Nurse Recruiter — Sourcing for U.S. Hospitals

Global Hire; United States; Remoto; USD 15.000 - 18.000; Tempo pieno

Vantaggi offerti da questo lavoro

Fully remote

Base CLP 1,440,000/mo plus performance

Bonus per nurse starting

Ethical recruiter product

Descrizione del lavoro

Global Hire seeks experienced recruiters to source qualified nurses from Latin America for US hospitals. You will build repeatable pipelines, screen candidates, and run video and clinical interviews with hospitals in the United States.

The role emphasizes ethical, end-to-end handling of candidates before handoff to the operations team. You will coordinate across borders, manage long cycles, and ensure clear communication with stakeholders.

Competenze

• Real recruiting or talent acquisition experience with evidence you generated your own candidates.
• Solid conversational English; you'll coordinate with hospitals in the United States.
• The judgment to say no and to explain why rather than sending everything.
• Comfort with a long cycle from first contact to placement implies transparency and patience.

Mansioni

• Source candidates via social media, nursing groups, referrals, alumni networks, your own database, and cold outreach.
• Build a repeatable channel, not a one-off list; track what works for the next month.
• Screen candidates by verifying degree, experience, English, and expectations.
• Run and coordinate video interviews; send, chase, review, and score.
• Lead the first video interview and coordinate the clinical interview with the hospital.
• Coordinate with hospitals across calendars between Chile and the United States.
• Present the offer and support the candidate through acceptance.

Conoscenze

Recruiting experience

Conversational English

Say no when needed

Long recruitment cycle

Strumenti

Recruiting system

Descrizione del lavoro

The job is finding the nurses

Not administering a process. Finding them. Every month there are hospitals in the United States with open positions and qualified nurses in Latin America who have never heard that this path exists. Closing that gap is the role, and it is the part nobody can do for you.

If you are looking for a desk where candidates arrive on their own, this is not it. If generating your own pipeline is the part of recruiting you are actually good at, keep reading.

Who we are

Global Hire moves nurses and other professionals from Latin America into hospitals in the United States, with the visa and the license in order. We are not a job board: we carry every case from beginning to end, and we have a dedicated operations team that takes over once the offer is accepted - licensing, exams, credential verification and visa. That team stays with the nurse the whole way and keeps her informed at every step, which means nobody disappears after signing and you never have to cover for silence.

Ethical recruitment, certified

Global Hire Group, LLC is an Alliance Certified Ethical Recruiter, certified by the Alliance for Ethical International Recruitment Practices, a division of TruMerit - the organization formerly known as CGFNS International, the same one that evaluates nurses' credentials to practice in the United States. The certification was granted on October 15, 2026 and is valid through September 30, 2029.

What you will do

• Source. Social media, nursing groups, referrals, alumni networks, your own database, cold outreach. Finding candidates where they already are is the core of the role and where most of your week goes.
• Build a repeatable channel, not a one-off list. We want to know what worked, what did not, and why - so the next month starts higher than the last.
• Screen. Verify degree, experience, English and expectations, and rule out quickly anyone who does not qualify.
• Run the video interview. Send it, chase it, review it, score it.
• Interview. The first video call, and coordination of the clinical interview with the hospital.
• Coordinate with the hospital. Calendars between Chile and the United States, preparing the candidate, chasing the answer.
• Present the offer and stay with her through the decision until she accepts.

Once the nurse accepts the offer you hand the case to our operations team. Your work is everything that happens before that, and the top of the funnel is the part that decides whether the rest exists at all.

What you need

• Real recruiting or talent acquisition experience, with proof that you generated your own candidates. We will ask you which channels, what volume, and what you did when one stopped working.
• Solid conversational English. You will coordinate with hospitals in the United States. We verify this during the process - claiming it on your CV is not enough.
• The judgment to say no. We would rather you rule someone out and tell us why than send us everything and let us filter.
• Comfort with a long cycle. From the first conversation to the day a nurse starts working in the United States, months go by. The process is transparent and supported the whole way, but it is not fast, and you need to be able to explain that honestly instead of promising dates.

You do not need to know anything about U.S. visas or nursing licensure. That is learned here and there is a dedicated team for it.

What we offer

• Base pay of CLP 1,440,000 per month, plus performance pay that rewards each candidate's progress - not only closed placements - so the work of your first months actually pays.
• Performance pay guaranteed for the first three months and floored through the sixth, while you build your funnel.
• An additional bonus for every nurse who actually starts working, even when that happens months after the case left your hands.
• Fully remote, with targets measured by results and not by hours logged.
• Tools: our recruiting system, with video interviewing and WhatsApp built in.
• A product you can sell without exaggerating: a certified ethical recruiter, zero fees charged to the nurse, and a team that carries the case to the end.

How the selection process works

1. A short application form. We review it in days, not weeks.
2. A recorded video interview: three questions, about six minutes. One of them is in English.
3. A practical exercise built on three real cases. It takes about forty minutes and you have forty-eight hours.
4. A thirty-minute interview with the Director of Operations.
5. Two references from direct managers.

It is demanding on purpose and it is short on purpose: start to finish it should not take more than two weeks.