Talent Acquisition Specialist

Talent Acquisition Specialist

Remote (Nashville Based Candidates Preferred)

Company Overview

AMSURG is a nationally recognized leader in the strategic and operational management of ambulatory surgery centers with medical specialties ranging from gastroenterology to ophthalmology and orthopedics. With more than 250 surgery centers across the U.S., we partner with physicians and health systems to deliver the highest standards of patient care and quality. For more information, please access our website: (

Through AMSURG, our clinician-led organization is changing the face of healthcare by delivering high-quality care that puts the patient first.

AMSURG’s core values drive continual advancement and ingenuity across the enterprise:

• Be Curious-embrace learning, seek out diversity of thought, listen openly, ask questions, and ask for feedback
• Instill Trust-have the hard conversation, presume good intent, honor commitments, and do the right thing for patients and each other
• Pursue Extraordinary-challenge the status quo, champion change, innovate and constantly aim higher
• Care Deeply-serve patients, partners, communities, and each other with empathy, compassion, and respect
• Embrace Teamwork-work cross-functionally, break down walls, develop others, be inclusive and unite to improve patient health
• Inspire Joy-seek fulfillment and the joy of medicine, appreciate others, celebrate wins, and promote wellness and belonging

Summary

The Talent Acquisition Specialist is responsible for leading full-cycle recruitment efforts for a diverse portfolio of corporate, operational, clinical, and leadership positions across AMSURG. This role serves as a strategic talent advisor to hiring managers and business leaders, driving recruitment strategies that attract, engage, and hire top talent while ensuring an exceptional candidate experience.

The Talent Acquisition Specialist partners closely with leaders to understand workforce planning needs, develop proactive sourcing strategies, and build robust talent pipelines for both current and future hiring needs. This position plays a key role in employer branding, recruitment marketing, process improvement, and the development of innovative talent acquisition strategies.

Success in this role requires strong business acumen, consultative partnership skills, sourcing expertise, and the ability to manage complex and hard-to-fill searches in a fast-paced environment.

Essential Duties and Responsibilities

Full-Cycle Recruitment

• Manage the full recruitment lifecycle for a wide range of positions, including corporate, operational, and clinical roles.
• Regularly manages complex and hard-to-fill professional, technical, and leadership searches requiring advanced sourcing, assessment, and stakeholder management skills
• Lead intake meetings with hiring managers to establish recruitment strategies, candidate profiles, and hiring timelines.
• Operates with a high degree of independence and is expected to mentor junior recruiting team members and share recruiting best practices.
• Develop and maintain strong candidate pipelines for current and future hiring needs.
• Manage multiple concurrent requisitions while maintaining service level expectations and delivering a high-quality candidate experience.
• Utilize advanced sourcing techniques and tools, including artificial intelligence tools, LinkedIn Recruiter, professional networking platforms, referrals, talent communities, and industry associations.
• Manage candidate communications throughout the hiring process to ensure a positive and engaging experience.
• Extend offers, negotiate compensation, and partner with candidates through the offer acceptance process.
• Partner with the Talent Acquisition Coordinator and hiring managers to ensure a seamless transition from recruitment to onboarding.
• Analyze recruiting metrics and pipeline data to identify opportunities for process improvement and enhance hiring effectiveness.
• Consult with hiring managers on selection practices, interview effectiveness, and talent assessment methodologies.

Strategic Partnership

• Serve as a trusted advisor to hiring managers by providing guidance on talent availability, market trends, compensation expectations, and recruiting best practices.
• Partner with business leaders to anticipate future hiring needs and develop proactive recruitment strategies.
• Support workforce planning initiatives by identifying talent gaps and building targeted candidate pipelines.
• Collaborate with HR, Operations, and business leaders to align recruiting efforts with organizational goals.
• Provide guidance and recommendations to hiring managers on recruiting strategies, interview best practices, and talent market conditions.

Sourcing & Talent Pipeline Development

• Develop creative sourcing strategies to identify and engage passive candidates for difficult-to-fill and specialized roles.
• Build and maintain talent communities for critical positions and recurring hiring needs.
• Promote employee referral programs and other talent attraction initiatives.
• Leverage recruiting technologies and social media platforms to maximize candidate reach and engagement.
• Develop proactive talent pipelines for critical, recurring, and hard-to-fill positions to support current and future workforce needs.

Employer Branding

• Serve as a brand ambassador for AMSURG by promoting the company’s culture, mission, and values throughout the recruitment process.
• Support recruitment marketing campaigns and employer branding initiatives.
• Participate in networking events, industry conferences, job fairs, and other talent acquisition activities to promote AMSURG opportunities.

Compliance & Process Improvement

• Ensure recruiting practices comply with company policies, employment laws, and industry standards.
• Maintain accurate candidate records within the Applicant Tracking System (ATS).
• Stay current on recruiting trends, market conditions, and best practices.
• Identify opportunities to improve recruitment processes, candidate experience, and hiring manager satisfaction.

Data & Reporting

• Track and report recruiting metrics, including time-to-fill, source effectiveness, candidate pipeline activity, and hiring outcomes.
• Utilize recruiting data and market intelligence to drive decision‑making and improve hiring effectiveness.
• Monitor labor market trends and provide recommendations to enhance recruiting strategies.

Qualifications

To perform this job successfully, an individual must be able to perform each essential responsibility satisfactorily. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Education

• - Bachelor’s degree in human resources, Business Administration, or a related field (required).
• Professional certifications in HR or Talent Acquisition (e.g., SHRM-CP, PHR, or CPC) are a plus.

Experience

• - 5–8+ years of full-cycle corporate recruiting experience, including recruitment of professional, specialized, and leadership-level positions.
• Experience leveraging AI-enabled recruiting tools and technologies, such as LinkedIn Hiring Assistant, Microsoft Copilot, or similar platforms, to enhance sourcing, candidate engagement, and recruiting efficiency, is a plus
• Demonstrated success managing a high-volume requisition load while maintaining quality-of-hire and time‑to‑fill goals.
• Strong experience with candidate sourcing utilizing LinkedIn Recruiter, job boards, social media, networking, and referral channels.
• Experience partnering directly with hiring managers and business leaders to develop recruiting strategies and workforce plans.
• Healthcare recruiting experience strongly preferred.
• Experience utilizing Applicant Tracking Systems (ATS) and recruitment technologies.
• Strong negotiation, candidate closing, and relationship management skills.

Knowledge, Skills & Abilities

• - Exceptional communication and interpersonal skills.
• Strong consultative and relationship-building abilities.
• Ability to influence hiring decisions through market knowledge and recruiting expertise.
• Strong organizational and project management skills.
• Ability to manage competing priorities in a fast‑paced environment.
• Knowledge of employment laws, regulations, and recruiting best practices.
• Commitment to providing an exceptional candidate and hiring manager experience.
• High level of professionalism, confidentiality, and business acumen.

Travel

• - This role may involve occasional travel.

LI-EH1

LI-REMOTE

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights ( notice from the Department of Labor.