Recruiter

ReWorks Solutions; Johannesburg; Remote; ZAR 906,000 - 1,482,000; Full time

Job summary

ReWorks Solutions is seeking an experienced Healthcare Recruiter to support recruitment for US-based healthcare clients. You will source, screen, and manage candidates across roles like BCBAs and RBTs, building strong pipelines while delivering a positive candidate experience.

The role requires independent work, ability to handle multiple vacancies, and proactive sourcing to fill hard-to-fill healthcare positions. Remote working arrangement with global collaboration.

Qualifications

• Minimum 2 years of recruitment experience, preferably healthcare or medical staffing.
• Ability to manage multiple vacancies simultaneously.
• Proactive sourcing beyond applications.
• Strong screening, interviewing, and assessment skills.
• Excellent written and verbal English communication.

Responsibilities

• Source candidates via LinkedIn, job boards, databases, referrals, and other channels.
• Screen CVs and conduct initial interviews to assess fit.
• Manage candidates through the recruitment lifecycle and coordinate interviews.
• Maintain pipelines, trackers, and timely client updates.
• Collaborate with hiring stakeholders and adhere to processes.

Skills

Talent sourcing

Candidate screening

Candidate assessment

Stakeholder collaboration

Recruitment administration

Tools

LinkedIn Recruiter

ATS

Job description

About the Role

ReWorks Solutions is looking for an experienced, proactive Healthcare Recruiter to support recruitment for our US-based healthcare clients. This role is ideal for someone who understands the full recruitment lifecycle, enjoys proactive sourcing, and can identify and engage high-quality candidates in a competitive talent market.

You will be responsible for sourcing, screening, and managing candidates for a variety of healthcare positions, including Board Certified Behavior Analysts (BCBAs), Registered Behavior Technicians (RBTs), and other healthcare-related roles.

The ideal candidate is confident working independently, comfortable managing multiple vacancies, and able to build strong candidate pipelines while maintaining a positive candidate experience.

Key Responsibilities

1. Candidate Sourcing and Talent Attraction

• Proactively source candidates through LinkedIn, job boards, recruitment databases, referrals, and other sourcing channels.
• Identify and engage suitable candidates for current and future vacancies.
• Develop creative sourcing strategies to reach passive candidates.
• Build and maintain talent pipelines for recurring and hard-to-fill healthcare positions.
• Use Boolean search and other sourcing techniques to identify qualified professionals.

2. Screening and Candidate Assessment

• Review CVs and applications to assess candidates against role requirements.
• Conduct initial screening calls and structured interviews.
• Evaluate candidates' experience, communication skills, qualifications, availability, and suitability.
• Assess candidates for relevant healthcare experience and role‑specific requirements.
• Identify potential concerns or gaps and document screening outcomes accurately.

3. Recruitment Process Management

• Manage candidates throughout the recruitment lifecycle, from initial outreach to client interviews and offer stages.
• Coordinate interviews and communicate next steps to candidates.
• Maintain consistent follow‑ups to minimise candidate drop‑off.
• Manage multiple vacancies and prioritise recruitment activity according to client needs.
• Maintain accurate candidate records, recruitment trackers, and applicant management systems.

4. Client and Stakeholder Collaboration

• Work closely with internal recruitment teams and hiring stakeholders to understand hiring requirements.
• Clarify role specifications, essential qualifications, experience requirements, and candidate expectations.
• Submit relevant, well‑screened candidates within agreed timelines.
• Provide regular updates on sourcing progress, pipeline quality, and recruitment challenges.
• Recommend alternative sourcing strategies when talent pools are limited.

5. Recruitment Administration and Reporting

• Keep recruitment pipelines organised and up to date.
• Ensure candidate profiles, screening notes, and interview feedback are accurately recorded.
• Monitor recruitment activity, candidate conversion rates, and pipeline progress.
• Maintain confidentiality and handle candidate information professionally.
• Follow established recruitment processes and service‑level expectations.

Minimum Requirements

• At least 2 years of recruitment experience, preferably in healthcare, medical staffing, or specialist recruitment.
• Experience managing multiple vacancies simultaneously.
• Proven ability to source candidates proactively rather than relying solely on applications.
• Strong candidate screening, interviewing, and assessment skills.
• Excellent written and verbal English communication.
• Strong organisational skills and attention to detail.
• Ability to work independently in a remote environment.
• Comfortable using recruitment systems, spreadsheets, email, and video conferencing tools.

Preferred Experience

• Experience recruiting for the US healthcare market.
• Familiarity with ABA therapy and the roles of BCBAs and RBTs.
• Experience recruiting licensed or credentialed healthcare professionals.
• Proficiency in LinkedIn Recruiter, Boolean search, and other sourcing tools.
• Experience supporting or managing a recruitment function.

Direct ABA experience is advantageous but not essential for a recruiter who demonstrates strong sourcing skills and the ability to learn specialised role requirements.

Key Competencies

Proactive sourcing: Able to identify and engage suitable candidates through multiple channels.

Relationship building: Builds trust with candidates and maintains engagement throughout the process.

Assessment skills: Identifies candidates who genuinely meet the role requirements.

Ownership and accountability: Takes responsibility for vacancies and follows through on recruitment activities.

Organisation and prioritisation: Manages competing deadlines without compromising candidate quality.

Adaptability: Adjusts sourcing strategies when roles are difficult to fill.

Communication: Provides clear, professional, and timely updates to candidates and stakeholders.