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Healthcare IT Recruiter

Walker Healthforce is seeking a driven, experienced, and technology-minded Healthcare IT Recruiter to join our high-performing recruiting team. This opportunity is designed for an established recruiter who knows how to build pipelines, engage talent, manage competing priorities, make sound decisions under pressure, and consistently follow through—and who is excited about using AI, automation, data, and modern recruiting technologies to become even more effective.

At Walker Healthforce, recruiting is more than filling positions. Our recruiters build talent pipelines, develop long-term candidate relationships, partner closely with our account teams, and use innovative recruiting strategies to support healthcare organizations nationwide.

If you are competitive, resourceful, comfortable with technology, and motivated by results, this role offers the opportunity to apply your recruiting experience while developing next-generation recruiting capabilities.

Why Walker Healthforce?

We believe the future of recruiting combines strong human relationships, sound judgment, and smart technology.

Our recruiters are encouraged to leverage modern tools—including AI, ATS and CRM technology, workflow automation, digital engagement tools, social media, and data-driven recruiting analytics—to work smarter, identify talent faster, and create a better candidate experience.

You’ll join a collaborative, performance-oriented team supporting recruiting needs across Healthcare Technology, Business and Care Management, and other healthcare-related functions.

We provide an environment where experienced recruiters can take ownership of their business, make thoughtful decisions about where to focus their time, continuously improve their recruiting approach, and directly impact individual and company success.

What You’ll Do

• Manage the recruiting lifecycle from initial sourcing and candidate engagement through qualification, presentation, placement, and post-placement follow-up.
• Partner closely with recruiting leaders and account teams to analyze job requirements, identify critical skills, and determine requisition priorities.
• Continuously prioritize recruiting activity based on urgency, likelihood of success, client needs, pipeline strength, and business impact.
• Make sound recruiting decisions under pressure, balancing speed with candidate quality, accuracy, and long-term relationship considerations.
• Recognize when an activity, candidate, sourcing strategy, or lower-priority requisition is no longer the best use of time and confidently redirect effort toward higher-impact work.
• Build and maintain strong candidate pipelines for current and anticipated hiring needs.
• Use AI tools to enhance sourcing strategies, market research, candidate outreach, talent mapping, and recruiting productivity while maintaining appropriate human oversight and judgment.
• Leverage ATS, CRM, LinkedIn, social media, digital sourcing platforms, and recruiting automation tools to identify and engage qualified candidates.
• Develop personalized recruitment communications across email, social media, text, and other digital channels.
• Source and evaluate candidates using Walker Healthforce’s vetting-to-validation process.
• Conduct candidate prescreens and assess experience, skills, career interests, compensation expectations, availability, and overall fit.
• Prepare complete candidate submission packages, including formatted resumes, skills documentation, references, and other required information.
• Maintain timely and consistent candidate communication throughout the recruiting process.
• Demonstrate strong follow-through by closing loops, completing commitments, documenting activity, and keeping candidates and internal partners informed.
• Build long-term professional networks and proactively generate candidate referrals and marketplace contacts.
• Use recruiting data and activity metrics to understand pipeline health, improve conversion, and prioritize recruiting activity.
• Consistently meet or exceed monthly and quarterly production goals for prescreens, candidate submissions, placements, and other key recruiting metrics.
• Stay current on emerging AI capabilities, sourcing technologies, recruiting platforms, and digital recruiting trends that can improve recruiter effectiveness.
  

Recruiting Technology & AI

Technology is becoming an increasingly important part of how we recruit.

The successful candidate will be comfortable incorporating technology into an already-developed recruiting skill set, using tools that help recruiters:

• Discover passive talent and expand candidate pools.
• Use AI-assisted search and sourcing techniques to identify relevant candidates.
• Create more targeted and personalized candidate outreach.
• Research healthcare technologies, skills, and talent markets.
• Automate appropriate administrative and workflow activities.
• Organize and prioritize candidate pipelines through ATS and CRM technology.
• Analyze recruiting activity and performance data.
• Identify where recruiter time and attention can have the greatest impact.
• Improve productivity while preserving the human judgment, relationship-building, and candidate experience that great recruiting requires.

