Senior Recruiter

Description The Senior Recruiter is a critical driver of the firm’s growth strategy, responsible for identifying, attracting, and securing top-tier revenue cycle talent in a highly competitive and specialized market. Operating within a mid-size healthcare revenue cycle consulting firm, this role owns the full-cycle recruiting process for a portfolio of exempt and senior-level positions spanning clinical revenue cycle, coding, denial management, CDI, revenue integrity, and consulting delivery roles. Description This is not a transactional recruiting role. The Senior Recruiter functions as a true talent partner by advising hiring managers, shaping job requirements, building proactive pipelines, and representing the firm’s employer brand in the marketplace. They bring a deep understanding of the revenue cycle consulting landscape, know where to find passive talent, and close offers competitively in a market where qualified candidates have multiple options. For the right recruiter, this role offers the opportunity to shape talent strategy as the firm scales, and direct visibility into the work that makes healthcare organizations more financially resilient. Requirements Duties and Responsibilities Full-Cycle Talent Acquisition Knows, understands, incorporates, and demonstrates the Healthrise Core Values in all interactions with team members, clients, and stakeholders. Own end-to-end recruiting for an active portfolio of 15-25 open requisitions across revenue cycle consulting, clinical, coding, and operational roles at any given time. Partner with hiring managers from intake through offer acceptance; including job scoping, sourcing strategy, candidate review, interview coordination, debrief facilitation, and offer negotiation. Write and post compelling, accurate, and inclusive job descriptions and postings that reflect the firm’s brand and attract qualified candidates. Manage candidates with consistent, timely updates and disposition documentation that supports compliance and reporting. Deliver an exceptional candidate experience from first contact through day one; ensuring every candidate, placed or not, leaves the process with a positive impression of the firm. Sourcing & Pipeline Development Develop and execute multi-channel sourcing strategies using LinkedIn Recruiter, Indeed, professional associations (HFMA, AAPC, AHIMA, MGMA), referral networks, and niche healthcare job boards. Build and maintain proactive talent pipelines for recurring and hard-to-fill roles including HIM/Coding specialists, RN clinical reviewers, denial management professionals, CDI specialists, and revenue cycle project managers. Leverage Boolean search, talent mapping, and competitive intelligence to identify passive candidates in the revenue cycle consulting market. Maintain a network of revenue cycle professionals through consistent outreach, relationship nurturing, and community engagement; converting passive talent into active pipeline. Collaborate with marketing and leadership on employer branding initiatives, including conference presence, LinkedIn content, employee spotlights, and Glassdoor reputation management. Hiring Manager Partnership Conduct structured intake meetings with hiring managers to define role requirements, success profiles, compensation parameters, and interview processes before launching each search. Advise hiring managers on market conditions, candidate availability, compensation benchmarks, and realistic time-to-fill expectations based on current talent supply and demand. Design role-appropriate interview processes including structured behavioral and competency-based interview guides aligned to the firm’s core values and functional requirements. Facilitate hiring team debriefs using objective evaluation frameworks to support fair, consistent, and legally compliant hiring decisions. Escalate and resolve bottlenecks in the hiring process; including slow feedback loops, misaligned expectations, or scope creep; with a solutions-oriented approach. Offer Management & Closing Lead offer construction in partnership with HR, Finance, and hiring managers; balancing candidate expectations, internal equity, and budget parameters. Conduct pre-close conversations to identify and address candidate concerns, competing offers, and counter-offer risk before extending formal offers. Negotiate offers persuasively while protecting the firm’s compensation structure and preserving the candidate relationship regardless of outcome. Maintain a high offer acceptance rate through proactive communication, transparency, and a differentiated sell on the firm’s value proposition. Data, Reporting & Continuous Improvement Track and report weekly on key recruiting metrics: requisitions opened/closed, time-to-fill, source of hire, offer acceptance rate, pipeline conversion, and diversity indicators. Use recruiting data to identify bottlenecks, assess sourcing effectiveness, and recommend process improvements to the Director of Talent Acquisition. Maintain ATS hygiene and data integrity to enable accurate reporting and support compliance with OFCCP, EEO, and applicable employment regulations. Participate in and contribute to Talent Acquisition team projects including process design, onboarding improvements, DEI initiatives, and technology evaluation. Performs other duties as assigned. Qualifications Required Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field; or equivalent combination of education and experience. Minimum 4-6 years of full-cycle recruiting experience, with at least 2 years dedicated to healthcare revenue cycle, health information management, or healthcare consulting talent acquisition. Demonstrated ability to recruit for specialized, hard-to-fill revenue cycle roles including coders (CPC, CCS, CIC), CDI specialists, denial management professionals, and RN clinical reviewers. Proficiency with LinkedIn Recruiter and at least one enterprise ATS platform (Workday, Greenhouse, Lever, iCIMS, or equivalent). Working knowledge of revenue cycle operations, healthcare billing, and consulting delivery models sufficient to evaluate candidate qualifications and credibly represent roles to candidates. Proven track record of managing a high-volume, high-complexity requisition load (15+ open roles simultaneously) while maintaining quality and candidate experience. Strong written and verbal communication skills; ability to write compelling job postings, communicate professionally with senior-level candidates, and present recruiting updates to leadership. Completion of regulatory/mandatory certifications as required. Preferred Experience recruiting for a healthcare revenue cycle consulting firm, staffing firm, or managed services organization. Familiarity with revenue cycle certifications and credentialing bodies include AAPC (CPC, COC, CRC), AHIMA (CCS, RHIA, RHIT, CDIP), HFMA (CRCR, CHFP), and ACDIS (CCDS, CCS). Professional HR or recruiting certification: PHR, SPHR (HRCI), SHRM-CP, SHRM-SCP, or CDR (AIRS Certified Diversity Recruiter). Experience with sourcing passive candidates through Boolean search, talent mapping, and competitive intelligence techniques. Physical Demands and Work Environment Remote-friendly role; in-office or hybrid attendance may be required based on organizational policy and business needs. Prolonged periods of sitting at a desk and working on a computer, conducting video interviews, and managing digital communications. Ability to communicate clearly and professionally in person, by phone, and via video conference with candidates, hiring managers, and external partners. May require occasional extended hours to accommodate candidate availability across time zones or during peak hiring periods. #J-18808-Ljbffr