Permanent Placement Recruiter, Healthcare (USA)

A24 Group Limited; Bellville; Sur place; ZAR 420 000 - 640 000; Plein temps

Résumé du poste

A24 Group Limited is expanding its US healthcare staffing operation into permanent placement recruiting via a specialist marketplace connecting recruiting agencies with employers hiring healthcare professionals on a direct-hire basis. This is a distinct role from our contingent shift-fill desk.

Success here is measured in quality placements, not call volume, and the sales cycle is longer, more consultative, and higher stakes per placement.

Qualifications

• Genuine patience for a longer sales cycle.

Responsabilités

• Sourcing, qualifying, and submitting candidates against live permanent healthcare roles posted.
• Building genuine relationships with candidates over multiple conversations, not single-touch qualification calls
• Managing a smaller, higher-value pipeline where each placement carries real weight, both financially and reputationally
• Working direct-hire compliance and licensing requirements specific to permanent placement, distinct from shift-based clearance
• Following through with employers post-placement to protect guarantee periods and repeat business

Connaissances

Patience

Communication

Recruitment experience

Healthcare experience

Description du poste

About the role

A24 Group is expanding its US healthcare staffing operation into permanent placement recruiting via a specialist marketplace connecting recruiting agencies with employers hiring healthcare professionals on a direct-hire basis. This is a distinct role from our contingent shift-fill desk. Success here is measured in quality placements, not call volume, and the sales cycle is longer, more consultative, and higher stakes per placement.

What you’ll actually be doing

• Sourcing, qualifying, and submitting candidates against live permanent healthcare roles posted.
• Building genuine relationships with candidates over multiple conversations, not single-touch qualification calls
• Managing a smaller, higher-value pipeline where each placement carries real weight, both financially and reputationally
• Working direct-hire compliance and licensing requirements specific to permanent placement, distinct from shift-based clearance
• Following through with employers post-placement to protect guarantee periods and repeat business

What we need from you

• Genuine patience for a longer sales cycle. This is not a numbers game, it's a small number of the right candidates done properly. If your instinct is to maximise submissions per day, this isn’t the right seat.
• Strong written and verbal communication, since permanent placement candidates expect a more consultative, advisory relationship than a shift-fill call.
• Discipline to properly qualify a candidate's actual career intent, not just their compliance status, someone who says yes to a permanent role and backs out costs us the placement fee and the client relationship, not just a shift.
• Comfort working a smaller number of live relationships in depth rather than high call volume.
• Prior experience in permanent placement, executive search, or direct-hire recruitment strongly preferred, healthcare sector experience a genuine advantage.
• Confidence navigating a recruiter marketplace model LinkedIn Recruiter, or similar), understanding how to compete for employer attention against other agencies bidding for the same requisition.

What will make you fail in this role, said plainly

• Treating this like your existing shift-fill desk, rushing candidates, high-volume low-touch outreach, pushing people toward decisions before they’re ready. Permanent placements are far more sensitive to candidates feeling pressured, and the damage from a bad placement here is bigger than a dropped shift.
• Chasing submission counts over genuine candidate fit.

What success looks like in the first 90 days

• Understanding the recruitment platforms, how Jobcasts work, how recruiters are scored, and how to compete effectively for employer attention.
• A small number of well-qualified, genuinely-placed candidates rather than a large unconverted pipeline.
• No pressured or rushed placements. If you hit a placement target by pushing someone into a role they weren’t ready for, that counts as a failure, not a success.