Director of Recruiting – CRH Staffing Solutions

POSITION SUMMARY

The Director of Recruiting – CRH Staffing Solutions owns how the provider-facing recruiting team works: the process, accountability, technology, metrics, and development of its people. This leadership role builds a high-performing team with shared standards, clear accountability, and a path to the next level of production. The role leads the Candidate Recruiters and Sourcing Specialists at Radar and Harmony, works alongside, but not over, the Regional Client Directors who own client relationships and account growth, does not own account management or sales, and reports directly to the VP & General Manager, CRH Staffing Solutions.

MINIMUM JOB REQUIREMENTS

Education & Qualifications:

Education: Bachelor’s degree in Business, Healthcare Administration, or a related field preferred; relevant experience considered in its place.

Licensure & Certifications: N/A

Previous Experience: Ten (10) or more years of healthcare staffing or locum tenens recruiting experience required, with at least five (5) years leading recruiters or recruiting managers. Proven record of growing gross profit and improving retention through coaching, process, and clear expectations.

Skills: Strong emotional intelligence, including knowing when and how to give feedback and the ability to lead through change and earn trust. Proven ability to coach and develop individual recruiters and hold them accountable to shared standards. Fluency in recruiting metrics and the ability to turn data into action. Builder mindset, energized by creating standards, process, and accountability. Strong written and verbal communication skills, with the polish to represent CRH Staffing Solutions to providers, clients, and leadership.

Technical Skills: Proficiency in Microsoft Office Suite required, with advanced Excel skills for reporting and KPI dashboards. Hands-on experience with an applicant tracking system (ATS), AI-enabled recruiting tools, or similar recruiting platforms required, including building reports and dashboards and auditing data quality. Comfortable with video conferencing and virtual collaboration tools. Regular use of laptop and mobile devices expected to lead a distributed team.

Travel: Occasional travel to team meetings and Radar and Harmony sites, up to 15 to 25%.

MINIMUM PHYSICAL AND COGNITIVE REQUIREMENTS

Occasionally (0-2 hours) Frequently (3-5 hours) Constantly (6+ hours)

Physical Requirements:

The following demands are representative of the requirements necessary for an employee to perform the essential functions of the job successfully and safely. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions.

• Strength: Constantly pushes/ pulls and/or lifts light objects less than 15 pounds; frequently pushes/pulls and/or lifts objects 15 pounds.
• Manual Dexterity: Constantly performs simple manipulative and gross body coordination skills.
• Coordination: Constantly performs tasks which require hand-eye coordination such as keyboard skills.
• Mobility: Prolonged periods of sitting at a desk and working on a computer.
• Visual: Constantly able to observe, judge and estimate objects far away as in driving; closely as in reading communication.
• Hearing: Constantly communicates with employees, providers, team-mates, and others.

Cognitive Requirements:

• Concentrate: Constantly able to concentrate on minimal detail with little, minimal, and/or constant interruptions.
• Attention Span: Constantly needs to task/function for 10 minutes at a time up to and including more than 60 minutes at a time.
• Conceptualization: Constantly able to understand and relate to specific ideas either one at a time and/or several at a time. Constantly able to understand and relate to concepts behind specific ideas and theories behind several related concepts.
• Memory: Constantly able to remember tasks/assignments given to self and others during course of the day and over long periods of time.
• Communication: Constantly able to communicate verbally using advanced level vocabulary. Constantly able to communicate in written word, using checklists with simple sentences and using advanced written skills.

Work Environment: Work is generally performed remotely from a home office with standard office equipment available.

Lighting and temperature are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc.

OSHA Classification

Job Classification III: Position has no occupational exposure to blood or other potentially infectious materials.

JOB SPECIFIC EXPECTATIONS

Team Coaching & Development:

· Coach each Candidate Recruiter and Sourcing Specialist individually, turning gaps along the provider journey into focused plans

· Hold regular one-on-ones and deliver feedback, recognition, and correction in a way that builds trust and drives results

· Own onboarding, training, and ramp plans for new hires, and hold all recruiters to the same published expectations

· Build a culture of high performance, with a program that shows the team what a top performer does and how to get there

Recruiting Operating Model:

· Define and document the standard process from job posting to hours billed, including how jobs are assigned, who is working which job, and how providers are owned and handed off

· Set and consistently enforce standards for provider status, pipeline stages, follow-up cadence, and submission quality

