Senior Recruiter

PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Founded in 2013, PACS Group is one of the largest post-acute platforms in the United States. Its independent subsidiaries operate 325 post-acute care facilities with 47,000 employees across 17 states serving over 31,000 patients daily. PACS business support division, PACS Services, provides technology and administrative support services — accounting, finance, human resources, compliance, payroll, AR/AP, legal, risk management, information technology, corporate communication, and other business advice and support — to their healthcare facilities, reducing administrative burdens so their leadership and care teams can focus on the care, well-being, and quality of life of their patients and residents. PACS is one of Utah's Best Companies to work for. It has also been recognized as one of Utah's Fastest Growing Companies for multiple years. JOB SUMMARY The Senior Recruiter is a highly experienced, hands-on talent acquisition partner responsible for leading full-cycle recruitment for a diverse portfolio of corporate positions across PACS Services. This role partners directly with hiring managers and senior leaders to translate business needs into effective recruiting strategies, build strong talent pipelines, assess and close high-quality candidates, and deliver a consistent, responsive hiring experience. As an early member of the developing Talent Acquisition function, the Senior Recruiter also helps establish the practices, tools, data discipline, and service standards that will support PACS Services as it grows. The role is expected to operate independently, bring sound judgment to complex and hard-to-fill searches, and contribute practical ideas that improve recruiting outcomes without losing focus on day-to-day delivery. KEY OUTCOMES (0-12 MONTHS) Assigned corporate requisitions are actively managed from intake through accepted offer, with clear search strategies, timely communication, and visible progress. Qualified and diverse candidate pipelines are established for priority, recurring, and hard-to-fill roles using proactive sourcing and market outreach. Hiring managers experience disciplined intake, calibrated candidate slates, useful market guidance, and consistent follow-through throughout the selection process. Candidate communication is timely, transparent, and professional at every stage, supporting a strong PACS employment brand and competitive offer acceptance. Workday Recruiting records are complete and accurate, including stage movement, notes, dispositioning, offer details, and other required data. Recruiting performance baselines — including time-to-fill, funnel conversion, aging, source effectiveness, and offer acceptance — are understood and used to improve search strategy. CORE RESPONSIBILITIES Full-Cycle Recruiting & Search Execution Own a portfolio of corporate requisitions from intake and role calibration through sourcing, assessment, interview, offer, and transition to pre-hire and onboarding partners. Develop tailored recruiting plans based on role complexity, urgency, talent availability, business priorities, and agreed selection criteria. Build and maintain qualified pipelines through direct sourcing, referrals, internal talent, professional networks, targeted outreach, job boards, and other appropriate channels. Conduct structured screens and interviews that evaluate required capabilities, motivation, alignment, and potential risk; present concise, evidence-based candidate recommendations. Manage interview logistics and selection activity in partnership with coordinators and hiring teams, maintaining momentum and addressing delays quickly. Lead offer strategy and closing discussions within approved parameters, anticipating candidate concerns and partnering with HR and leadership on exceptions or escalation needs. Manage multiple searches simultaneously while prioritizing critical roles and maintaining quality, responsiveness, and attention to detail. Hiring Manager & Business Partnership Lead thorough intake meetings to clarify the business need, role outcomes, required and preferred qualifications, interview plan, compensation parameters, and shared service expectations. Serve as a trusted advisor to hiring managers and senior leaders on search strategy, talent availability, market conditions, candidate calibration, selection quality, and competitive positioning. Provide regular, concise pipeline updates that identify progress, conversion, risks, decisions needed, and recommended adjustments. Challenge unclear or unrealistic requirements constructively and use market evidence to reset search strategy when a role is not progressing. Promote structured, job-related interviewing and consistent evaluation practices; help managers use interview guides, scorecards, and selection criteria effectively. Build credibility through preparation, responsiveness, candid communication, sound judgment, and reliable execution. Identify recurring candidate feedback and partner with Talent Acquisition leadership to improve messaging, process, and recruiting touchpoints. Recruiting Operations, Data & Compliance Use recruiting data and funnel metrics to diagnose search performance, identify bottlenecks, and recommend specific actions to improve results. Coordinate closely with HR Operations, onboarding, compensation, HR business partners, Workday administrators, and other partners to ensure accurate and efficient handoffs. Support audit readiness by maintaining appropriate documentation and consistent process execution across assigned requisitions. Talent Acquisition Function Build & Continuous Improvement Contribute practical frontline insight to templates, interview tools, scorecards, reporting, service standards, and Workday Recruiting improvements. Share sourcing approaches, market intelligence, and lessons learned with the broader Talent Acquisition team; provide peer support on difficult searches when needed. Participate in recruiting projects, hiring events, employer brand initiatives, vendor evaluations, and other priorities aligned with the phased Talent Acquisition roadmap. QUALIFICATIONS Required 4+ years of progressive full-cycle recruiting experience, including ownership of professional and corporate searches in a fast-paced environment. Demonstrated success sourcing and closing passive candidates for complex, competitive, or hard-to-fill positions. Strong hiring manager partnership skills, including intake, role calibration, market consultation, candidate presentation, and search reset conversations. Sound interviewing and assessment capability, with the ability to translate role requirements into structured, job-related evaluation criteria. Ability to manage a varied requisition portfolio independently while balancing urgency, candidate experience, data quality, and service expectations. Hands-on experience with applicant tracking systems and disciplined recruiting data management; Workday Recruiting strongly preferred. Excellent written and verbal communication, organization, judgment, follow-through, and stakeholder management skills. Working knowledge of employment law, equal employment opportunity principles, and recruiting compliance practices. Preferred Healthcare, healthcare services, or another complex or regulated industry recruiting experience. Experience supporting a multi-state, multi-site, high-growth, or acquisition-oriented organization. Experience helping build or improve recruiting processes, tools, metrics, or ATS workflows in a developing Talent Acquisition function. Professional Characteristics Trusted advisor who combines strong service orientation with the confidence to provide candid, evidence-based guidance. Highly organized operator who communicates proactively and keeps candidates, managers, and internal partners aligned. Collaborative, low-ego teammate who shares knowledge and contributes to building a scalable Talent Acquisition function. Adaptable and comfortable working through ambiguity in a rapidly growing organization. WORK LOCATION This role is based at PACS Headquarters in downtown Salt Lake City, UT. TRAVEL Occasional travel may be required to support recruiting initiatives, hiring events, business meetings, acquisitions, or facility and regional partnership. Anticipated travel: up to 10% depending on business needs. Join PACS: Elevate Healthcare with Us! PACS is elevating healthcare by revolutionizing our approach to leadership and quality care. Guided by our core values of love, excellence, trust, accountability, mutual respect, and commitment , we strive to foster a culture of compassionate care within our teams and the communities we serve. As we grow rapidly, exciting opportunities await you to engage in impactful projects and contribute valuable insights to stakeholders nationwide. If you're ready to make a difference and embrace our mission of creating real change, we invite you to join us at PACS. Together, let's shape the future of healthcare! Join Our Team and Thrive! At PACS, we believe our employees are our greatest asset. That's why we offer an exceptional benefits package designed to enhance your well-being and support your lifestyle. Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy. PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge. Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively. Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings. Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges. Join us at PACS and take advantage of a workplace that truly values you! We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs. #J-18808-Ljbffr