Director Talent Acquisition

Position Overview

The Director, Talent Acquisition will serve as the senior recruiting leader for the organization. This is a build-oriented role — the right candidate will be responsible for scaling the clinical TA function with a disciplined, high-output engine capable of sourcing and hiring clinical professionals at volume across a multi-site, multi-state footprint.

This individual will own the full talent acquisition lifecycle: strategy, sourcing infrastructure, recruiter performance management, ATS optimization, and workforce planning partnerships with clinical operations. The role requires someone equally comfortable at the strategic level with executive leadership and private equity sponsors as they are in the day-to-day details of recruiter accountability and pipeline throughput

.
This is a hybrid position, combining in-office and remote work. Travel will be require

d.
Major Responsibiliti

es:Clinical Talent Acquisit

• ionLead and enhance a high-performing clinical talent acquisition function capable of recruiting nurses, therapists, aides, and other clinical professionals at scale across a multi-site footpri
• nt.Develop and implement sourcing strategies tailored to the clinical labor market, including partnerships with clinical schools, licensure boards, staffing agencies, and professional networ
• ks.Build and refine recruiting metrics, pipeline reporting, and TA infrastructure (ATS, workflows, scorecards) to drive accountability and throughp
• ut.Partner with clinical operations leadership to align workforce planning with patient census, growth targets, and regulatory staffing requiremen
• ts.Build and manage a team of clinical recruiters; set performance expectations and develop recruiting capacity to support ongoing and M&A-driven grow

th.
TA Strategy & Infrastruc

• tureEstablish and own the organization’s end-to-end recruiting process — from requisition intake to offer acceptance — with documented, scalable workfl
• ows.Implement and optimize the ATS; ensure adoption, data integrity, and reporting capability across the recruiting t
• eam.Design recruiter scorecards and structured interview guides for key clinical and administrative ro
• les.Track and report on key TA KPIs to the Executive Team and PE sponsors; use data to identify bottlenecks and drive continuous improvem

ent.
M&A & Growth Su

• pportPartner with HR and operations leadership on talent integration for acquired entities, including rapid-ramp hiring plans and workforce assessm
• ents.Develop employer branding and candidate experience strategies to position the company competitively in tight clinical labor mar

kets.
Qualifica

tions:Re

• quired7+ years of progressive talent acquisition leadership experience, with meaningful tenure in a healthcare services enviro
• nment.Demonstrated experience building or significantly scaling a clinical talent acquisition function — direct hands-on TA leadership required, not solely over
• sight.Experience in high-growth, entrepreneurial, and/or PE-backed comp
• anies.Metrics-driven approach to TA; comfort with ATS platforms, recruiting analytics, and workforce planning
• tools.Exceptional interpersonal, communication, and leadership skills; ability to influence across all levels of the organiz
• ation.Execution mindset — ability to manage multiple requisitions, recruiter performance, and strategic initiatives simultaneously without sacrificing qu

ality.
Pr

• eferredBachelor’s degree required; advanced degree or HR/TA certification pre
• ferred.Experience leading talent integration in an M&A-active healthcare envir
• onment.Familiarity with clinical staffing models, licensure requirements, and workforce regul

ations.
Candidate

• ProfileBuilder mentality — energized by the opportunity to create structure and process where little
• exists.Operationally focused with a bias for execution; able to move quickly without sacrificing
• quality.Collaborative and credible with clinical leadership; understands the unique dynamics of a clinical wo
• rkforce.High ownership mindset — takes accountability for recruiter output and pipeline o
• utcomes.Adaptable and effective under ambiguity; thrives in a fast-paced, multi-priority envi