· Lead the sourcing program: direct Sourcing Specialist focus with input from the Regional Client Directors, define the sourcer-to-recruiter handoff, and improve training materials

· Define clear ownership of jobs and providers across recruiters and regions

Metrics & Accountability:

· Build and run the KPI dashboard from first outreach and name clear through presentation, interview, offer, credentialing, assignment, and hours worked and billed

· Analyze data to identify bottlenecks and conversion gaps by recruiter, region, and stage, and act on them

· Run weekly pipeline reviews and capacity planning, and report productivity and return on investment to the VP & General Manager

· Report sourcer results separately from recruiter and placement results

Technology Adoption & Data Quality:

· Lead recruiter adoption of selected platforms, including AI-enabled recruiting platforms and the applicant tracking system

· Define data standards and required fields, and audit data quality so reports can be trusted

· Represent the recruiting team in technology decisions and in implementation, training, and rollout

Team Structure, Incentives & Staffing:

· Evaluate team structure and recommend improvements

· Recommend and maintain recruiter productivity targets and incentive plans that reinforce company priorities

· Hire, onboard, and develop the recruiting team, and plan headcount against the pipeline and the jobs to be filled

Radar & Harmony Integration:

· Apply consistent standards, metrics, and tools across Radar and Harmony

· Support alignment of recruiting practices across CRH Staffing Solutions brands

Cross-Functional Collaboration & Reporting:

· Partner with the Regional Client Directors to align recruiter effort with their jobs through regular huddles or check-ins, without managing them

· Partner with account leadership on client needs and on how recruiting supports the book of business

· Direct the Sourcing Specialists and partner on sourcing tools and provider outreach

· Partner with HR on hiring, onboarding, and performance management

· Perform additional duties as assigned in support of recruiting and strategic growth objectives

COMPANY EXPECTATIONS

Upholds and lives the Mission, Vision and Values of CRH Medical Corporation.

Effective Communication:

• Delivers information in a clear, concise, and compelling manner to effectively engage others and achieve desired results
• Uses good judgment as to what to communicate to whom as well as the best way to get that accomplished
• Speaks in a clear and credible manner, selecting the right tone for the situation and audience
• Listens to others and allows them to make their point
• Uses good judgment about when to share external information as well as who should be informed
• Delivers targeted, actionable communications and invites two-way communication
• All of the above necessary while adhering to and maintaining HIPAA compliance.

Quality of Work:

• Has established a track record of producing work that is highly accurate, demonstrates attention to detail and reflects well on the Company
• Is personally committed to high quality work and encourages others to have similar standards

Process Improvement:

• Identifies opportunities for improvement and innovation

• Articulates an understanding of the rationale for change

• Removes barriers and resistance and implements desired processes or modifies desired behaviors

• Promotes innovation and continuous improvement

Time Management:

• Prioritizes tasks and manages time to ensure that deadlines are met
• Plans his or her time and sticks to those plans
• Prevents or manages interruptions until the highest priority tasks are accomplished

Teamwork:

• Effective Team Player who contributes specific skills and compliments those of his or her team-mates
• Works collaboratively to accomplish company goals and objectives and believes they are a part of something greater than themselves
• Communicates in an open and candid manner and can be counted upon to fulfill any commitments made to others on the team
• Co-creating solutions while cooperating with others
• Displaying energy and enthusiasm for team related activities while balancing the role of leading and following
• Proactively works to build trust amongst members of the team and the Company

Driving Results:

• Commits to the overall wellbeing of CRH by challenging oneself and others to excel and holding oneself and others accountable for achieving all results
• Executes to achieve desired outcomes
• Models accountability for achieving results
• Regularly monitors performance and communicates progress
• Sets expectations for a high standard of performance

Managing Multiple Priorities:

• Handles multiple assignments and priorities yet still fulfills all commitments
• Readily accepts new responsibilities and adapts well to changes in procedures
• Gives appropriate priorities to various work demands

Handling Difficult Issues:

• Handles sensitive or difficult issues with grace and confidence
• Remains clear-headed and focused and inspires others to do the same
• Remains objective in the face of strong emotions
• Can acknowledge strong emotions without being unduly influenced by their intensity

Building Company Commitment

• Demonstrates commitment, loyalty, and appreciation for the Company
• Conveys a high level of concern for the well-being of all employees and providers helping to ensure that both their needs and those of the Company are met
• Consistently speaks highly of the Company, its employees, and its mission