Homecare Recruitment Manager

Always Compassionate Home Care; City of Peekskill (NY); On-site; USD 95,000 - 105,000; Full time

Job summary

Always Compassionate Home Care in Peekskill, NY, seeks a Recruitment Manager to lead day-to-day recruitment office operations and supervise Field Recruiters in the local market. The role translates regional hiring priorities into clear recruitment plans, candidate generation, and measurable results through the hiring process.

The position partners with Recruitment Specialists, onboarding, mobile recruitment, and Talent Acquisition leadership to maintain strong candidate flow, while driving

Qualifications

• Bachelor's degree required.
• 4+ years of progressive experience in recruitment, staffing, talent acquisition, or related high-volume hiring environment preferred.
• Home care, healthcare staffing, HHA/

Responsibilities

• Direct the day-to-day operations of the assigned recruitment office, ensuring appropriate coverage, organization, candidate service, team coordination, and consistent execution of established Talent Acquisition processes.
• Provide direct supervision to Field Recruiters, including setting expectations, assigning priorities and workload, coaching performance, conducting regular check-ins, reviewing results, addressing performance gaps, and supporting professional development.
• Develop and maintain weekly and monthly recruitment plans for the assigned office and market based on hiring goals, unstaffed-case data, applicant flow, workforce intelligence, operational needs, and local market conditions.
• Translate business and staffing priorities into clear sourcing, field recruitment, community outreach, partnership, event, and candidate-generation assignments for Field Recruiters.
• Establish measurable productivity and hiring expectations for Field Recruiters and monitor performance through candidate leads, sourcing and outreach activity, applications generated, qualified candidates, hires, conversion, partnership productivity, and other established recruitment metrics.
• Maintain a strong leadership presence in the recruitment office while also spending appropriate time in the field to support Field Recruiters, evaluate outreach opportunities, strengthen partnerships, and assess execution quality.
• Ensure Field Recruiters build and maintain productive relationships with training schools, workforce programs, community organizations, educational institutions, local businesses, and other local talent sources.
• Partner with Recruitment Specialists to maintain visibility into applicant flow, candidate progression, hiring activity, and barriers that may require field recruitment or leadership intervention.
• Ensure strong handoffs from Field Recruiters to Recruitment Specialists and other support functions, with clear ownership, visibility into candidate status, and timely escalation of issues that may delay candidate progression.
• Partner with operations leaders to understand current and anticipated staffing needs, priority geographies, schedule requirements, candidate barriers, and changes in hiring demand; adjust recruitment activity accordingly.
• Monitor the overall candidate experience within the assigned office and ensure candidates receive responsive, professional, and consistent communication throughout the recruitment and hiring process.
• Provide hands-on recruitment support when business needs require, including candidate engagement, sourcing, screening, interviewing, hiring events, and other recruitment activity.
• Coordinate local recruitment events and field activity with mobile recruitment resources to avoid duplication, maximize market coverage, and direct resources toward the highest-priority staffing needs.
• Lead regular team huddles and performance reviews with Field Recruiters to communicate priorities, review results, identify barriers, assign actions, balance workload, and maintain accountability for office and individual hiring goals.
• Prepare and communicate regular office performance updates, recruitment plans, results, risks, barriers, and recommended actions to the Director of PCS Recruitment.
• Represent Always Compassionate Health professionally in the recruitment office and community and reinforce a candidate-focused, accountable, and results-oriented team culture.
• Perform other duties as assigned by Talent Acquisition leadership.

Skills

Leadership

Recruitment

Team management

Strategic planning

Communication

Workday

Education

Bachelor's degree

Tools

Workday

Job description

It's fun to work in a company where people truly BELIEVE in what they're doing!

We're committed to bringing passion and customer focus to the business.

Salary: $95,000-$105,000

Job Summary

The Recruitment Manager is responsible for leading day-to-day recruitment office operations and the performance of assigned Field Recruiters within the local market. The role translates regional hiring and staffing priorities into clear recruitment plans, candidate-generation activity, field execution expectations, and measurable hiring results. The Recruitment Manager provides direct supervision, coaching, workload direction, and performance management for Field Recruiters; ensures the recruitment office operates effectively; and partners closely with Recruitment Specialists, onboarding, mobile recruitment, operations, and Talent Acquisition leadership to maintain strong candidate flow and timely movement through the hiring process.

Essential Duties and Responsibilities

• Direct the day-to-day operations of the assigned recruitment office, ensuring appropriate coverage, organization, candidate service, team coordination, and consistent execution of established Talent Acquisition processes.


• Provide direct supervision to assigned Field Recruiters, including setting expectations, assigning priorities and workload, coaching performance, conducting regular check-ins, reviewing results, addressing performance gaps, and supporting professional development.


• Develop and maintain weekly and monthly recruitment plans for the assigned office and market based on hiring goals, unstaffed-case data, applicant flow, workforce intelligence, operational needs, and local market conditions.


• Translate business and staffing priorities into clear sourcing, field recruitment, community outreach, partnership, event, and candidate-generation assignments for Field Recruiters.


• Establish measurable productivity and hiring expectations for Field Recruiters and monitor performance through candidate leads, sourcing and outreach activity, applications generated, qualified candidates, hires, conversion, partnership productivity, and other established recruitment metrics.


• Use Workday, recruitment reports, staffing data, and market intelligence to identify gaps, backlogs, conversion issues, and opportunities; take timely corrective action and escalat[e] barriers requiring leadership support.


• Maintain a strong leadership presence in the recruitment office while also spending appropriate time in the field to support Field Recruiters, evaluate outreach opportunities, strengthen partnerships, and assess execution quality.


• Ensure Field Recruiters build and maintain productive relationships with training schools, workforce programs, community organizations, educational institutions, local businesses, and other local talent sources.


• Partner with Recruitment Specialists to maintain visibility into applicant flow, candidate progression, hiring activity, and barriers that may require field recruitment or leadership intervention.


• Ensure strong handoffs from Field Recruiters to Recruitment Specialists and other support functions, with clear ownership, visibility into candidate status, and timely escalation of issues that may delay candidate progression.


• Partner with operations leaders to understand current and anticipated staffing needs, priority geographies, schedule requirements, candidate barriers, and changes in hiring demand; adjust recruitment activity accordingly.


• Monitor the overall candidate experience within the assigned office and ensure candidates receive responsive, professional, and consistent communication throughout the recruitment and hiring process.


• Provide hands-on recruitment support when business needs require, including candidate engagement, sourcing, screening, interviewing, hiring events, and other recruitment activity.


• Coordinate local recruitment events and field activity with mobile recruitment resources to avoid duplication, maximize market coverage, and direct resources toward the highest-priority staffing needs.


• Lead regular team huddles and performance reviews with Field Recruiters to communicate priorities, review results, identify barriers, assign actions, balance workload, and maintain accountability for office and individual hiring goals.


• Prepare and communicate regular office performance updates, recruitment plans, results, risks, barriers, and recommended actions to the Director of PCS Recruitment.


• Represent Always Compassionate Health professionally in the recruitment office and community and reinforce a candidate-focused, accountable, and results-oriented team culture.


• Perform other duties as assigned by Talent Acquisition leadership.

Qualifications/Education

• Bachelor's degree required.


• Four or more years of progressive experience in recruitment, staffing, talent acquisition, community recruitment, or a related high-volume hiring environment preferred.


• Home care, healthcare staffing, HHA/