Minimum Qualifications:Bachelor's degree in human resources, Business Administration, Healthcare Administration, or a related field and seven (7) years of experience in physician recruitment, healthcare recruitment, talent sourcing, executive sourcing, or a related area.
A current Registered Nurse (RN) licensure is required to support understanding of clinical roles, specialty-specific qualifications, and physician practice environments.
An equivalent combination of education and experience relevant to the role may be considered for this position.
Job Summary: The Senior Faculty Sourcer is responsible for proactively identifying, engaging, and developing pipelines of highly qualified physician and faculty candidates for the Academic Enterprise. This position utilizes advanced sourcing strategies, market research, professional networks, databases, social media, and recruitment technologies to identify both active and passive candidates. The Senior Faculty Sourcer partners closely with Faculty Recruiters and department leadership to understand current and anticipated recruitment needs, develop targeted sourcing strategies, and generate qualified candidate leads. This position serves as a key resource for physician talent intelligence and pipeline development.
Job Duties:Physician/Faculty Sourcing and Pipeline Development- Develop and execute proactive sourcing strategies for physician and faculty recruitment needs.
- Identify active and passive candidates through physician databases, professional associations, specialty organizations, residency and fellowship programs, social media, conferences, publications, and other sourcing channels.
- Build and maintain talent pipelines for current and anticipated physician and faculty openings.
- Conduct targeted outreach through email, telephone, social media, professional networks, and other communication channels.
- Develop sourcing strategies for difficult-to-fill specialties and priority recruitment needs.
- Research competing institutions and relevant physician/faculty talent markets to identify potential candidates.
- Maintain ongoing relationships with prospective candidates for future opportunities.
- Screen prospective candidates on malpractice history, active restrictive covenants, and tail coverage requirements to ensure a smooth transition.
Candidate Identification and Engagement- Conduct initial outreach to prospective candidates to assess interest, qualifications, career goals, and potential alignment with UTMB opportunities.
- Provide prospective candidates with information regarding UTMB, the Academic Enterprise, departments, available opportunities, and the recruitment process.
- Review candidate qualifications and present qualified prospects to Faculty Recruiters for further evaluation.
- Maintain timely communication and follow-up with prospective candidates.
- Create a positive initial candidate experience that strengthens UTMB's reputation as an employer of choice.
Market Research and Talent Intelligence- Conduct physician and faculty market research to identify talent availability, competitive recruitment trends, and sourcing opportunities.
- Develop talent maps for targeted specialties, geographic markets, academic institutions, residency programs, and fellowship programs.
- Identify potential pipelines from academic medical centers, health systems, professional associations, and training programs.
- Provide sourcing intelligence to Faculty Recruitment leadership and recruiters to support recruitment strategy.
- Monitor emerging sourcing technologies, platforms, and physician recruitment practices.
Recruitment Technology and Data Management- Utilize applicant tracking systems, candidate relationship management systems, physician databases, LinkedIn, sourcing platforms, and other recruitment technologies.
- Maintain accurate candidate records, sourcing activity, communication history, and pipeline status.
- Track sourcing metrics including outreach activity, response rates, qualified leads, candidate conversions, and pipeline development.
- Prepare sourcing reports and pipeline updates for Faculty Recruitment leadership.
- Maintain talent communities for future physician and faculty recruitment needs.
Stakeholder Collaboration- Partner closely with Faculty Recruiters to establish sourcing priorities and candidate profiles.
- Participate in recruitment strategy meetings for high-priority and difficult-to-fill positions.
- Collaborate with department leaders and recruiters to understand specialty-specific qualifications and recruitment challenges.
- Support recruitment events, conferences, residency/fellowship outreach, and networking initiatives as needed.
- Develop relationships with residency and fellowship programs to support future faculty recruitment pipelines.
Process Improvement and Operational Support- Identify opportunities to improve sourcing effectiveness, candidate engagement, and talent pipeline development.
- Assist in evaluating new sourcing platforms, databases, and recruitment technologies.
- Contribute to the development of sourcing best practices, standard operating procedures, templates, and outreach campaigns.
- Participate in special projects and workforce initiatives supporting physician and faculty recruitment.
Marginal or Periodic Functions:- Adheres to internal controls and reporting structure.
- Performs related duties as required.
Knowledge/Skills/Abilities:- Knowledge of physician, healthcare, and/or academic recruitment practices.
- Understanding of medical specialties, subspecialties, board certifications, and the distinctions between clinical tracks and academic tracks (e.g., tenure-track research vs. clinical educator roles.
- Strong knowledge of proactive sourcing techniques and passive candidate identification.
- Ability to conduct talent mapping and market research.
- Knowledge of Boolean search techniques, social media sourcing, professional networks, and recruitment databases.
- Strong written and verbal communication skills.
- Ability to engage and build relationships with physicians and other highly specialized professionals.
- Strong organizational skills with the ability to manage multiple sourcing priorities simultaneously.
- Proficiency with applicant tracking systems, candidate relationship management systems, sourcing platforms, and recruitment technologies.
- Ability to analyze sourcing data and recruitment market information.
- Strong attention to detail and follow-through.
- Ability to work independently while collaborating effectively with recruiters, department leadership, and other stakeholders.
- The ability to speak confidently with department chairs, division chiefs, and elite medical professionals, positioning oneself as a knowledgeable peer rather than a transactional salesperson.
Salary Range:Commensurate with experience.
