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Pathway Recruitment Jobs (NOW HIRING)

Pathway Group

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Manufacturing Recruiter

Chino, CA · Remote

$24 - $25/hr

  • Medical

  • Dental

  • Vision

... Pathway Group is a full-service recruitment firm who specializes in Manufacturing Industries. Pathway Group recruits for several of the most reputable and prestigious manufacturing companies in ...

Ryder

Pathway Home Military Recruiter

Colorado Springs, CO · Remote

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Role will be responsible for administrating defined external/internal recruitment processes to ensure accounts are fully recruited and developing/managing relationships with Dedicated Senior ...

Casino Arizona

RECRUITMENT MANAGER

Scottsdale, AZ · On-site

Pathways to Success is designed to foster the participant's preparedness for success on the job. A Manager level leader is expected to actively support ECMs in their professional and academic goals ...

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Pathway Recruitment information

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$30.5K

$68.5K

$106.5K

How much do pathway recruitment jobs pay per year?

As of Aug 17, 2026, the average yearly pay for pathway recruitment in the United States is $68,510.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,000.00 and $79,000.00 per year, depending on experience, location, and employer.

What is Pathway Recruitment?

Pathway Recruitment refers to a specialized recruitment service or process focused on helping candidates and employers navigate specific career paths or industries. These services often provide tailored guidance, skills assessments, and job placement support to connect job seekers with the right opportunities in their desired fields. Pathway Recruitment agencies may also partner with educational institutions, training providers, and employers to create structured career pathways and ensure successful employment outcomes.

What are the key skills and qualifications needed to thrive as a recruitment consultant, and why are they important?

To thrive as a Recruitment Consultant, you need strong interpersonal skills, sales acumen, and a good understanding of the industries you recruit for, typically supported by a bachelor's degree. Familiarity with applicant tracking systems (ATS), recruitment platforms like LinkedIn Recruiter, and CRM software is essential. Excellent communication, resilience, and negotiation abilities are standout soft skills in this role. These competencies ensure that you can efficiently source, assess, and place candidates while building lasting client relationships and achieving hiring goals.

What are some common challenges faced by professionals in Pathway Recruitment, and how can they be addressed?

Professionals in Pathway Recruitment often encounter challenges such as sourcing candidates for highly specialized roles, managing high volumes of applications, and aligning candidate expectations with organizational requirements. To address these, recruiters can leverage advanced sourcing tools, maintain strong communication with hiring managers, and develop clear, transparent processes for both candidates and clients. Building a robust network and staying updated on industry trends also helps overcome these challenges and ensures successful placements.

What is the difference between Pathway Recruitment vs Healthcare Recruiter?

AspectPathway RecruitmentHealthcare Recruiter
CredentialsVaries; often includes recruitment certifications or relevant industry experienceTypically requires healthcare-specific recruitment certifications or experience
Work EnvironmentRecruitment agencies, offices, online platforms across various industriesHealthcare industry, hospitals, clinics, specialized healthcare facilities
Employer & Industry UsageUsed broadly across multiple sectors including healthcare, IT, engineeringPrimarily used within healthcare sector for staffing healthcare professionals
Search & Comparison IntentPeople comparing recruitment agencies or roles in generalIndividuals seeking healthcare staffing or recruitment roles specifically

Pathway Recruitment is a general recruitment agency serving multiple industries, while Healthcare Recruiter specializes in staffing healthcare professionals. The main difference lies in industry focus and specific credentials required. Both roles involve connecting employers with suitable candidates, but Healthcare Recruiters focus exclusively on healthcare sector placements.

More about Pathway Recruitment jobs

What job categories do people searching Pathway Recruitment jobs look for?

The top searched job categories for Pathway Recruitment jobs are:

Pathway Recruitment jobs near you
Infographic showing various Pathway Recruitment job openings in the United States as of August 2026, with employment types broken down into 65% Full Time, 29% Part Time, and 6% Temporary. Highlights an 88% In-person, 6% Hybrid, and 6% Remote job distribution, with an average salary of $68,510 per year, or $32.9 per hour.

Director, Maternal Health Career Pathway & BRICK Doula Network

BRICK Networks

Newark, NJ

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 9 days ago

Job description

Why This Role Exists

Too many families in NJ begin parenthood without the support the first 1,000 days require. Maternal and infant health outcomes here lag behind other states; prenatal and postpartum care is uneven, and families navigating pregnancy, birth, and early childhood are too often left to coordinate it alone.

The evidence on what helps is clear: continuous, trusted, community-based support through pregnancy, birth, and a child's earliest years measurably improves outcomes for parents and babies alike.

