Recruiter

The ideal candidate is confident working independently, comfortable managing multiple vacancies, and able to build strong candidate pipelines while maintaining a positive candidate experience.

Requirements

Key Responsibilities

1. Candidate Sourcing and Talent Attraction

* Proactively source candidates through LinkedIn, job boards, recruitment databases, referrals, and other sourcing channels.
* Identify and engage suitable candidates for current and future vacancies.
* Develop creative sourcing strategies to reach passive candidates.
* Build and maintain talent pipelines for recurring and hard-to-fill healthcare positions.
* Use Boolean search and other sourcing techniques to identify qualified professionals.

2. Screening and Candidate Assessment

* Review CVs and applications to assess candidates against role requirements.
* Conduct initial screening calls and structured interviews.
* Evaluate candidates' experience, communication skills, qualifications, availability, and suitability.
* Assess candidates for relevant healthcare experience and role-specific requirements.
* Identify potential concerns or gaps and document screening outcomes accurately.

3. Recruitment Process Management

* Manage candidates throughout the recruitment lifecycle, from initial outreach to client interviews and offer stages.
* Coordinate interviews and communicate next steps to candidates.
* Maintain consistent follow-ups to minimise candidate drop-off.
* Manage multiple vacancies and prioritise recruitment activity according to client needs.
* Maintain accurate candidate records, recruitment trackers, and applicant management systems.

4. Client and Stakeholder Collaboration

* Work closely with internal recruitment teams and hiring stakeholders to understand hiring requirements.
* Clarify role specifications, essential qualifications, experience requirements, and candidate expectations.
* Submit relevant, well-screened candidates within agreed timelines.
* Provide regular updates on sourcing progress, pipeline quality, and recruitment challenges.
* Recommend alternative sourcing strategies when talent pools are limited.

5. Recruitment Administration and Reporting

* Keep recruitment pipelines organised and up to date.
* Ensure candidate profiles, screening notes, and interview feedback are accurately recorded.
* Monitor recruitment activity, candidate conversion rates, and pipeline progress.
* Maintain confidentiality and handle candidate information professionally.
* Follow established recruitment processes and service-level expectations.

Minimum Requirements

* At least 2 years of recruitment experience, preferably in healthcare, medical staffing, or specialist recruitment.
* Experience managing multiple vacancies simultaneously.
* Proven ability to source candidates proactively rather than relying solely on applications.
* Strong candidate screening, interviewing, and assessment skills.
* Excellent written and verbal English communication.
* Strong organisational skills and attention to detail.
* Ability to work independently in a remote environment.
* Comfortable using recruitment systems, spreadsheets, email, and video conferencing tools.

Preferred Experience

* Experience recruiting for the US healthcare market.
* Familiarity with ABA therapy and the roles of BCBAs and RBTs.
* Experience recruiting licensed or credentialed healthcare professionals.
* Proficiency in LinkedIn Recruiter, Boolean search, and other sourcing tools.
* Experience supporting or managing a recruitment function.

Direct ABA experience is advantageous but not essential for a recruiter who demonstrates strong sourcing skills and the ability to learn specialised role requirements.

Key Competencies

Proactive sourcing: Able to identify and engage suitable candidates through multiple channels.

Relationship building: Builds trust with candidates and maintains engagement throughout the process.

Assessment skills: Identifies candidates who genuinely meet the role requirements.

Ownership and accountability: Takes responsibility for vacancies and follows through on recruitment activities.

Organisation and prioritisation: Manages competing deadlines without compromising candidate quality.

Adaptability: Adjusts sourcing strategies when roles are difficult to fill.

Communication: Provides clear, professional, and timely updates to candidates and stakeholders.