Senior Recruiter

Senior Recruiter - Talent & Business Development Local Home Care Partners, LLC | BrightStar Care - DFW Location Richardson, TX - Fully In-Office Position Type Full-Time | Exempt Compensation $78,000-$80,000 annually , commensurate with experience About Us Local Home Care Partners, LLC, operating multiple BrightStar Care locations throughout the DFW area, is a growing home healthcare organization focused on providing high-quality care to patients throughout North and East Texas. Our locations include Plano, North Dallas, Frisco/Carrollton, Fort Worth-Granbury, and Fort Worth-Burleson . We serve thousands of patients each year and provide skilled nursing, therapy, caregiving, and pediatric services. As we continue to grow, our ability to serve more patients depends on our ability to recruit, onboard, retain, and activate exceptional healthcare professionals. That's where you come in. The Role We are looking for an experienced Senior Recruiter - Talent & Business Development to take ownership of our recruiting and workforce activation strategy. This is a hands-on role where recruiting goes beyond simply filling open positions. You will own the full lifecycle of our field workforce relationship — finding great candidates, hiring them, supporting their onboarding, helping them become active in the field, retaining them, and ensuring we have the staff needed to support our growing patient census. You will work closely with the CEO, scheduling, clinical leadership, HR/onboarding, branch leadership, and business development to make sure our hiring efforts directly support company growth. You will not carry a traditional sales quota. Instead, you will be accountable for our ability to staff the referrals and opportunities our business development team brings in. What You'll Do Recruit & Build the Talent Pipeline Own full-cycle recruiting for RNs, LPNs/LVNs, PTs, OTs, SLPs, CNAs, HHAs, caregivers , and office/leadership positions as needed. Build and maintain a strong candidate pipeline through job boards, referrals, schools, community partnerships, networking, and re-engagement of previous applicants and former employees. Conduct candidate screening, interviews, offers, and pre-employment processes efficiently. Develop creative recruiting strategies to attract healthcare professionals in competitive DFW markets. Maintain accurate ATS records and ensure recruiting data is current and reliable. Track and report on pipeline activity, open positions, hires, starts, and recruiting performance. Retain & Activate Employees Maintain relationships with new hires through 7-day, 30-day, and 90-day check-ins . Own the first 90 days of the employee experience and identify opportunities to improve retention. Partner closely with scheduling and field leadership to increase employee participation and fill open shifts and visits. Re-engage inactive employees and former staff. Help match employee availability with patient needs and available shifts. Identify and resolve barriers that prevent employees from becoming active in the field. Serve as the primary point of contact for new clinical hires through their first five completed visits. Help ensure new clinical employees receive the appropriate charting and field support before beginning patient visits. Partner with payroll and clinical leadership to address issues that could delay or impact employee pay. Monitor new-hire activity and ensure employees who complete onboarding are successfully transitioned into active field work. Partner With Business Development Participate in sales and business development pipeline discussions. Understand upcoming referral opportunities, contracts, and anticipated staffing needs. Translate business development forecasts into hiring plans by discipline, geography, and shift . Identify potential staffing shortages before they impact the company's ability to accept referrals. Help ensure the organization is prepared to support new business opportunities. Represent the company at job fairs, schools, networking events, and community events. Build relationships with healthcare schools, professional organizations, and local workforce partners. Collaborate Across the Organization Work closely with scheduling, clinical leadership, HR/onboarding, and branch directors to create a seamless transition from \"hired\" to \"working.\" Gather feedback from candidates and field employees regarding compensation, scheduling, onboarding, and workplace concerns. Communicate recurring employee feedback to leadership and help identify opportunities for improvement. Support recruiting and workforce integration as the organization grows through acquisitions. Help develop scalable recruiting processes that can eventually support a larger recruiting team. What We're Looking For 5+ years of full-cycle healthcare recruiting experience. Experience in home health, home care, hospice, private duty nursing, or healthcare staffing strongly preferred. Proven experience recruiting nurses, therapists, CNAs, HHAs, caregivers, or other healthcare professionals. Demonstrated results you can speak to, such as hires, time-to-fill, retention, employee activation, or workforce growth. Comfortable operating independently and owning the recruiting function. Strong relationship-building and follow-through skills. Ability to build trust with candidates, employees, hiring managers, and leadership. Understanding of how staffing impacts revenue, patient capacity, and business growth. Strong organizational and time-management skills. Comfortable working with an ATS and using recruiting metrics to make decisions. Ability to create and maintain pipeline reports and track recruiting KPIs. Strong communication skills, both written and verbal. Ability to work collaboratively with business development, scheduling, clinical leadership, and operations. DFW healthcare labor-market knowledge is strongly preferred. Knowledge of local healthcare schools, competitors, and recruiting markets is a plus. Texas healthcare recruiting experience is preferred. Pediatric home health or private duty nursing recruiting experience is a plus. How We'll Measure Success Your success will be measured by tangible workforce and business outcomes, including: Monthly starts compared with hiring demand. Time-to-fill by discipline. 90-day retention of new hires. Conversion of inactive employees to active employees. Hours and visits successfully filled. Visits per clinician. Reduction in missed visits caused by staffing shortages. Time from hire to first completed visit. Percentage of new hires completing their first visit within 14 days. New hires who complete onboarding but never become active in the field. Referrals accepted versus declined due to staffing limitations. Overall strength and health of the recruiting pipeline. Why Join Us? This is an opportunity to build and own a recruiting function that directly impacts the growth of a multi-location healthcare organization. You’ll work directly with executive leadership and have a meaningful voice in how we attract, onboard, retain, and activate our workforce. As the company continues to grow and expand through additional locations and acquisitions, this position has the opportunity to grow into the foundation of a larger recruiting and talent acquisition team. If you're a healthcare recruiter who wants more ownership, more impact, and the opportunity to build something rather than simply fill requisitions, we'd love to hear from you. #J-18808-Ljbffr UNKNOWN