BRICK's bet is that this workforce should not be imported into our community. It should be built from it - because the people best positioned to walk alongside families are fellow community members, and because a good job in a growing field is itself a family-stabilizing force.

We are hiring a Director to build a career pathway that recruits community members, trains and credentials them as Community Doulas, and supports them on a maternal health career ladder - serving the families in BRICK Healthy Beginnings.

What Makes This Different

Most workforce programs train people and hand them a certificate. BRICK is building the employer alongside the training. Graduates of this pathway are hired into the BRICK Doula Network, a Medicaid-billable service line this Director will design, launch, and grow.

That means this role owns the full arc: who gets recruited, how they're trained, who certifies them, where they work, what they're paid, how the work gets reimbursed, and whether the whole thing sustains itself. It is a program design job, a workforce job, and a health-care business-model job at once.

For the right person, this is the chance to build something that does not yet exist in Newark - and to prove a model other cities can run.

Key Responsibilities
Build the Career Pathway
  • Design the end-to-end pathway: recruitment, training, credentialing, supervised field experience, employment, and advancement.
  • Build the recruitment pipeline- community organizations, BRICK families and alumni, faith networks, and BRICK's own high school students as an early-exposure feeder.
  • Define the career ladder beyond entry-level doula work: lead doula, trainer, supervisor, and adjacent roles in community health.
  • Own completion, credentialing, and job-placement rates, and intervene when cohorts fall behind.
Build and Lead the BRICK Doula Network
  • Design the Doula Network's operating model: employment structure, compensation, benefits, supervision ratios, caseload standards, and on-call coverage.
  • Recruit, hire, onboard, and retain doulas - and treat retention as a core metric, not an afterthought.
  • Build clinical supervision and quality assurance so care is consistent and safe across the network.
  • Integrate doula services into the Healthy Beginnings continuum across prenatal, birth, postpartum, and the first 1,000 days.
  • Grow the network's capacity in step with referral volume and reimbursement.
Own Reimbursement and Sustainability
  • Lead Medicaid strategy end to end: NJ FamilyCare doula certification, MCO contracting, credentialing, billing infrastructure, documentation standards, and revenue cycle.
  • Own the unit economics - cost per doula, cost per family served, reimbursement per encounter, and the path to a sustainable blended-revenue model.
  • Manage the budget and support fundraising, grant reporting, and funder relationships with a clear sustainability narrative.
  • Build the clinical and community partnerships that generate referrals and reimbursement: hospitals, FQHCs, OB practices, WIC, home-visiting programs, and public agencies.
Lead the Team and the Data
  • Build a mission-aligned team, set clear expectations, coach directly, and hold people accountable for outcomes.
  • Run a regular performance cycle on pathway and network data, and lead improvement plans when metrics slip.
  • Ensure compliance with privacy, documentation, quality, and payer requirements.
  • Represent the pathway externally with funders, partners, policymakers, and the community.
Key Performance Indicators

Pathway

  • # trainees enrolled and % cohort completion rate
  • % of graduates credentialed and eligible to bill Medicaid
  • % of graduates placed into paid employment in the BRICK Doula Network or another BRICK maternal health role
  • % doula retention at twelve months
  • Median starting wage of $ for placed graduates

Network and Family Outcomes

  • % of participants with healthy birth outcomes, against a baseline of %
  • At least 75% completion of assigned milestone service plan actions across active cases
  • % of enrolled families meeting the active participation standard

Sustainability

  • $ in Medicaid revenue generated, or % of program cost covered by reimbursement
  • Signed contracts with # managed care organizations
  • # active clinical referral partnerships
Qualifications
Who You Are

Required

  • Significant leadership experience in maternal health, community health, public health, workforce development, or early childhood - with at least [N] years managing teams and budgets.
  • You have built or substantially scaled something. This is not a caretaking role; the pathway does not fully exist yet.
  • Experience designing or running a training-to-employment program, apprenticeship, or credentialing pipeline.
  • Fluency with health care reimbursement - Medicaid, managed care, value-based care, or another third-party payer environment - and comfort owning a revenue line.
  • Strong command of the first 1,000 days, birth equity, and community-based care models.
  • You use data to make decisions and can build the systems that produce it.
  • Deep commitment to racial equity, family voice, and community-led solutions - and to hiring Newark residents into these roles.

Preferred

  • Certified doula, birth worker, lactation consultant, or community health worker, or direct experience supervising them.
  • Roots in or long-standing relationships within Newark and the South Ward.
  • Experience launching a Medicaid-billable service line from scratch.
  • Spanish or Portuguese language fluency.
  • P&L or earned-revenue ownership.
$100,000 - $129,000 a year
Health, Dental, Vision, Retirement match, Paid time off, Professional development
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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