Head of Talent Acquisition & Provider Experience (Chicago)

Position must be based in Chicago.

The Head of Talent Acquisition & Provider Experience designs, builds, and leads the platform's end-to-end talent function across clinical and non-clinical roles. Responsible for building proactive provider pipelines, harmonizing legacy talent programs across acquired entities, and driving retention and engagement strategies that reduce vacancy rates and keep top performers engaged. This is a hands-on, build-and-lead role for a strategist and operator who can set direction while improving day-to-day execution, serving as the connective tissue between human capital and clinical operations to ensure the provider workforce strategy drives business performance.

What You Will Do:

Recruitment Strategy & Function Ownership

• Own the provider-recruitment function end to end — defining sourcing strategy, search priorities, and hiring plans in partnership with leadership.
• Advise executives on realistic timelines, market conditions, and competitive compensation positioning.
• Establish and continuously improve the processes, employer brand, and metrics that make provider recruitment scalable and repeatable.

Full-Cycle Recruitment

• Personally manage end-to-end recruitment for Physicians and APPs across all active requisitions.
• Lead sourcing, screening, interviews, onsite visit coordination, and employment-agreement negotiation.
• Develop and maintain a strong candidate pipeline to meet current and anticipated hiring needs.
• Identify candidates who are well-suited not only for the role, but for the practice culture, location, and community.
• Present qualified candidates to leadership with clear summaries and recommendations.

Sourcing & Outreach

• Build and manage a multi-channel sourcing strategy using platforms such as PracticeLink, DocCafe, Doximity, LinkedIn, and internal referrals. Cultivate relationships with residency and fellowship programs to support early-career pipelines.
• Ensure all outreach reflects our client’s mission, values, and employer brand.

Candidate Experience

• Serve as the primary point of contact for candidates throughout the process. Provide timely communication, interview preparation, and consistent follow-up.
• Coordinate and participate in onsite visits, building genuine connections with candidates and their families.
• Prepare offer documents and employment agreements using company templates, and negotiate effectively to close top candidates.
• Partner with internal teams on relocation logistics, credentialing, and onboarding.

Stakeholder Partnership

• Work closely with clinical leadership, operations, HR, and credentialing teams to align on priorities and search progress.
• Provide regular updates on pipeline status, market conditions, and candidate feedback.
• Serve as the trusted advisor to leadership on provider-recruitment strategy across markets.

What you need:

• 7+ years of progressive human capital, talent, or provider relations experience; minimum 3 years in a physician or advanced practice provider workforce role.
• Demonstrated experience in multi-site or post-acquisition healthcare environments. Healthcare experience is a must.
• Direct experience in compensation benchmarking and participation in physician compensation design, including familiarity with wRVU models, base + quality incentive structures, and specialty market data.
• Track record of building or rebuilding retention programs with measurable outcomes.
• Strong executive presence with the ability to influence CMOs, Practice Presidents, and PE-backed leadership using data-driven recommendations.
• Proficiency in workforce analytics; comfortable owning metrics and presenting to senior leadership.
• Experience in primary care, podiatry, wound care, or long-term care/post-acute settings.
• Exposure to private equity-backed healthcare platforms and PE performance expectations.
• Experience building physician leadership development or succession programs.
• Familiarity with credentialing workflows and how they intersect with time-to-productivity.