Recruiter - 2nd Shift (Remote)

The Opportunity VirtuCare partners with rural and community hospitals to build sustainable outpatient specialty clinics — keeping care local and restoring community trust. Every one of those partnerships depends on finding the right physician and getting them credentialed, scheduled, and supported before the hospital ever feels a gap. When a coverage gap appears sixty days out, there is already someone in the pipeline who fits it.
Generate and develop leads through direct outreach, cold calling, referrals, advertising, targeted mailings, internet sources, professional societies, receptions, and convention exhibits.
Source urologists and advanced practice providers through residency and fellowship networks, and build ongoing relationships with residency programs.
Research surrounding hospitals, practices, and markets to identify physicians worth approaching — particularly when a new hospital contract is starting up.
The clinicians we want are practicing full-time somewhere else; Run nurture campaigns against a segmented network so that candidates who are not right today are still warm when a matching seat opens.
The standard: every open requisition has qualified candidates moving through it, and no program is ever recruiting from a cold start.

Recruiting Plans and Requisition Ownership
Build a comprehensive recruiting plan for each specific vacancy — sources, messaging, target list, and fill-by date worked backward from the 12-week clinic timeline.
Participate in start-up protocol for new hospital contracts, and stand up recruiting for a new program before it goes live.
Maintain a current profile for every facility in your assigned programs: demographics, credentialing requirements, coverage pattern, and compensation range.
Conduct compensation surveys and canvass new market areas to inform rate expectations for all markets, sharing data and insights with our CFO.
Initiate contact and timely follow-up with every prospective candidate, and document all actions in the CRM.
Physician networks are small and long-memoried.
During contracting, every clinician completes a disclosure questionnaire covering malpractice claims history, licensure actions, and similar risk management questions. Walk the candidate through it, follow up on any answer that is incomplete, unclear, or affirmative, and route anything that needs a closer look to the Director of Clinician Services and the CMO before the file reaches credentialing.
Collect the intake form and supporting documents before any warm introduction, so that no one meets a candidate cold.
Collaborate closely with the CFO, who sets approved rate ranges, negotiates and closes as needed, and helps bring candidates over the finish line.
CRM and Data Integrity
If the pipeline only exists in your head, it does not exist.
Maintain the integrity of the clinician database in HubSpot — every candidate, stage, and next action current, clean enough that anyone can answer "where does this candidate stand" without asking you.
Source data is how we learn where placements actually come from.
Use the system to run reports, searches, and target lists rather than rebuilding them by hand.
Maintain a do-not-contact list with documented reasons. Recruiting status is written down and sent on a schedule. Report pipeline health weekly: open requisitions, candidates by stage, days open, and fill-by dates at risk.
Prepare a monthly recruitment activity report covering all relevant activity across your programs.
Send a recurring status report to the medical directors at every facility with an open position, copied to VirtuCare leadership.
Prepare recruiting presentations for leadership meetings and program reviews.
Contribute to the annual recruiting analysis — source effectiveness, advertising, mailings, exit interviews, and new hire surveys — and use it to shift where effort goes.
Conduct facility site visits as appropriate.

The Seam with our Operations Team
You build the pipeline.

The CEO and CMO carry peer-to-peer physician outreach and the clinical close; You are not measured on shifts covered — you are measured on whether qualified, screened candidates get to the finish line, and are always there when a seat opens.

This role requires someone who can hold dozens of relationships across multiple programs, states, and hospital processes without dropping threads, and who works the pipeline without being asked.

Minimum three (3) years of healthcare recruiting experience. Physician, advanced practice provider, or clinical recruiting in a health system, staffing firm, locum tenens company, or provider group all qualify.
Demonstrated full-cycle ownership — you have sourced, screened, and closed clinical hires yourself.
Working understanding of physician licensure, DEA registration, board certification, and hospital credentialing, and how those timelines gate a start date.
Physician outreach lives or dies on the first three sentences.
Organized under volume, and disciplined about documenting what you did and what happens next.
Experience participating in offer negotiation and closing, within a defined rate structure.
Able to work independently in a remote, small-team environment where no one is checking your calendar.
Willing to travel occasionally for conventions, receptions, and facility site visits.

CRM experience — HubSpot especially, though any recruiting CRM or ATS background transfers.
Surgical subspecialty recruiting experience, urology in particular.
Rural or community hospital experience, and familiarity with LifePoint or similar hospital networks.
Experience recruiting independent contractors, 1099 clinicians, or locum tenens providers.
Multi-state recruiting experience and comfort with interstate licensure compacts.
Compensation & Structure

Quarterly performance incentive
ICHRA (Individual Coverage Health Reimbursement Arrangement) toward health coverage · Paid time off
Employment Type: Full-time, W2 direct hire
Location: Remote with async communication; occasional conference and hospital site travel, under 10%
Business hours, with evening flexibility reserved for physician conversations