San Diego - Recruitment Coordinator

Pho Prime, LLC; San Diego (CA); On-site; USD 34,000 - 39,000; Full time

Job summary

Coast Care is seeking a Recruitment Coordinator in San Diego to own the caregiver recruitment lifecycle—from sourcing and screening to interview, onboarding, and readiness for placement.

The role emphasizes balancing quantity with quality, maintaining a robust candidate pipeline, and collaborating with Client Services and leadership to meet workforce needs with a data-driven mindset.

Qualifications

• Strong organizational and time-management skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Excellent written and verbal communication.
• High attention to detail and follow-through.
• Able to work independently and own results.
• Sound judgment in evaluating candidates.
• Maintain professionalism under high-pressure interactions.
• Comfortable working toward measurable performance expectations.
• Interpret basic recruiting data to adjust activity.
• Proficient with recruitment systems and safeguarding sensitive information.

Responsibilities

• Manage the caregiver recruitment process from application through readiness for placement.
• Maintain an active, organized candidate pipeline across all stages.
• Screen applications and identify candidates meeting Coast Care’s standards.
• Conduct interviews to assess experience, reliability, and fit.
• Provide hiring recommendations based on organizational needs.
• Ensure consistent candidate follow-up throughout the process.
• Coordinate pre-hire requirements and onboarding documentation.
• Identify stalled candidates and move qualified ones forward.
• Close out non-responsive or unsuitable candidates to keep data accurate.

Skills

Organizational skills

Multi-priority management

Written & verbal communication

Follow-through & attention to detail

Independent ownership

Candidate evaluation

Professionalism under pressure

Performance-oriented

Data interpretation

Recruitment systems proficiency

Confidentiality

Job description

San Diego - Recruitment Coordinator Coast Care

Compensation $ 25,00 - $ 28,00/hour

Schedule Full time

Job Type Permanent

Industry Health medical and related

Description

Recruitment Coordinator

Position Summary

The Recruitment Coordinator owns the day-to-day execution of Coast Care’s caregiver recruitment function, managing the full recruitment lifecycle from applicant sourcing and initial screening through interview, hiring, onboarding, and readiness for placement.

This position is responsible for maintaining a consistent pipeline of qualified, reliable caregivers who align with Coast Care’s current and anticipated workforce needs. Hiring demand fluctuates based on organizational needs and may require approximately 8–12 quality caregiver hires per week during periods of standard demand.

Success in this role is not measured by hiring volume alone. The Recruitment Coordinator is accountable for balancing quantity, quality, reliability, caregiver availability, geographic coverage, and organizational demand.

The Recruitment Coordinator works independently in managing the recruitment function while maintaining close communication and collaboration with Client Services and leadership. This position requires strong judgment, follow-through, organization, urgency, and the ability to identify and resolve recruitment challenges without requiring constant direction.

End-to-End Recruitment

• Manage the caregiver recruitment process from application through readiness for placement.
• Maintain an active and organized applicant pipeline across all stages of recruitment.
• Review incoming applications and identify candidates who meet Coast Care’s hiring standards.
• Conduct candidate screening and interviews to evaluate experience, professionalism, reliability, communication, availability, and overall fit.
• Make sound hiring recommendations based on candidate quality and organizational needs.
• Maintain consistent candidate follow-up throughout the hiring process.
• Coordinate pre-hire requirements, onboarding documentation, and orientation readiness.
• Identify candidates who are stalled in the hiring process and take appropriate action to move qualified candidates forward.
• Close out candidates who are no longer responsive, qualified, or interested so that pipeline data remains accurate.

Demand-Based Recruitment

Coast Care does not recruit caregivers for individual clients. Recruitment is responsible for developing a caregiver workforce that reasonably aligns with overall organizational demand.

The Recruitment Coordinator will:

• Maintain regular communication with Client Services regarding current and anticipated caregiver workforce needs.
• Monitor recruiting needs based on geographic coverage, caregiver availability, days and times of availability, weekend and overnight availability, short-shift availability, experience levels, and other identified workforce gaps.
• Adjust job postings, sourcing efforts, advertising, candidate targeting, and recruiting priorities based on changing demand.
• Identify gaps between caregivers being hired and caregivers needed by the organization.
• Proactively modify recruiting strategy when hiring activity is not producing a workforce that supports operational needs.
• Maintain a broad caregiver pipeline while strategically increasing recruitment in areas where workforce gaps exist.

Quality of Hire

Coast Care prioritizes quality over hiring simply to achieve a numerical target.

The Recruitment Coordinator is expected to:

• Apply Coast Care’s hiring standards consistently, including during periods of high staffing demand.
• Identify behavioral or reliability concerns during screening and interviewing.
• Avoid advancing candidates solely for the purpose of meeting a hiring quota when legitimate concerns exist regarding quality, professionalism, or reliability.
• Evaluate recruiting success beyond the initial hire by reviewing caregiver activation, retention, performance trends, and other quality indicators.
• Identify patterns among unsuccessful hires and use those findings to improve future candidate selection.
• Partner with Client Services to understand whether newly hired caregivers are successfully contributing to the available workforce.

Recruiting Metrics & Accountability

• Track recruitment activity and outcomes throughout the hiring funnel.
• Monitor applicant volume, screening activity, interviews, offers, onboarding completion, hiring, and readiness for placement.
• Monitor candidate conversion between stages and identify areas where candidates are being lost or delayed.
• Review caregiver availability and geographic distribution compared with organizational workforce needs.
• Monitor quality-of-hire indicators, including activation and early retention where data is available.
• Identify recruiting trends, barriers, and opportunities for improvement.
• Provide regular recruiting updates to Client Services and leadership.
• Communicate early when hiring goals, deadlines, or other commitments are at risk.
• When performance is below expectation, identify the likely cause and develop an action plan rather than simply reporting the missed result.

