Talent Acquisition Manager

Jobgether SRL; United States; Remote; USD 120,000 - 180,000; Full time

Benefits offered by this job

Medical, dental, vision insurance

Remote-first work environment

Leadership opportunity to grow the TA팀

Flexible work arrangements

Job summary

Jobgether SRL is recruiting a Talent Acquisition Manager for a remote-first healthcare organization in the United States. The role leads end-to-end recruiting for clinical roles and supports growth through scalable processes and an ATS-driven approach.

Ideal candidates bring 5+ years of full-cycle recruiting, with experience managing a small team, multi-state clinical hiring, and a focus on data-driven improvements in time-to-fill and quality of hire.

Qualifications

• Minimum 5 years of full-cycle recruiting experience.
• 2+ years directly managing recruiters.
• Experience in high-volume, multi-state clinical hiring preferred.

Responsibilities

• Own full-cycle recruitment for LPNs and clinical professionals across multiple states.
• Develop scalable recruiting strategies aligned with growth and workforce needs.
• Improve candidate experience, onboarding readiness, and retention metrics.
• Lead recruitment for specialized roles across product, engineering, revenue, and operations.
• Build employer branding and proactive sourcing channels to attract candidates.

Skills

Full-cycle recruiting

High-volume clinical hiring

Team leadership

ATS optimization

Data analytics

Sourcing

Employer branding

Cross-functional collaboration

Tools

ATS

Job description

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Talent Acquisition Manager based in the United States.

The Talent Acquisition Manager will lead and scale recruiting operations for a rapidly growing virtual healthcare organization, with a primary focus on high-volume clinical hiring across multiple states. This hands‑on leadership role combines full‑cycle recruiting, team management, strategic workforce planning, and data‑driven process optimization. You will manage and develop a team of two recruiters while personally sourcing, screening, and closing candidates for critical clinical and corporate positions. A key priority will be building a reliable pipeline of Licensed Practical Nurses (LPNs) and other clinical professionals to support patient care and business growth. You will also strengthen employer branding, optimize applicant tracking systems, and establish meaningful recruitment metrics to improve hiring speed and quality. This is an opportunity to shape a scalable talent acquisition function in a remote‑first healthcare environment where recruiting directly contributes to patient outcomes.

Accountabilities

• Clinical Talent Acquisition: Own the full-cycle recruitment process for LPNs and other clinical professionals across multiple states, including sourcing, screening, interviewing, offer negotiation, and closing. Maintain a strong pipeline of qualified candidates to meet staffing needs while balancing hiring speed, candidate quality, and operational requirements.
• Recruitment Strategy and Workforce Planning: Develop and implement scalable recruiting strategies aligned with business growth, clinical staffing requirements, and regional workforce needs. Partner with clinical operations and executive leadership to understand coverage gaps, prioritize vacancies, and translate workforce plans into actionable recruitment initiatives.
• Candidate Experience and Retention: Align recruiting practices with onboarding, training, and operational readiness to ensure candidates understand role expectations and are positioned for long-term success. Monitor candidate quality, early employee retention, and satisfaction to improve the connection between hiring outcomes and patient care delivery.
• Corporate and Specialized Recruitment: Lead recruiting for specialized roles across product, engineering, revenue, and operations. Adapt sourcing and assessment strategies to address the distinct requirements of technical, commercial, and operational positions.
• Employer Branding and Sourcing: Build a compelling employer brand for clinical professionals and develop proactive sourcing channels, referral programs, and targeted outreach campaigns. Strengthen the organization’s ability to attract qualified candidates in competitive healthcare labor markets and reduce reliance on inbound applications.
• Recruitment Analytics and Reporting: Establish reliable reporting for time-to-fill, cost-per-hire, quality-of-hire, funnel conversion, and pipeline health. Analyze recruitment data by role type and hiring stage to identify bottlenecks, improve conversion rates, and provide leadership with clear insights into hiring performance and capacity.
• Applicant Tracking System Optimization: Lead the transition to a centralized applicant tracking system as the primary source of truth for recruiting. Standardize requisitions, pipeline stages, interview feedback, offer workflows, and reporting while configuring the system to support efficient processes and accurate, accessible data.
• Team Leadership and Development: Manage, coach, and develop a team of two recruiters while maintaining an active requisition load. Improve sourcing techniques, interviewing practices, pipeline management, and recruiter productivity. Assess future staffing needs and build a data-backed plan for expanding the talent acquisition team as hiring volume grows.
• Hiring Process and Compliance: Establish consistent, effective, and compliant hiring practices for a distributed, multi-state workforce. Partner with clinical operations to coordinate licensing, credentialing, and onboarding handoffs, ensuring a smooth transition from accepted offer to employment.
• Cross-Functional Collaboration: Work closely with clinical operations, executive leadership, and corporate hiring managers to clarify role requirements, calibrate candidate assessments, and align recruitment priorities with business objectives.
• First-Year Outcomes: Deliver measurable improvements in clinical hiring speed and quality, establish trusted recruitment reporting, fully implement the ATS as the system of record, develop a proactive clinical sourcing strategy, and position the talent acquisition team for sustainable growth.

