Recruitment Manager

Confidential Jobs; Santa Monica (CA); On-site; USD 110,000 - 150,000; Full time

Job summary

Confidential Jobs is seeking a Recruitment Manager to lead full-cycle recruitment for a regional scope in in-home healthcare, coaching a small team of recruiters and maintaining efficient workflows. The role entails sourcing, interviewing, and onboarding healthcare professionals while ensuring compliance and high candidate experience.

The ideal candidate will balance strategic planning with hands-on recruiting, leveraging ATS and onboarding platforms, and collaborating with HR and operations to

Qualifications

• 3–5 years in healthcare recruitment, with prior team management or coaching experience.
• Experience owning full-cycle recruitment for a region or portfolio.
• Ability to develop reports and analyze recruitment trends for strategy.

Responsibilities

• Lead and coach a team of recruiters in a small-company setting, balancing flexibility and accountability.
• Own full-cycle recruitment for a regional scope from sourcing to onboarding.
• Source candidates through multiple channels and build a strong regional pipeline.
• Maintain recruitment workflows and optimize speed, quality, and candidate experience.
• Collaborate with HR, IT and stakeholders to refine tools and processes.
• Develop reports and dashboards to track time-to-fill, cost-per-hire, and pipeline health.
• Ensure compliance with healthcare regulations and documentation standards.
• Stay informed about industry trends and regional hiring needs.

Skills

Team leadership

Coaching

Strategic planning

Communication

Education

Bachelor's degree preferred in HR/Healthcare

Tools

Applicant Tracking System (ATS)

Onboarding system

Job description

The Recruitment Manager plays a critical role in leading full-cycle recruitment efforts for a small region while directly managing and coaching a team of recruiters. This role owns the strategy, systems, and day-to-day execution behind sourcing, recruiting, and hiring qualified healthcare professionals such as nurses (RNs), home health aides (HHAs), caregivers (care companions) to work in a home care and home health care setting. The Recruitment Manager ensures the organization can meet the staffing needs of clients requiring in-home care by building and maintaining efficient recruitment workflows, developing reporting and trend analysis to guide decision-making, and acting as a player-coach who both leads the team and stays hands-on in recruiting when needed. As part of a small, fast-moving company, the ideal candidate is highly organized, adaptable, and comfortable flexing between strategic and tactical work as business needs shift.

Responsibilities

Team Leadership & Player-Coaching

• Manage, coach, and develop a team of recruiters, providing hands-on guidance and support in a small-company environment where flexibility and adaptability are essential.
• Act as a player-coach by staying actively involved in full-cycle recruiting while also leading and supporting the team's performance and growth.
• Work with VP of Care Talent & Workforce Strategy to set clear expectations and goals for the recruitment team, monitoring performance and providing coaching to help recruiters meet hiring targets.
• Foster a collaborative, high-performing team culture that can pivot quickly as business priorities change.
• Hold direct people-management authority for the recruitment team, including conducting performance reviews, delivering coaching and feedback, and issuing corrective action up to and including termination in partnership with HR.

Full-Cycle Recruitment Ownership

• Own full-cycle recruitment for a small region, from sourcing through offer and onboarding, ensuring staffing needs are met for clients requiring in-home care and/or home health care.
• Actively source and recruit qualified healthcare professionals (RNs, HHAs, CNAs, caregivers, etc.) as needed to support team capacity and regional demand.
• Use multiple recruitment channels such as online job boards, social media platforms, staffing agencies, school partnerships, and networking events to build a strong candidate pipeline.
• Maintain and build a strong network of potential candidates through industry specific connections, referrals, and partnerships with nursing schools or health care organizations.

Systems, Workflows & Process Improvement

• Maintain hands-on experience with the organization's Applicant Tracking System (ATS) and onboarding system, ensuring both are used effectively and consistently across the team.
• Create, update, and continuously improve recruitment workflows to streamline the candidate journey from application through onboarding.
• Identify bottlenecks or inefficiencies in the recruitment process and implement solutions that improve speed, quality, and candidate experience.
• Partner with HR, IT, and other stakeholders to evaluate and refine recruitment related tools and systems as the business grows.

Reporting & Trend Analysis

• Develop and maintain recruitment reports and dashboards to track key metrics such as time-to-fill, cost-per-hire, source effectiveness, and pipeline health.
• Analyze hiring trends and utilization data to identify opportunities for improvement and inform recruitment strategy.
• Present recruitment performance and trends to leadership, translating data into clear, actionable recommendations.
• Partner with operations, client experience, and clinical teams to understand staffing needs and job requirements for each region.
• Advise leadership on trends and challenges in the recruitment process, helping refine job descriptions and hiring strategies.
• Ensure that all recruited candidates meet the agency's quality standards and comply with healthcare industry regulations.

Compliance and Documentation

• Ensure all recruits meet state and federal licensing requirements and any specific certifications needed to work in home care/home health care.
• Maintain accurate records of all recruitment activities, including candidate evaluations, interviews, and offers made.
• Oversee the onboarding and background screening process, including criminal history and references, completion of necessary paperwork, and license verification in compliance with healthcare laws and regulations.

Market and Industry Knowledge

• Stay updated on industry trends, regulatory changes, and best practices related to home health care recruitment.
• Maintain an understanding of the competitive landscape in home health recruiting to ensure the organization remains an attractive employer to top talent.
• Manage relationships with external vendors, including staffing agencies, job board representatives, and the organization's ATS/onboarding system vendor.
• Partner with VP, Care Talent & Workforce Strategy to forecast regional hiring needs based on client demand, staff attrition, and capacity, contributing to broader workforce planning efforts.
• Represent recruiting in cross-functional and leadership meetings, providing updates on hiring performance, trends, and strategy.

Qualifications

• A bachelor's degree in Human Resources, Healthcare Administration, or a related field is preferred, but not required.
• At least 3-5 years of experience in healthcare recruitment, including prior experience managing or coaching a recruiting team, with a strong preference for experience in home health care staffing.
• Hands-on experience with an Applicant Tracking System (ATS) and onboarding system, with the ability to create, update, and streamline recruitment workflows.
• Demonstrated ability to develop reports and analyze recruitment trends to inform strategy and decision-making.
• Proven experience owning full-cycle recruitment for a region or book of business, with strong prioritization skills across multiple open roles.
• Familiarity with healthcare staffing regulations and compliance requirements is beneficial.
• Excellent communication and interpersonal skills, with the ability to build strong relationships with candidates, recruiters, and hiring managers.