Candidate Experience

• Create a professional, welcoming, respectful, and informative candidate experience.
• Communicate expectations clearly throughout the recruiting and onboarding process.
• Respond to candidate questions and concerns in a timely manner.
• Maintain appropriate follow-up without allowing nonresponsive candidates to unnecessarily stall the recruiting pipeline.
• Represent Coast Care’s culture and values throughout every candidate interaction.
• Address candidate concerns with empathy while maintaining appropriate professional standards and boundaries.

Recruitment Systems & Documentation

• Maintain complete, accurate, and timely recruitment records.
• Ensure applicant status, notes, documents, and hiring activity are accurately reflected in Coast Care’s recruitment systems.
• Maintain organized documentation so another team member can understand the current status of a candidate when needed.
• Complete required pre-hire documentation accurately and within established timelines.
• Maintain accurate job postings and recruiting advertisements.
• Use recruitment technology and systems effectively to improve efficiency, visibility, and candidate communication.
• Protect confidential applicant and employee information.

Independent Ownership & Problem Solving

The Recruitment Coordinator is expected to take ownership of the recruitment function rather than waiting for leadership to identify or solve routine recruitment problems.

This includes:

• Organizing and prioritizing daily workload independently.
• Identifying issues before they significantly affect hiring outcomes.
• Resolving routine recruiting challenges without requiring continuous management direction.
• Escalating significant concerns appropriately and early.
• Bringing potential solutions when escalating problems.
• Following through on commitments and communicating before a commitment is missed.
• Reviewing unsuccessful processes or strategies and adjusting based on results.
• Identifying opportunities to improve recruiting workflows, systems, candidate experience, and outcomes.
• Asking for assistance or reprioritization before workload issues result in missed commitments.
• Maintaining continuity of recruitment responsibilities when unexpected circumstances occur through appropriate communication and handoff.

Performance Expectations

Performance in this position will be evaluated using a combination of quantitative and qualitative measures.

Key performance indicators may include:

• Quality hires compared with current hiring demand
• Screen-to-interview conversion
• Onboarding completion
• Time through the recruiting process
• Candidate responsiveness and follow-up
• Caregiver readiness for placement
• Alignment of new hires with geographic and availability needs
• Early caregiver retention
• Quality or performance trends associated with new hires
• Accuracy and completeness of recruitment records
• Timeliness of communication and reporting

Hiring targets are important; however, meeting a numerical hiring target does not justify lowering Coast Care’s hiring standards.

Coast Care Values

The Recruitment Coordinator is expected to demonstrate Coast Care’s values in daily decision-making and interactions.

Reliability

Do what you say you will do. Follow through on commitments, maintain dependable recruiting processes, communicate early when circumstances change, and take ownership when expectations are not met.

Empathy

Recognize that candidates, caregivers, clients, and coworkers are people first. Listen, communicate thoughtfully, and consider the impact recruitment processes have on others.

Improvement

Look for better ways to recruit, onboard, communicate, and operate. Use data and experience to identify root causes and improve systems rather than repeatedly working around the same problems.

Respect

Communicate professionally, value other people’s time, maintain appropriate boundaries, and treat candidates, caregivers, coworkers, and community partners with dignity.

Qualifications & Skills

Required

• Strong organizational and time-management skills
• Demonstrated ability to manage multiple priorities in a fast-paced environment
• Strong written and verbal communication skills
• Strong follow-through and attention to detail
• Ability to work independently and take ownership of results
• Sound judgment when evaluating candidates
• Ability to maintain professionalism during difficult or high-pressure interactions
• Comfortable working toward measurable performance expectations
• Ability to interpret basic recruiting data and use it to adjust activity
• Strong computer skills and ability to learn recruitment and workforce-management systems
• Ability to maintain confidentiality and handle sensitive applicant information appropriately

Preferred

• Previous recruiting, staffing, human resources, scheduling, home care, or healthcare experience
• Experience managing a high-volume applicant pipeline
• Experience with applicant tracking or recruitment management systems
• Experience recruiting hourly or frontline workers
• Understanding of caregiver recruitment and the home care workforce

What Success Looks Like

A successful Recruitment Coordinator does more than generate hires.

Success means Coast Care maintains a reliable, qualified, engaged caregiver workforce that increasingly aligns with organizational demand.

The successful Recruitment Coordinator knows:

• How many caregivers are needed
• Where workforce gaps exist
• What availability the organization needs
• Where candidates are getting stuck or dropping out of the recruitment funnel
• Whether new hires are becoming active caregivers
• Whether recruiting sources and strategies are producing quality results
• When results are at risk
• What actions are being taken to improve them

The Recruitment Coordinator is expected to know the state of Recruitment, communicate it clearly, and take action when results are not meeting expectations.

Job Type: Full-TimeExpected Hours: 40 per weekSchedule: Monday–Friday, with flexibility as required to support recruitment needsWork Location: [Insert Work Location]Pay Range: [Insert Current Pay Range]

Our Mission

Coast Care exists to connect people with care.

The Recruitment Coordinator plays a critical role in that mission by ensuring Coast Care continues to attract and hire caregivers who are capable, dependable, compassionate, and ready to serve our community.