Requirements

• Recruitment Experience: At least 5 years of full-cycle recruiting experience, including a minimum of 2 years directly managing recruiters.
• High-Volume Clinical Hiring: Demonstrated experience recruiting for high-volume, multi-state, hourly, clinical, field-based, or vocationally trained workforces. Experience in healthcare, home health, staffing, or similar environments is strongly preferred.
• Player-Coach Leadership: Proven ability to balance hands‑on recruiting responsibilities with team management, coaching, performance development, and strategic planning.
• Applicant Tracking Systems: Experience owning and optimizing an ATS, including configuring workflows, standardizing recruitment processes, and using system-generated data to improve visibility and decision-making.
• Data and Analytical Skills: Strong data fluency, with the ability to build recruitment funnel reports, evaluate conversion rates, identify hiring bottlenecks, and translate findings into practical improvements.
• Sourcing and Employer Branding: Experience developing or significantly improving sourcing strategies and employer branding for competitive or hard-to-fill positions.
• Versatile Recruitment Expertise: Ability to manage high-volume clinical hiring alongside specialized, lower-volume corporate recruitment, adapting sourcing, screening, and selection methods to different talent markets.
• Stakeholder Management: Excellent communication and relationship-building skills, with the ability to collaborate effectively with clinical operations leaders, executives, and corporate hiring managers.
• Process Improvement: Demonstrated ability to create scalable recruitment workflows, improve operational efficiency, and establish consistent hiring standards in a fast‑paced, evolving organization.
• Preferred Qualifications: Familiarity with clinical licensure and credentialing requirements, including Compact Nursing License considerations, is an advantage. Experience in a venture-backed or private-equity-backed company undergoing rapid growth is also preferred.
• Adaptability and Ownership: A proactive, hands‑on approach to problem-solving, with the ability to manage competing priorities, respond quickly to changing workforce needs, and maintain high standards of candidate quality.
• Work Authorization: Candidates must be legally authorized to work in the United States. Employment-based visa sponsorship is not available for this position.

Benefits

• Medical, dental, and vision insurance options for eligible employees.
• Additional benefits and resources designed to support employee health and overall well‑being.
• A remote‑first working environment with flexibility to work from anywhere in the United States, subject to applicable employment requirements.
• The opportunity to lead and develop a growing talent acquisition team.
• The chance to build scalable recruiting systems, improve hiring strategy, and influence workforce planning.
• Meaningful work supporting clinical teams whose recruitment and retention directly contribute to patient access, continuity of care, and health outcomes.
• An inclusive workplace committed to equal employment opportunities and building a team that reflects the communities it serves.