Recruiting Manager Jobs in Rome, GA (NOW HIRING)

The Healthcare Recruiter (High Volume) is responsible for managing the full-cycle recruitment process for a high volume of healthcare positions across assigned facilities. This role will develop and execute recruiting strategies to attract, screen, interview, and hire qualified healthcare professionals while maintaining a strong candidate experience and meeting established hiring goals.

The ideal candidate is a highly driven, organized, and results-oriented recruiter who thrives in a fast-paced environment and is comfortable managing multiple requisitions and candidates simultaneously. This position requires strong sourcing skills, excellent communication, consistent follow-up, and the ability to move qualified candidates efficiently through the hiring process.

• Manage the recruitment process from job requisition through offer acceptance and onboarding handoff.

• Recruit for high-volume healthcare positions, including Certified Nursing Assistants (CNAs), Licensed Practical Nurses (LPNs), Registered Nurses (RNs), dietary, housekeeping, activities, administrative, and other facility-based positions.

• Develop and maintain a strong pipeline of qualified candidates for both immediate and future hiring needs.

• Review applications and resumes to identify qualified candidates based on position requirements.

• Conduct phone screens and initial interviews to assess qualifications, experience, availability, compensation expectations, and overall fit.

• Coordinate interviews between candidates and hiring managers/facility leadership.

• Extend and facilitate offers in accordance with company guidelines.

• Maintain consistent communication and follow-up with candidates throughout the hiring process.
  

• Proactively source candidates through job boards, applicant tracking systems, social media, professional networks, referral programs, career fairs, community events, schools, and other recruiting channels.

• Utilize creative sourcing strategies to identify candidates in competitive healthcare labor markets.

• Build talent pipelines for recurring and difficult-to-fill positions.

• Re-engage qualified candidates from previous applicants and talent pools.

• Develop relationships with healthcare schools, CNA programs, nursing programs, workforce organizations, and community partners.
  

• Consistently meet or exceed established recruiting activity and hiring goals.

• Manage a high volume of open requisitions and candidate activity simultaneously.

• Track recruiting metrics including:

  • Applications

  • Qualified candidates

  • Screens/interviews

  • Interviews scheduled

  • Offers extended

  • Offers accepted

  • Time-to-fill

  • Time-to-hire

  • Source of hire

  • Candidate conversion rates

• Maintain accurate and timely documentation within the Applicant Tracking System (ATS).

• Regularly communicate recruiting activity, challenges, pipeline health, and hiring progress to leadership.
  

• Serve as a primary point of contact for candidates throughout the recruiting process.

• Provide timely communication regarding application status, interviews, offers, and next steps.

• Deliver a professional and positive candidate experience that reflects the organization's culture and values.

• Identify and address candidate concerns that could impact acceptance or retention.
  

• Ensure recruiting activities are conducted in accordance with company policies and applicable employment regulations.

• Verify that candidates meet required education, experience, licensure, certification, and other position qualifications.

• Partner with appropriate departments to facilitate required background checks, drug screenings, credential verification, and other pre-employment requirements.

• Maintain accurate and confidential candidate records.
  

• Partner closely with Administrators, Directors of Nursing, department leaders, and hiring managers to understand staffing needs and hiring priorities.

• Conduct regular recruiting updates with assigned facilities.

• Provide hiring managers with qualified candidates and recommendations throughout the process.

• Help establish realistic hiring timelines and recruiting priorities.

• Identify staffing trends and proactively recommend solutions to improve hiring results and workforce availability.
  

• 2+ years of recruiting experience, preferably in healthcare, long-term care, skilled nursing, senior living, home health, behavioral health, or another high-volume environment.

• Demonstrated experience managing a high volume of open positions and candidates simultaneously.

• Strong sourcing and candidate development skills.

• Excellent verbal and written communication skills.

• Strong organizational and time-management abilities.

• Ability to prioritize competing hiring needs in a fast-paced environment.

• Proficiency with Applicant Tracking Systems (ATS), Microsoft Office, and recruiting/job board platforms.

• Strong attention to detail and follow-through.

• Ability to work independently while partnering effectively with hiring managers and leadership.
  

• Experience recruiting CNAs, RNs, LPNs, therapists, dietary staff, housekeeping staff, and other healthcare/facility positions.

• Experience recruiting within long-term care, skilled nursing, assisted living, or senior care.

• Experience with high-volume recruiting campaigns.

• Experience using Indeed, LinkedIn, social media, ATS sourcing tools, and other recruiting platforms.

• Familiarity with healthcare licensing and credentialing requirements.

• Experience building relationships with nursing schools, CNA programs, and workforce development organizations.
  

Success in this position will be measured by the recruiter's ability to:

• Consistently fill a high volume of open positions.

• Maintain a healthy pipeline of qualified healthcare candidates.

• Reduce time-to-fill and time-to-hire.

• Increase candidate-to-hire conversion rates.

• Maintain strong offer acceptance rates.

• Provide an excellent candidate experience.

• Build effective sourcing pipelines for hard-to-fill positions.

• Establish strong partnerships with facility leadership.

• Consistently meet or exceed recruiting activity and hiring KPIs.
  

• High-Volume Recruiting

• Candidate Sourcing

• Healthcare Recruiting

• Relationship Building

• Communication

• Organization & Time Management

• Results Orientation

• Problem Solving

• Candidate Experience

• Stakeholder Management

• Attention to Detail

• Adaptability

• Accountability