Urgent Care Provider Recruiting: Own full-cycle recruitment for Urgent Care physicians, nurse practitioners, and physician assistants across New England, from sourcing and initial outreach through offer acceptance and onboarding.
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Develop and execute proactive, targeted recruiting strategies to attract both active and passive provider candidates in competitive markets.
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Build and maintain a robust pipeline of qualified providers to support current vacancies, anticipated growth, new clinic openings, and ongoing workforce needs.
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Personally manage relationships with high-priority and hard-to-fill candidates, serving as a credible and compelling representative of ConvenientMD throughout the recruiting process.
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Conduct thorough candidate screens and assessments, evaluating clinical qualifications, licensure, experience, availability, compensation expectations, and alignment with ConvenientMD’s culture and care model.
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Partner with hiring leaders to establish effective interview and selection strategies and provide clear candidate assessments and recommendations.
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Lead offer development, presentation, negotiation, and closing strategies to secure top provider talent.
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Ensure a responsive, transparent, and high-quality candidate experience from initial outreach through onboarding.
Strategic Sourcing & Provider Talent Pipelines: Develop sophisticated sourcing strategies tailored to the Urgent Care provider market, including physicians, NPs, and PAs.
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Leverage professional networks, industry organizations, residency and training programs, job boards, social platforms, referrals, events, and other creative sourcing channels.
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Establish and maintain relationships with medical schools, residency programs, professional organizations, and other strategic provider talent sources.
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Maintain strong knowledge of the New England provider market, including candidate availability, compensation trends, competitive activity, geographic considerations, and emerging talent challenges.
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Proactively identify market trends and recommend adjustments to recruiting strategies, compensation positioning, sourcing approaches, and candidate messaging.
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Support provider-focused networking, recruitment events, and employer brand initiatives designed to increase awareness of ConvenientMD among the provider community.
Business Partnership & Stakeholder Leadership: Serve as a trusted recruiting advisor to Medical Directors, Operations leaders, Practice Managers, and Talent Acquisition leadership.
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Partner with stakeholders to understand staffing needs, workforce priorities, clinic growth plans, and market-specific challenges, translating those needs into actionable recruiting strategies.
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Use recruiting data, market intelligence, and candidate feedback to influence hiring decisions and challenge assumptions when appropriate.
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Provide consistent pipeline updates, market insights, risks, and recommendations to stakeholders.
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Partner with Medical Leadership to continually evaluate and improve provider job descriptions, interview competencies, selection processes, and the overall candidate experience.
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Collaborate with Marketing to strengthen provider recruiting materials, messaging, and employer brand positioning.
Recruiting Excellence & Team Leadership: Serve as a subject matter expert and resource to the broader Talent Acquisition team, particularly on provider recruiting, sourcing, candidate assessment, closing, and market strategy.
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Mentor and support recruiters through complex provider searches and share best practices that improve team capability and consistency.
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Lead or contribute to projects that improve the scalability, effectiveness, and quality of provider recruiting.
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Identify opportunities to improve recruiting processes, tools, technology, sourcing strategies, and candidate experience.
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When needed, provide recruiting support across Advanced Primary Care and other critical searches based on business priorities.
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Model a high standard of recruiting ownership, accountability, responsiveness, and partnership across the Talent Acquisition team.
Data, Reporting & Operational Excellence: Own and monitor Urgent Care provider recruiting goals and key performance indicators, including pipeline health, sourcing activity, time-to-fill, offer acceptance, and hiring outcomes.
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Use recruiting data to identify barriers, assess strategy effectiveness, and proactively develop solutions.
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Maintain accurate and timely candidate and recruiting activity within the ATS.
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Ensure recruiting activity follows established processes, company policies, and applicable employment requirements.
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Support provider onboarding by partnering with HR and hiring leaders to ensure pre-hire requirements and onboarding activities are completed.