The Physician Recruiter develops and executes strategic recruitment plans to attract top-tier clinical talent. They manage the full recruitment lifecycle - including sourcing, screening, interviewing, and contract negotiations - to fill vacancies in various specialties. This role requires building strong relationships with residents, fellows, and practicing physicians while maintaining a pipeline of candidates.
Key Responsibilities
• Sourcing and Pipeline Development: Proactively identify qualified physician candidates through various channels, including LinkedIn, job boards, professional networks, and residency programs.
• Screening and Assessment: Perform initial screenings, phone interviews, and in-depth assessments to evaluate candidate qualifications, clinical skills, and cultural fit.
• Candidate Management: Guide candidates through the interview process, acting as the primary point of contact to ensure a positive candidate's experience.
• Interview Coordination: Coordinate and facilitate interviews, site visits, and meetings with key medical leadership and stakeholders.
• Negotiation and Closing: Assist in preparing offer letters, negotiating employment contracts, and guiding candidates through the compensation and benefits package.
• Strategic Planning: Work with executive leadership to develop annual physician recruitment plans and recruiting strategies.
• Data Maintenance: Maintain up-to-date records in the Applicant Tracking System (ATS) for all candidates.
• Recruiting Events: Travel to various regional and national recruiting events to connect and maintain candidate relationships, as well as key stakeholders.
Required Qualifications
• Experience: 3+ years of experience in physician recruitment.
• Skills: Exceptional communication, negotiation, and relationship-building skills.
• Technical Proficiency: Strong proficiency with Applicant Tracking Systems (ATS) and Microsoft Office Suite.
• Travel: Ability to travel approximately 20% for TA events as needed.
Preferred Qualifications
• Strategic communicator with a polished executive presence
• Proven ability to synthesize complex information into actionable results
• Experience in or operational knowledge of the healthcare industry.
• Consistently delivered results on complex assignments by balancing long-term projects with immediate daily operational needs.
• Knowledge of credentialing processes, physician compensation structures, Stark Law/anti-kickback regulations, and the business side of healthcare.
• Proven ability to fill hard-to-recruit specialties.
Common Performance Metrics
• Time-to-fill positions.
• Number of Presentations, Interviews, offers per year.
• Number of placements per year.
Key Traits
• Persistence: Ability to maintain communication with passive candidates over long periods.
• Adaptability: Ability to handle, and adjust to, rapidly changing staffing needs.
• Professionalism: Ability to interact effectively with medical staff and senior
leadership.
