Physician Recruiter (32383)

GI Alliance; Southlake (TX); On-site; USD 85,000 - 110,000; Full time

Job summary

GI Alliance is seeking an experienced Physician Recruiter to develop and execute strategic plans to attract top-tier clinical talent across specialties. The role manages the full lifecycle from sourcing through contract negotiations, building strong relationships with residents, fellows, and practicing physicians while maintaining a robust candidate pipeline.

The position requires 3+ years in physician recruitment, proficiency with ATS and MS Office, and travel up to ~20% for events.

Qualifications

• 3+ years of experience in physician recruitment.
• Exceptional communication, negotiation, and relationship-building skills.
• Proficiency with Applicant Tracking Systems (ATS) and Microsoft Office Suite.
• Ability to travel approximately 20% for events.

Responsibilities

• Source qualified physician candidates through LinkedIn, boards, networks, and residency programs.
• Perform initial screenings, phone interviews, and assessments of qualifications and fit.
• Guide candidates through interviews and act as primary point of contact.
• Coordinate interviews, site visits, and meetings with medical leadership.
• Assist in preparing offer letters, negotiating contracts, and guiding compensation discussions.
• Develop annual physician recruitment plans and strategies with executive leadership.
• Maintain up-to-date candidate records in the ATS.
• Travel to regional and national recruiting events to connect with candidates and stakeholders.

Skills

Communication

Negotiation

Relationship-building

Tools

Applicant Tracking System (ATS)

Microsoft Office Suite

Job description

GI Alliance is seeking an experienced Physician Recruiter.

Job Summary

The Physician Recruiter develops and executes strategic recruitment plans to attract top-tier clinical talent. They manage the full recruitment lifecycle - including sourcing, screening, interviewing, and contract negotiations - to fill vacancies in various specialties. This role requires building strong relationships with residents, fellows, and practicing physicians while maintaining a pipeline of candidates.

Key Responsibilities

• Sourcing and Pipeline Development: Proactively identify qualified physician candidates through various channels, including LinkedIn, job boards, professional networks, and residency programs.
• Screening and Assessment: Perform initial screenings, phone interviews, and in-depth assessments to evaluate candidate qualifications, clinical skills, and cultural fit.
• Candidate Management: Guide candidates through the interview process, acting as the primary point of contact to ensure a positive candidate’s experience.
• Interview Coordination: Coordinate and facilitate interviews, site visits, and meetings with key medical leadership and stakeholders.
• Negotiation and Closing: Assist in preparing offer letters, negotiating employment contracts, and guiding candidates through the compensation and benefits package.
• Strategic Planning: Work with executive leadership to develop annual physician recruitment plans and recruiting strategies.
• Data Maintenance: Maintain up-to-date records in the Applicant Tracking System (ATS) for all candidates.
• Recruiting Events: Travel to various regional and national recruiting events to connect and maintain candidate relationships, as well as key stakeholders.

Qualifications

Required Qualifications

• Experience: 3+ years of experience in physician recruitment.
• Skills: Exceptional communication, negotiation, and relationship-building skills.
• Technical Proficiency: Strong proficiency with Applicant Tracking Systems (ATS) and Microsoft Office Suite.
• Travel: Ability to travel approximately 20% for TA events as needed.

Preferred Qualifications

• Strategic communicator with a polished executive presence
• Proven ability to synthesize complex information into actionable results
• Experience in or operational knowledge of the healthcare industry.
• Consistently delivered results on complex assignments by balancing long-term projects with immediate daily operational needs.
• Knowledge of credentialing processes, physician compensation structures, Stark Law/anti-kickback regulations, and the business side of healthcare.
• Proven ability to fill hard-to-recruit specialties.

Common Performance Metrics

• Time-to-fill positions.
• Number of Presentations, Interviews, offers per year.
• Number of placements per year.

Key Traits

• Persistence: Ability to maintain communication with passive candidates over long periods.
• Adaptability: Ability to handle, and adjust to, rapidly changing staffing needs.
• Professionalism: Ability to interact effectively with medical staff and senior leadership.