What We’re Looking For

• 3+ years of recruiting experience preferred, ideally within healthcare IT,  technology, professional staffing, agency recruiting, or another high-volume, fast-paced recruiting environment.
• Demonstrated success independently managing requisitions and candidate pipelines.
• Strong sourcing instincts and the resourcefulness to identify candidates beyond traditional job boards.
• Experience working in a metrics-driven, performance- and production-oriented environment.
• Proven ability to build candidate relationships and successfully move candidates through the recruiting lifecycle.
• Strong prioritization skills with the ability to distinguish what is urgent from what is important—and adjust quickly as business needs change.
• High-quality decision-making and judgment, particularly when working with incomplete information, competing demands, and time-sensitive recruiting situations.
• A strong sense of ownership and follow-through—you do what you say you will do, close loops, and keep work moving without requiring constant oversight.
• Willingness to deprioritize or stop lower-value activities when circumstances change, rather than continuing work simply because it has already been started.
• Ability to balance multiple requisitions while focusing effort on the opportunities most likely to produce meaningful results.
• Excellent verbal and written communication skills.
• Strong interpersonal, relationship-building, and influencing abilities.
• High sense of urgency, persistence, resilience, and accountability.
• Strong organizational skills and meticulous attention to detail.
• Ability to remain composed, focused, and effective under pressure.
• Demonstrated ability to learn independently and adapt quickly to new processes and technologies.
• Proficiency with Microsoft Office, social media, and recruiting technology.
• Experience with ATS, CRM, LinkedIn Recruiter, AI-enabled recruiting tools, sourcing platforms, automation, or similar technologies is strongly valued.
• Competitive, entrepreneurial, and goal-oriented mindset with a desire to continuously improve.

Please note: This is a performance- and production-oriented recruiting position, not a traditional corporate HR role. Success requires both recruiting skill and the judgment to continually decide where your time and effort will have the greatest impact.

Your First Month: Intensive Training & Ongoing Support

Because we are hiring experienced recruiters, our onboarding program is designed to quickly familiarize you with Walker Healthforce’s business, recruiting methodology, technology, processes, and performance expectations—not teach the fundamentals of recruiting.

Your onboarding will begin with a one-week intensive training program designed to give you the knowledge and tools needed to begin contributing quickly.

Your first week will include:

• Intensive training on Walker Healthforce’s recruiting methodology and expectations.
• Hands-on introduction to our ATS, CRM, sourcing resources, and recruiting workflows.
• Training on Walker Healthforce’s vetting-to-validation process.
• Introduction to AI-enabled recruiting and productivity tools used for sourcing, research, candidate outreach, talent mapping, and workflow efficiency.
• Review of recruiting metrics, activity expectations, performance goals, and requisition prioritization.
• Live recruiting and sourcing application.

Following the initial intensive training week, you’ll transition quickly into active recruiting responsibilities.

Throughout your first month, you’ll have weekly check-ins with recruiting leadership to review progress, discuss pipeline activity, evaluate priorities and decision-making, reinforce best practices, address questions, and identify opportunities to accelerate performance.

Our goal is to provide experienced recruiters with the context, technology, and support needed to quickly translate their existing skills into success at Walker Healthforce.

Preferred Qualifications

• Bachelor’s degree (BA or BS), preferably in communications, business, or a related field.
• Previous Healthcare IT, technical, or professional recruiting experience.
• Experience recruiting in a high-volume staffing, VMS, MSP, or similar production-driven environment is valued.
• Demonstrated interest in recruiting technology, AI, automation, or data-driven talent acquisition.

Compensation & Benefits

• Competitive base salary.
• Performance-based incentive/commission opportunity.
• Medical, Dental, and Vision Insurance.
• Paid Time Off (PTO).
• 401(k).
• Short-Term and Long-Term Disability.

Equal Opportunity Employer

Walker Healthforce provides equal employment opportunities to all employees and qualified applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age,