Job Description
Starting Salary: $72,000+ annually
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Minimum Role Expectations
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- Own recruiting performance across multiple markets, offices, and job families.
- Consistently meet or exceed hiring, time-to-fill, offer-acceptance, pipeline, and other established recruiting targets.
- Demonstrate sustained success filling high-volume, difficult-to-fill, and business-critical positions.
- Maintain proactive talent pipelines capable of supporting Company growth, acquisitions, new offices, and anticipated turnover.
- Demonstrate measurable improvement in recruiting conversion, sourcing effectiveness, hiring speed, and candidate quality.
- Successfully train and develop Recruiter I–II team members.
- Build scalable sourcing strategies, recruiting workflows, reporting, and talent partnerships capable of supporting continued Company growth.
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Includes all Recruiter I and II responsibilities. Recruiter III is a senior recruiter accountable for recruiting performance across a significant group of offices, markets, or job families. Recruiter III is expected to develop junior recruiters, solve difficult talent-market problems, and build scalable recruiting systems that support Company growth.
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- Own full-cycle recruiting for assigned clinical, front-office, leadership, and corporate positions.
- Build candidate pipelines through outbound sourcing, job boards, referrals, schools, social media, professional networks, and other recruiting channels.
- Screen and manage candidates from initial outreach through accepted offer and onboarding handoff.
- Maintain accurate recruiting activity, candidate records, interview notes, and pipeline information in the ATS.
- Partner with Front Office Leads, Regional Managers, Field Operations, and other hiring leaders to understand staffing priorities and anticipated needs.
- Manage difficult-to-fill and priority positions and develop targeted sourcing strategies.
- Track and analyze time to fill, candidate volume, interview conversion, offer acceptance, source effectiveness, and other recruiting KPIs.
- Develop relationships with schools, professional organizations, referral sources, and other talent partners.
- Train and support Recruiter I–II team members.
- Maintain Company recruiting standards and applicable employment and confidentiality requirements.
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Additional Recruiter III Responsibilities
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- Own recruiting performance across assigned markets or job families and ensure hiring needs are met before vacancies materially disrupt office operations or growth.
- Develop market-specific recruiting strategies based on candidate availability, compensation, competition, hiring difficulty, and anticipated Company growth.
- Build and maintain proactive talent communities for recurring high-demand positions, including dental assistants, hygienists, Front Office Leads, dentists, and other priority roles.
- Lead recruiting support for acquisitions, de novos, new-market launches, office turnarounds, and rapid-growth initiatives.
- Forecast hiring demand with operations leadership and build sourcing capacity and candidate pipelines ahead of expected openings.
- Own recruiting-funnel performance from sourcing through accepted offer and identify where candidate conversion is breaking down.
- Build scalable outbound sourcing campaigns, referral programs, school partnerships, recruiting events, and other talent-acquisition channels.
- Evaluate recruiting-channel effectiveness and recommend where recruiting spend and team resources should be increased, reduced, or reallocated.
- Train, coach, and hold Recruiter I–II team members accountable for sourcing activity, candidate pipelines, ATS accuracy, candidate experience, and hiring KPIs.
- Establish consistent recruiting workflows, screening standards, candidate communication, reporting, and operating rhythms across the recruiting team.
- Identify recurring hiring-manager or operational bottlenecks and partner with Regional Managers and Field Operations to improve interview speed, decision-making, and offer conversion.
- Analyze compensation and candidate-market feedback and provide leadership with actionable information about roles or markets where compensation, scheduling, requirements, or recruiting strategy may be limiting hiring.
- Develop dashboards and reporting that provide leadership visibility into openings, pipeline health, hiring velocity, recruiting risks, and future staffing needs.
- Serve as a senior recruiting resource for complex searches, difficult candidate negotiations, and high-priority hiring needs.
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Path to Recruiting Leadership
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Demonstrate sustained ability to lead recruiting performance across a significant portion of the Company, develop high-performing recruiters, build scalable talent pipelines, consistently achieve hiring and time-to-fill targets, and support rapid Company expansion without staffing becoming a constraint on growth. Advancement is based on sustained performance, leadership capability, organizational scope, and Company needs.
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