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Senior Executive Recruiter
Bloom HealthcareUnited Statesfull_timeVerifiedPosted 17 Feb 2026
💰 $150,000/yr($120,000/yr – $150,000/yr)
About the role
Senior Executive Recruiter
Position Summary
Bloom Healthcare is seeking a Senior Executive Recruiter to lead and evolve full-cycle recruiting across the organization, with a primary focus on in-home primary care providers (Nurse Practitioners, Physician Assistants, and Physicians). This role will also support the recruitment of hospice clinicians including nurses, CNAs, and interdisciplinary professionals as well as clinical office staff (RNs, LPNs, MAs) and select business roles.
This is a high-impact, senior individual contributor role responsible for delivering exceptional clinical recruiting outcomes. The Senior Executive Recruiter serves as a trusted talent advisor to hiring leaders, a steward of Bloom’s employment brand, and a builder of sustainable, high-quality clinical talent pipelines that support current hiring needs and future growth. While titled Senior Executive Recruiter, this role is focused on advanced clinical and mission-critical recruiting, not people leadership.
Key Responsibilities
Position Summary
Bloom Healthcare is seeking a Senior Executive Recruiter to lead and evolve full-cycle recruiting across the organization, with a primary focus on in-home primary care providers (Nurse Practitioners, Physician Assistants, and Physicians). This role will also support the recruitment of hospice clinicians including nurses, CNAs, and interdisciplinary professionals as well as clinical office staff (RNs, LPNs, MAs) and select business roles.
This is a high-impact, senior individual contributor role responsible for delivering exceptional clinical recruiting outcomes. The Senior Executive Recruiter serves as a trusted talent advisor to hiring leaders, a steward of Bloom’s employment brand, and a builder of sustainable, high-quality clinical talent pipelines that support current hiring needs and future growth. While titled Senior Executive Recruiter, this role is focused on advanced clinical and mission-critical recruiting, not people leadership.
Key Responsibilities
- Senior Clinical & Mission-Critical Recruiting
- Lead end-to-end, full-cycle recruiting for in-home primary care providers (NP, PA, MD) serving medically complex, geriatric patients.
- Recruit hospice clinicians including nurses, CNAs, and interdisciplinary support professionals.
- Support recruitment for clinical office roles (RN, LPN, MA) and select non-clinical roles as business needs evolve.
- Deliver consistently high-quality candidate slates that balance speed, quality, and cultural alignment.
- Partner with leaders to prioritize hiring needs in alignment with patient care demands and growth plans.
- Strategic Hiring Partner
- Act as a strategic and service-oriented partner to hiring managers and senior leaders.
- Provide insight on clinical labor markets, talent availability, and competitive hiring strategies.
- Proactively anticipate hiring needs and translate them into effective recruiting plans.
- Set clear expectations around timelines, process, and candidate readiness.
- Ensure hiring managers experience recruiting as organized, responsive, and solutions-focused.
- Candidate Experience & Employment Brand
- Deliver a white-glove, candidate-first experience from initial outreach through offer acceptance.
- Clearly articulate Bloom Healthcare’s mission, care model, and culture to prospective candidates.
- Ensure candidates have a strong understanding of role expectations, patient populations, and work environment.
- Conduct early alignment on licensure, credentials, and role fit to ensure an efficient and transparent process.
- Serve as a brand ambassador, ensuring every interaction reflects Bloom’s values of integrity, excellence, and respect.
- Strategic Talent Attraction & Pipeline Development
- Design and execute thoughtful, forward-looking sourcing strategies for hard-to-fill and mission-critical clinical roles.
- Proactively source high-quality talent through outreach, referrals, professional networks, events, and digital platforms.
- Build and maintain long-term clinical talent pipelines, particularly for providers and specialized roles.
- Establish and nurture relationships with accredited clinical programs, universities, residency programs, and professional organizations.
- Regularly evaluate pipeline health and sourcing effectiveness to ensure quality and sustainability.
- Recruiting Operations, Metrics & Compliance
- Manage recruiting systems, workflows, and best practices with a focus on consistency and efficiency.
- Ensure compliance with employment laws, credentialing requirements, and internal policies.
- Track recruiting metrics such as time-to-fill, pipeline health, and quality indicators.
- Continuously improve recruiting processes to align pace with business needs and patient care priori
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