Physician Recruiter (JOB ID:AZICE3)

Inside Out; Remote; ZAR 200 000 - 300 000; Full time

Job summary

A leading healthcare staffing agency is looking for a Physician Recruiter based in South Africa. This remote role focuses on high-volume recruitment, where you'll connect physicians with job opportunities throughout the U.S. Responsibilities include sourcing and qualifying candidates via calls and messages, achieving targets for candidate submissions, and maintaining a strong pipeline. Ideal candidates will have recruiting experience and excellent communication skills, embodying resilience and a candidate-centric mindset.

Benefits

Unlimited earning potential

Clear career progression

Comprehensive training and support

Qualifications

• 1–3 years in high-volume recruiting, staffing, or inside sales, preferably in healthcare.
• Experience in engaging with candidates through phone calls and texts.
• Ability to manage time effectively.

Responsibilities

• Source and qualify physicians through outbound activity.
• Conduct qualification screenings and submit candidates.
• Maintain a personal candidate pipeline.

Skills

High-volume recruiting experience

Phone confidence

Activity discipline

Candidate-centric mindset

Conversational agility

Listening & qualification skills

Objection handling

High energy & resilience

Self-directed execution

Coachability

Job description

Job Title: Physician Recruiter

Job ID: AZICE3

Industry: Healthcare

Location: South Africa

Job Status: Full Time

Work Schedule: 8:00am to 5:00pm EST

Salary: $2500 + Commission

Target Start Date: ASAP

Overview

About the Client: The client is a leading Locum Tenens & Healthcare Staffing Agency that connects top physician talent with hospitals across the U.S. They combine AI-driven recruitment with a personalized, data-based approach to reduce hiring time, eliminate costly turnover, and improve healthcare staffing nationwide.

About the Role: This is a high-volume physician recruitment role where your phone is your primary tool. Every day, fellowship‑trained physicians across America are looking for flexible, well‑compensated locum tenens assignments—your job is to find them, qualify them, and connect them with urgent hospital needs.

Responsibilities: You will source, engage, and qualify physicians through relentless outbound activity: cold calls, warm follow‑ups, and strategic text campaigns. Success in this role is measured by consistent daily activity and weekly candidate submissions. If you thrive on conversations, can handle rejection, and get energy from helping physicians find their next opportunity, this role is for you.

What You’ll Achieve (Metrics & Trajectory)

Months 1–3 (Foundation & Ramp)

• Complete 100 outbound calls per day (cold calls, warm follow‑ups, reactivation calls).
• Send 50+ personalized texts/messages daily to physician prospects.
• Conduct 3–5 qualification screenings per day.
• Submit 4 qualified candidates per week to active job orders.
• Build and maintain a personal candidate pipeline of 25+ engaged physicians.

Months 4–6 (Pipeline Velocity)

• Maintain 100+ calls per day with improved connect and conversion rates.
• Increase submissions to 6–8 qualified candidates per week.
• Develop specialty expertise in 2–3 high‑demand areas (radiology, anesthesiology, or EM).
• Contribute to 2+ placements per month (sourced and qualified by you).
• Begin building a referral network from placed physicians.

Months 7–12 (Senior Recruiter Path)

• Maintain 8+ weekly submissions with higher qualification accuracy.
• Own full‑cycle recruitment for select accounts.
• Contribute to 3+ placements per month.
• Mentor new recruiters on call techniques and candidate qualification.
• Begin shadowing credentialing and client relationship management for career progression.

Your Day‑to‑Day: The Candidate Hunter Schedule

You are a phone‑first recruiter who builds relationships through volume and consistency. This role is remote and requires full overlap with U.S. East Coast business hours when physicians are available.

Morning Block (8:00 AM–12:00 PM EST)

• Power Calling (50+ calls): Work through prioritized call lists—new leads, callback requests, and reactivation targets. Focus on connecting with physicians before their clinical shifts begin.
• Text Campaigns: Send personalized text messages to physicians who haven’t answered, referencing specific opportunities matching their specialty and preferences.
• Voicemail Drops: Leave compelling, concise voicemails that drive callbacks.

Afternoon Block (12:00 PM–5:00 PM EST)

• Continued Calling (50+ calls): Target physicians during lunch breaks and post‑shift hours. Follow up on morning voicemails and text responses.
• Qualification Screenings: Conduct 15–30 minute qualification calls with interested physicians—verify credentials, availability, state licensure, rate expectations, and geographic preferences.
• Candidate Submissions: Package and submit qualified candidates to active job orders with detailed profiles.
• CRM Management: Log all activities, update candidate statuses, and document detailed notes on preferences, objections, and next steps in HubSpot.

End of Day (Final 30 Minutes)

• Pipeline Review: Assess daily metrics against targets. Identify gaps and plan tomorrow’s priority call list.
• Candidate Follow‑Up: Send any outstanding follow‑up texts or emails to keep warm candidates engaged.

Qualifications & Skills

You Have the Recruiter DNA

• Experience: 1–3 years in high‑volume recruiting, staffing, or inside sales—preferably in healthcare, travel nursing, or professional services.
• Phone Confidence: Comfortable making 100+ calls daily and doesn’t take rejection personally. Every "no" gets you closer to a "yes."
• Activity Discipline: Understand that consistent daily inputs (calls, texts, screenings) drive weekly outputs (submissions, placements).
• Candidate‑Centric Mindset: Enjoy helping people find opportunities and builds rapport quickly over the phone.

You Have the Communication Skills

• Conversational Agility: Shift tone seamlessly—from a casual check‑in with a traveling EM doc to a professional discussion with a senior radiologist.
• Listening & Qualification: Ask the right questions to uncover availability, motivation, rate expectations, and deal‑breakers early.
• Objection Handling: When a physician says "I’m not looking," pivot to "What would make you look?" and keep the door open.

You Have the Work Style

• High Energy & Resilience: Phone rejection is part of the job. Reset quickly and keep dialing.
• Self‑Directed Execution: Manage your own time, hit daily call targets without supervision, and own your numbers.
• Coachability: Eager to learn healthcare‑specific knowledge—specialties, credentialing, state licensure, and locum tenens market dynamics.

Why Top Recruiters Choose CureHire

• Tangible Impact: Every placement means a hospital keeps its doors open and patients get care. Your calls matter.
• High‑Value Market: Locum tenens is a $5B+ industry with physician shortages in every specialty. Demand is constant.
• Competitive Commission: Unlimited earning potential tied directly to your placements.
• Rapid Progression: Clear path from Recruiter → Senior Recruiter → Account Manager within 12–18 months based on performance.
• Autonomy & Trust: Remote‑first culture built on results, not micromanagement. Hit your numbers, own your schedule.
• Training & Support: Comprehensive onboarding on physician specialties, credentialing timelines, and CureHire's technology stack.

English Level Requirement: C1. Candidates will speak strictly in English during their entire shift.

Application Instructions: Submit your resume and an audio recording in English.