Director of Physician Recruitment

El Camino Health Medical Network (ECHMN ) is a growing healthcare provider organization delivering high-quality, community-based ambulatory care across the Greater Silicon Valley. We are committed to coordinating care that meets the needs of the diverse communities we serve, while simplifying the healthcare experience for both patients and providers.

At ECHMN, we value collaboration, accountability, and innovation. Our teams work closely across disciplines to support physicians, improve access to care, and deliver a consistently high standard of service. We offer a supportive and engaging work environment where individuals are empowered to make an impact and contribute to meaningful growth.

If you are passionate about healthcare, driven by purpose, and eager to work in a collaborative, patient-centered organization, we invite you to explore a career with El Camino Health Medical Network.

Summary:

The Director, Physician Recruitment is responsible for leading physician, advanced practice provider, and provider recruitment strategy for El Camino Health Medical Network. Reporting directly to the Vice President, Physician Strategy and Business Development, this position supports the organization’s provider growth strategy, workforce expansion, service line development, and long-term recruitment pipeline planning. This role serves as the primary recruitment leader for physician and provider recruitment and partners closely with physician leadership, executive leadership, operational leaders, service line leaders, marketing, credentialing, and external recruitment partners to attract, engage, and secure high-quality provider talent. The Director is accountable for developing and executing scalable recruitment goals, strategies, building provider pipelines, supporting market and service line growth, managing high-priority searches, and ensuring a high-touch candidate experience from initial outreach through transition to onboarding. This is a highly visible leadership role requiring strong physician and provider recruitment expertise, executive presence, relationship management, data-driven decision-making, and the ability to influence across a complex healthcare environment.

Essential Functions:

Physician Growth and Provider Recruitment Strategy:

• Lead the development and execution of physician, advanced practice provider, and provider recruitment strategies aligned with Medical Network growth priorities.
• Partner with the Vice President, Physician Strategy and Business Development, physician leadership, operational leaders, and service line leaders to understand current and future provider workforce needs.
• Develop proactive recruitment plans to support provider growth, access, clinic expansion, succession planning, service line development, and hard-to-fill provider roles.
• Provide strategic guidance on market competitiveness, candidate availability, sourcing challenges, recruitment timelines, and provider hiring trends.
• Serve as a subject matter expert on healthcare recruitment trends, provider market conditions, workforce challenges, and competitive hiring practices.
• Support long-term provider pipeline development through direct sourcing, relationship building, market mapping, referral strategies, and external partnerships.
• Identify opportunities to strengthen recruitment strategy, improve provider candidate engagement, and support organizational growth objectives.

Physician, APP, and Provider Search Execution:

• Lead or directly manage high-priority, complex, hard-to-fill, and strategic provider searches, including physician and advanced practice provider roles.
• Develop and execute sourcing strategies using direct outreach, referrals, professional associations, academic programs, conferences, digital platforms, search firms, and market intelligence.
• Screen, assess, and present qualified candidates in partnership with physician and operational leadership.
• Guide hiring leaders through candidate evaluation, interview coordination, selection, offer strategy, negotiation, and candidate closing.
• Maintain regular communication with candidates and hiring leaders to ensure timely movement through the recruitment process.
• Represent the Medical Network professionally in all candidate interactions, ensuring a positive, responsive, and high-touch candidate experience.
• Support smooth candidate transition from recruitment to onboarding in coordination with credentialing, operations, and other key stakeholders.

Recruitment Operations and Process Leadership:

• Provide leadership and oversight of provider recruitment operations to ensure consistent, efficient, compliant, and candidate-centered recruitment practices.
• Establish goals and metrics for recruiters, orientation and onboarding specialist, and coordinator.
• Establish recruitment workflows, process standards, interview practices, hiring leader expectations, and candidate experience guidelines.
• Monitor search progress, candidate pipelines, aging requisitions, and recruitment priorities to ensure timely and effective hiring outcomes.
• Develop tools, templates, and processes that improve recruitment consistency, communication, and accountability.
• Coordinate with Human Resources and Compliance, as needed, to ensure recruitment practices remain aligned with organizational hiring standards, employment compliance requirements, offer processes, and onboarding transition workflows.
• Ensure recruitment documentation, candidate tracking, and search activity are maintained accurately and consistently.
• Identify process gaps and recommend improvements to enhance recruitment efficiency and hiring outcomes.

Stakeholder Partnership and Relationship Management:

• Build and maintain strong, collaborative relationships with executive leadership, physician leadership, operational leaders, service line leaders, hiring managers, and external recruitment

partners.

• Serve as a strategic advisor to leaders regarding recruitment planning, market conditions, candidate expectations, compensation considerations, and hiring timelines.
• Partner with leadership to prioritize recruitment needs based on access, growth, operational impact, provider coverage, and business priorities.
• Participate in workforce planning discussions and provide recruitment insight to support organizational decision-making.
• Facilitate clear communication between recruitment, physician leadership, operations, credentialing, marketing, and other stakeholders involved in the provider recruitment process.
• Support leadership in evaluating recruitment risks, barriers, and opportunities related to provider growth and market competitiveness.

Employer Branding and External Partnerships:

• Partner with marketing and communications teams to strengthen the Medical Network’s provider recruitment brand and candidate-facing messaging.
• Develop and support recruitment campaigns, job advertisements, candidate outreach materials, and market-facing content that reflect the organization’s mission, values, culture, and growth opportunities.
• Build and maintain relationships with residency programs, fellowship programs, professional associations, academic institutions, community partners, and external recruitment resources.
• Represent the organization at conferences, networking events, recruitment fairs, and other professional forums.
• Promote the Medical Network as an organization of choice for physicians, advanced practice providers, and clinical talent.
• Stay current on provider recruitment trends, market conditions, sourcing strategies, and best practices in healthcare recruitment.

Recruitment Analytics, Reporting, and Systems Management:

• Establish, monitor, and report key recruitment metrics, including time-to-fill, time-to-start, candidate pipeline health, source effectiveness, offer acceptance rates, aging searches, and recruitment activity.
• Ensure accurate data entry, reporting, and documentation within the Applicant Tracking System and related recruitment platforms.
• Analyze recruitment data to identify trends, barriers, and opportunities to improve hiring efficiency, candidate quality, and leadership engagement.
• Provide regular recruitment updates, dashboards, and workforce reports to the Vice President, Physician Strategy and Business Development and other leadership stakeholders.
• Use recruitment data and market insight to inform strategy, resource planning, process improvement, and provider pipeline development.
• Maintain awareness of recruitment technology, sourcing tools, and reporting practices that support effective provider recruitment.

Minimum Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Communications, Marketing, or related field required.
• Master’s degree preferred

Experience:

• Minimum of 7 to 10 years of progressive recruitment experience required, preferably within healthcare, medical group, ambulatory, hospital, physician practice, or provider recruitment environments.
• Minimum of 3 to 5 years of physician, provider, recruitment leadership, recruitment strategy, or recruitment program management experience preferred.
• Demonstrated experience recruiting physicians, advanced practice providers, and/or clinical leadership roles strongly preferred.
• Experience developing physician and provider recruitment strategies, talent pipelines, sourcing plans, recruitment campaigns, and process improvement initiatives.
• Experience partnering with executive leaders, physician leaders, service line leaders, and operational leaders in a complex healthcare environment.Experience with Applicant Tracking Systems, recruitment reporting, sourcing tools, and recruitment analytics required.