical hiring, driving awareness and attracting top-tier talent. Build and implement repeatable, scalable recruiting infrastructure designed to support rapid growth across diverse functions. Develop comprehensive SOPs, interview frameworks, and standardized operating procedures that ensure consistency, fairness, and high quality throughout the hiring process as the team scales. Act as the central owner and accountability partner for all recruiting activities, proactively managing timelines, identifying bottlenecks, and driving process adherence to keep hiring on track and moving efficiently. Requirements
6+ years of recruiting experience, including time as both an in-house recruiter and within an agency environment. Proven ability to run full-cycle recruiting independently across multiple functions and seniority levels. Deep organizational skills and the ability to juggle interview coordination, candidate engagement, and scheduling logistics with high precision. Mastery of ATS systems and strong comfort with data tracking, templates, and tools. Ability to manage multiple searches simultaneously, balancing quality with urgency in a high-growth environment. Comfortable crafting long-term solutions while managing day-to-day execution. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries: Staffing and Recruiting, Automation Machinery Manufacturing, and Transportation, Logistics, Supply Chain and Storage
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$85,000.00/yr - $100,000.00/yr Additional compensation types
Annual Bonus Key Responsibilities
Manage end-to-end recruiting for all open roles, taking ownership of job postings, proactively sourcing candidates, coordinating interviews, and guiding each search through to a successful offer and acceptance. Collaborate closely with the Senior Manager of People Operations during the requisition handoff to ensure job descriptions, approval, and posting are timely and aligned with business priorities. Conduct all first-round phone screens personally, representing brand and values while assessing candidates for culture fit, skills, and alignment with role requirements. Coordinate closely with hiring managers to schedule interviews, prepare candidates, and collect structured feedback promptly after each stage to maintain momentum and enable data-driven hiring decisions. Maintain consistent communication with candidates throughout to ensure a positive experience, keep them engaged, and manage expectations clearly from initial contact through offer. Handle all interview scheduling, coordination, and calendar logistics across functions, ensuring a smooth and professional candidate and internal team experience. Manage follow-up communications after interviews and throughout the hiring process to keep candidates engaged and searches moving forward. Create and maintain comprehensive documentation for each role and its associated hiring process, including interview steps, evaluation criteria, decision timelines, and stakeholder responsibilities. Create targeted sourcing strategies for key roles across Growth, Operations, Clinical, and Executive function, with a strong focus on identifying and attracting top clinical talent critical to our care model. Map talent pools in new and emerging markets, especially for paramedic and virtual care providers, by analyzing candidate availability, market saturation, licensing considerations, and competitive hiring activity. Proactively build and maintain pipelines of high-quality candidates across all functions. System and Tool Management
Own and maintain the ATS to ensure candidate data is accurate, pipelines are clearly structured, and workflows remain consistent across all roles and functions. Develop and continuously refine dashboards and reporting tools, including candidate status trackers, hiring metrics, and progress reports to keep stakeholders informed and aligned. Create and manage scalable recruiting tools and templates (e.g. outreach messaging, interview scorecards, scheduling guides, tracking sheets) to improve process clarity, increase efficiency, and support a consistent candidate experience. Cross Functional Collaboration
Partner closely with hiring managers to define clear success profiles, rigorously evaluate candidate pools, and co-create tailored role-specific recruiting strategies that align with team and company goals. Collaborate tightly with the Senior Manager of People Operations to align Talent Acquisition priorities with broader People Operations initiatives, particularly around headcount forecasting, resource planning, and hiring timelines, to ensure seamless execution and avoid gaps. Work alongside the Marketing team to strengthen employer brand presence, focusing on high-value markets and specialized clinical hiring, driving awareness and attracting top-tier talent. Build and implement repeatable, scalable recruiting infrastructure designed to support rapid growth across diverse functions. Develop comprehensive SOPs, interview frameworks, and standardized operating procedures that ensure consistency, fairness, and high quality throughout the hiring process as the team scales. Act as the central owner and accountability partner for all recruiting activities, proactively managing timelines, identifying bottlenecks, and driving process adherence to keep hiring on track and moving efficiently. Requirements
6+ years of recruiting experience, including time as both an in-house recruiter and within an agency environment. Proven ability to run full-cycle recruiting independently across multiple functions and seniority levels. Deep organizational skills and the ability to juggle interview coordination, candidate engagement, and scheduling logistics with high precision. Mastery of ATS systems and strong comfort with data tracking, templates, and tools. Ability to manage multiple searches simultaneously, balancing quality with urgency in a high-growth environment. Comfortable crafting long-term solutions while managing day-to-day execution. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries: Staffing and Recruiting, Automation Machinery Manufacturing, and Transportation, Logistics, Supply Chain and Storage
#J-18808-Ljbffr