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HealthSnap is an AI-powered virtual care management platform that unifies Remote Patient Monitoring, Chronic Care Management, and Advanced Primary Care Management into one EMR-integrated system. The company ranked #17 on the 2025 Inc. 5000 list of fastest-growing healthcare companies and operates a distributed clinical workforce of over 430 LPN Care Navigators across multiple states, supported by a smaller corporate team.
You will lead recruiting at HealthSnap in a true player/coach role, personally recruiting alongside a team of two while owning strategy, systems, and metrics that transform recruiting into a defensible function. Your primary mandate is building and scaling the clinical hiring engine: sourcing, screening, and closing LPNs and other clinical staff at volume across a growing list of states in a competitive labor market where nurses move for small pay differences and health systems are direct competitors for talent.
Key responsibilities include:
**Clinical Hiring at Volume**: Own the end-to-end recruiting funnel for LPNs and clinical roles across states—sourcing, screening, interviewing, and closing candidates quickly without sacrificing quality. Clinical hiring speed and quality directly affect patient coverage and revenue.
**Care Navigator Lifecycle**: Measure success not just by reqs filled but by Care Navigators who stay, are satisfied, and deliver excellent patient care. Stay connected to onboarding, training, and ramp to operations.
**Corporate and Specialized Hiring**: Partner with hiring managers across product, engineering, revenue, and operations to fill harder-to-source corporate roles with a different sourcing playbook.
**Employer Brand and Sourcing Strategy**: Build a nursing and clinical-staff employer brand that competes credibly against health systems and other virtual care companies. Develop sourcing channels, referral strategy, and outreach to reduce dependence on inbound applications.
**Recruiting Metrics and Reporting**: Strengthen reporting on time-to-fill, cost-per-hire, quality-of-hire, funnel conversion by stage, and pipeline health, broken out by clinical vs. corporate hiring. Use data to diagnose bottlenecks and give leadership clear visibility into hiring capacity.
**ATS Optimization**: Lead the full transition of recruiting workflow into your ATS—reqs, pipeline stages, interview feedback, offer workflows, and reporting—so the team runs consistently in one system rather than spreadsheets.
**Team Leadership**: Manage and develop a team of two recruiters while carrying your own requisition load. Coach on sourcing technique, interview quality, and pipeline discipline. Build the case for additional headcount as volume justifies it.
**Process and Compliance**: Build interview and hiring processes that hold up across a multi-state, licensed clinical workforce and a fast-moving corporate one. Partner with Clinical Operations on licensure and credentialing handoffs.
In your first twelve months, you will establish clinical hiring at the pace the business needs with time-to-fill and quality-of-hire inside agreed benchmarks; create a real reporting layer with trusted metrics used for decision-making; transition recruiting activity fully into the ATS; define an employer brand and sourcing strategy for clinical hiring; and position the TA team for growth with a data-backed case for future hires.
**Requirements:**
- 5+ years of full-cycle recruiting experience, including at least 2 years directly managing recruiters
- Direct experience recruiting for a high-volume, multi-state, hourly, and/or clinical or field-based workforce (healthcare, home health, staffing, or comparable vocationally-trained hourly population strongly preferred)
- Genuine player/coach mindset: comfortable carrying your own requisitions while managing and developing a small team
- Hands-on ownership of an ATS, including configuring it to produce real reporting
- Data fluency: ability to build your own funnel reports and diagnose where hiring is breaking down
- Experience building or substantially improving an employer brand or sourcing strategy for a hard-to-fill, competitive labor market
- Comfort managing both high-volume, fast-moving clinical hiring and lower-volume, higher-complexity corporate hiring simultaneously
- Strong stakeholder management skills to partner credibly with clinical operations leaders and corporate hiring managers
- Preferred: familiarity with clinical licensure and credentialing (e.g., Compact Nursing License requirements); experience recruiting in a venture- or PE-backed company through a growth inflection
