Senior Healthcare Recruiter — Full Desk, Quality Gate, Path to Team Lead

Pure Heart Staffing® is a boutique healthcare staffing agency based in Roseville, California. We place nurses, dental professionals, advanced practice providers, physicians, and behavioral health clinicians into facilities that know our names, because we pick up the phone, we fill what we say we'll fill, and we tell the truth when something breaks. Here is the honest reason this seat exists. Our sourcing is not the problem: our recruiters produce good candidates and turn a submittal around the same day. The problem lives in the ten minutes between a draft landing in the inbox and the profile going to the client, because in that window nobody is checking the candidate against what the client actually said they would accept. Over the last nine weeks that gap cost us six placements. Not one of them died on sourcing. They died on a visa requirement nobody flagged, a shift type the client does not staff, a candidate who had already applied direct, a license that was still pending, a req that had already been filled, and a resume too thin on tenure for a client that screens hard for it. Every one of those was catchable in ninety seconds by somebody whose job it was to catch it. That is the job. We are hiring one Senior Recruiter to be that person, run a full desk, and build out a new vertical from zero. WHAT YOU'LL OWN • Quality gate, from day one. Nothing reaches a client without your sign-off. Every submittal from our two recruiters and from you runs a written standard before it leaves. You initial it. If a preventable defect gets through, it is your miss. • Closing the loop. When a client rejects, you write the one-line post-mortem, update that client's hard-gate list, and make sure the same defect cannot happen twice. • A full provider desk, from month two. Physician and advanced practice searches, end to end: source, screen, verify, right-to-represent, brief, submit, interview prep, close, and hold warm through a credentialing runway that can run ninety days. • A new vertical, yours to build. School-based behavioral health and therapy services across California— RBT, BCBA, SLP, OT, PT, and paraprofessional. Intake templates, a regional pay-rate benchmark, and a warm pipeline built before the first req opens. • The scorecard. We do not currently have one. Submittals per week, submittal-to-interview rate, time-to-first-submittal, fill rate. You build it and you publish it every Friday. THE PATH Days 1-90 you are a quality gate and a peer, not a manager. At day 91, if the gate metrics have held, you take daily priorities, the weekly scorecard, and the 1:1s for the two recruiters on the desk. The criteria are written down in advance so the conversation is arithmetic, not opinion. If the numbers do not hold, you stay a gate and we look again at day 180. Nobody moves the goalposts on you, and nobody is handing you a team on day one either. WHAT WE'RE LOOKING FOR • Five or more years of full-desk healthcare recruiting, with real clinical staffing in that history. Executive search for hospital leadership is a different job than placing a board-certified physician into a community health center, and we need the second one. • Working knowledge of US clinical credentialing and how to verify each one: RN, LVN, CNA, RDA, LCSW, LMFT, NP, PA, MD, DO, and the school-based credentials that govern who can work on a California campus. • The habit of checking licensure before the interview, not after the submittal. • Written communication a client can read without translation. Most of your output here is written: review notes, submittal packets, client-facing prep. • Self-managed. You will have real autonomy, which only works if you follow through without anyone standing over you. • A California market read, or the willingness to learn the verification paths inside thirty days. THE ONE THING THAT WILL DECIDE THIS HIRE Whether you can own a miss out loud. This entire seat is accountability, yours and other people's. If the instinct when something goes wrong is to explain the system that should have prevented it, this is not the right desk. We want the person who says "that one was mine, here is what I already did about it," and then says it to the client. WHAT WE'RE NOT LOOKING FOR • Spray-and-pray sourcing. No bought lists, no mass blasts. • Anyone comfortable submitting an unvetted or uncredentialed candidate to hit a number. That is the fastest way to end a contract with us. COMPENSATION • $10.00 per hour to start, 30 hours per week, ongoing. A step to 40 hours is written into the offer and tied to a defined trigger, not a vague "we'll see." • Written rate steps at day 91 and day 181, tied to the gate metrics above. • Bonuses on top of base: a per-placement bonus on collected fees, a monthly quality bonus tied to the gate holding across the whole team's submittals, a bounty for process improvements you ship and we adopt, and a twelve-month royalty on any new client account you surface and qualify. That last one is worth reading twice. If you bring us a school district, a charter network, or a clinic and it turns into a client, you get paid on every fee that account produces for a year, on top of anything you earn working it. Open to recruiters anywhere. We work Pacific time, with flexibility as long as you are reachable during our business day. TO APPLY Answer these three questions in your proposal: 1. Tell me about the worst submittal you ever sent. Not a candidate who fell through for reasons outside your control, but one where you were wrong. What was the defect, and how did you find out? 2. Walk me through what you said to that client, in the words you actually used. 3. One of your recruiters sends you a physician who needs visa sponsorship, for a client that does not sponsor. You miss it. The client rejects him in seven minutes. What do you write to the owner, and what do you write to the recruiter? Answer with specifics: names, dates, what actually happened. Proposals that answer with principles instead of stories will not move forward, and neither will proposals that skip the questions. Looking forward to reading yours! — Damon Pridgeon, Owner, Pure Heart Staffing®