Home Care Recruiting Specialist

The Thrive USA Home Care Recruiting Specialist is responsible for coordinating recruitment and hiring activities to support staffing needs for home care operations. This role supports client service delivery by coordinating appropriate matches between clients and caregivers. This role manages the full recruitment lifecycle, including sourcing, screening, selection, onboarding coordination, and workforce pipeline development while ensuring compliance with all applicable federal, state, and local employment laws. The Home Care Recruiting Specialist works in a fast‑paced environment that requires prioritization, accuracy, relationship‑building, and timely decision‑making to support continuity of client care and organizational growth. Responsibilities Recruitment & Talent Acquisition Coordinate and execute recruiting activities to attract qualified candidates for home care positions. Create, post, and maintain job advertisements across approved recruitment platforms, including job boards, social media, and the company website. Develop and maintain an active pipeline of qualified candidates to meet ongoing and anticipated staffing requirements. Utilize multiple sourcing methods, including online outreach, referrals, community engagement, social media recruiting, and partnerships with educational or workforce organizations. Engage in caregiver and client outreach activities, including job fairs, recruiting events, networking opportunities, and school visits. Build and maintain relationships with CNA programs, nursing schools, workforce development agencies, veteran organizations, and community partners to establish long‑term recruiting pipelines. Screening, Interviewing & Selection Review employment applications and resumes to determine whether candidates meet minimum job‑related qualifications. Conduct initial screenings and interviews using standardized, job‑related criteria. Schedule and coordinate interviews with hiring managers and operational leaders as needed. Document interview outcomes and selection decisions in accordance with company policy. Deliver a positive candidate experience through professional communication, timely follow‑up, and responsiveness throughout the hiring process. Verify employment history, references, certifications, licenses, and other credentials required for the position. Ensure hiring practices comply with applicable employment laws and regulations, including those enforced by the U.S. Department of Labor and Equal Employment Opportunity Commission. Ensure all pre‑employment requirements are completed in accordance with company policies, payer requirements, and applicable state regulations. Maintain accurate, confidential, audit‑ready, and up‑to‑date recruitment and hiring records. Protect candidate and employee information by maintaining strict confidentiality and data security standards. Collaboration & Operational Support Communicate regularly with leadership, scheduling, and operations teams to understand current and anticipated staffing needs. Provide timely updates regarding recruitment progress, candidate availability, hiring timelines, and pipeline health. Support workforce planning efforts by aligning recruiting activities with operational demands. Partner with HR and operations teams to identify trends impacting caregiver retention and recommend recruitment, onboarding, and engagement improvements. Monitor local labor market trends, competitor hiring activity, wage trends, and recruitment best practices to support hiring strategy discussions. Onboarding Coordination Coordinate with HR and onboarding personnel to ensure timely completion of pre‑employment and onboarding requirements. Confirm new hires complete required orientation, training, and documentation prior to assignment. Conduct new hire follow‑up communications during the onboarding period to support engagement, address concerns, and promote retention. Meet established recruiting goals related to applicant volume, interviews conducted, hires made, and staffing pipeline development. Monitor recruiting metrics including time‑to‑fill, source effectiveness, candidate conversion rates, and retention outcomes. Maintain timely candidate response and follow‑up standards. Identify opportunities to improve recruiting efficiency and effectiveness through process improvements and strategic sourcing efforts. Required Qualifications Associate's degree in Healthcare Administration, Business Administration, Human Resources, or a related field; or an equivalent combination of education and relevant recruiting experience. Minimum one (1) year of recruiting, staffing, customer service, healthcare administration, or related experience preferred. Ability to manage multiple tasks, meet deadlines, and adapt to changing priorities. Strong written, verbal, and interpersonal communication skills. Ability to build relationships with candidates, employees, educational institutions, and community partners. Ability to maintain confidentiality and exercise sound judgment. Proficiency with standard office technology, applicant tracking systems, recruiting platforms, and scheduling software. Preferred Qualifications Prior experience in healthcare, home care, hospice, staffing, or workforce recruiting environments. Experience recruiting CNAs, HHAs, PCAs, nurses, or other healthcare professionals. Experience utilizing applicant tracking systems, recruiting analytics, and sourcing tools. Experience with social media recruiting. Caregiver experience is a plus. Physical & Work Requirements Ability to sit, stand, and use a computer and phone for extended periods. Ability to travel within assigned service regions as required. Ability to attend recruiting events, job fairs, school visits, and community outreach activities. Ability to report to the office as needed. Technical & Logistical Requirements Access to a smartphone with data capability. Access to a personal computer suitable for work‑related tasks. Access to reliable transportation and valid automobile insurance meeting state requirements. This position requires in‑office attendance at least once per week, with a standard Monday–Friday schedule of 9:00 AM–5:00 PM. The position regularly involves recruiting outreach activities, including school visits, networking events, job fairs, and community engagement initiatives. Additional hours, evening events, or schedule adjustments may be required based on operational and staffing needs. Performance Expectations Success in this role is measured by: Maintaining an adequate caregiver pipeline to support operational staffing needs. Achieving monthly and quarterly hiring goals established by leadership. Maintaining timely candidate communication and follow‑up. Contributing to caregiver retention and engagement efforts. Maintaining compliance with all hiring, credentialing, and documentation requirements. Equal Employment Opportunity Statement Thrive USA Home Care is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other protected characteristic in accordance with applicable law. Fl orida Background Screening Notice Pursuant to House Bill 531 (2025) and effective January 1, 2026, Fl orida requires employers to provide applicants with access to the Fl orida Background Screening Clearinghouse. Applicants for positions requiring a background screening may review information at the following link: fl clearinghouse.com #J-18808-Ljbffr Thrive USA Home Care