Job description

At ConvenientMD , we’re on a mission to make good health more convenient for all – working to improve how patients and providers experience healthcare in New England. To support this belief, we’re building a team of dedicated professionals who genuinely care about improving lives, are passionate about work that can make a difference, and are driven to learn from one another. The Opportunity As a Lead Talent Acquisition Partner, you will serve as a recruiting subject matter expert with a primary focus on Urgent Care provider recruitment across ConvenientMD’s New England footprint. This role will lead the strategy and execution of physician, nurse practitioner, and physician assistant recruiting, with responsibility for building strong provider pipelines, strengthening market presence, and partnering closely with Medical Leadership and Operations to meet current and future staffing needs. This is a hands-on, strategic recruiting role for an experienced provider recruiter who can independently lead complex searches, influence hiring decisions, develop innovative sourcing strategies, and serve as a trusted advisor to hiring leaders. In addition to owning critical provider searches, the Lead Talent Acquisition Partner will help elevate provider recruiting practices, support broader Talent Acquisition initiatives, and serve as a resource and mentor to other recruiters. Your Impact Provider Recruiting: Own full-cycle recruitment for Urgent Care and Primary Care physicians, nurse practitioners, and physician assistants across New England, from sourcing and initial outreach through offer acceptance and onboarding. Develop and execute proactive, targeted recruiting strategies to attract both active and passive provider candidates in competitive markets. Build and maintain a robust pipeline of qualified providers to support current vacancies, anticipated growth, new clinic openings, and ongoing workforce needs. Personally manage relationships with high-priority and hard-to-fill candidates, serving as a credible and compelling representative of ConvenientMD throughout the recruiting process. Conduct thorough candidate screens and assessments, evaluating clinical qualifications, licensure, experience, availability, compensation expectations, and alignment with ConvenientMD’s culture and care model. Partner with hiring leaders to establish effective interview and selection strategies and provide clear candidate assessments and recommendations. Lead offer development, presentation, negotiation, and closing strategies to secure top provider talent. Ensure a responsive, transparent, and high-quality candidate experience from initial outreach through onboarding. Strategic Sourcing & Provider Talent Pipelines: Develop sophisticated sourcing strategies tailored to the Urgent Care provider market, including physicians, NPs, and PAs. Leverage professional networks, industry organizations, residency and training programs, job boards, social platforms, referrals, events, and other creative sourcing channels. Establish and maintain relationships with medical schools, residency programs, professional organizations, and other strategic provider talent sources. Maintain strong knowledge of the New England provider market, including candidate availability, compensation trends, competitive activity, geographic considerations, and emerging talent challenges. Proactively identify market trends and recommend adjustments to recruiting strategies, compensation positioning, sourcing approaches, and candidate messaging. Support provider-focused networking, recruitment events, and employer brand initiatives designed to increase awareness of ConvenientMD among the provider community. Business Partnership & Stakeholder Leadership: Serve as a trusted recruiting advisor to Medical Directors, Operations leaders, Practice Managers, and Talent Acquisition leadership. Partner with stakeholders to understand staffing needs, workforce priorities, clinic growth plans, and market-specific challenges, translating those needs into actionable recruiting strategies. Use recruiting data, market intelligence, and candidate feedback to influence hiring decisions and challenge assumptions when appropriate. Provide consistent pipeline updates, market insights, risks, and recommendations to stakeholders. Partner with Medical Leadership to continually evaluate and improve provider job descriptions, interview competencies, selection processes, and the overall candidate experience. Collaborate with Marketing to strengthen provider recruiting materials, messaging, and employer brand positioning. Recruiting Excellence & Team Leadership: Serve as a subject matter expert and resource to the broader Talent Acquisition team, particularly on provider recruiting, sourcing, candidate assessment, closing, and market strategy. Mentor and support recruiters through complex provider searches and share best practices that improve team capability and consistency. Lead or contribute to projects that improve the scalability, effectiveness, and quality of provider recruiting. Identify opportunities to improve recruiting processes, tools, technology, sourcing strategies, and candidate experience. When needed, provide recruiting support across Advanced Primary Care and other critical searches based on business priorities. Model a high standard of recruiting ownership, accountability, responsiveness, and partnership across the Talent Acquisition team. Data, Reporting & Operational Excellence: Own and monitor Urgent Care provider recruiting goals and key performance indicators, including pipeline health, sourcing activity, time-to-fill, offer acceptance, and hiring outcomes. Use recruiting data to identify barriers, assess strategy effectiveness, and proactively develop solutions. Maintain accurate and timely candidate and recruiting activity within the ATS. Ensure recruiting activity follows established processes, company policies, and applicable employment requirements. Support provider onboarding by partnering with HR and hiring leaders to ensure pre-hire requirements and onboarding activities are completed. Who You Are Experienced provider recruiter: 3+ years of recruiting experience, with demonstrated success recruiting physicians, nurse practitioners, and physician assistants. Healthcare and Urgent Care recruiting experience strongly preferred. Provider recruiting expert: Deep understanding of provider recruitment, including sourcing, candidate engagement, licensure considerations, compensation, competitive markets, and closing strategies. Brings an established provider network and strong knowledge of the New England market. Strategic talent partner: Able to translate business and workforce needs into practical recruiting strategies and proactively anticipate hiring challenges. Strong hiring partner: Builds credibility and trusted relationships with Medical Leadership, Operations, and hiring managers. Comfortable providing recommendations, challenging assumptions, and influencing decisions. Expert sourcer: Experienced in identifying and engaging passive candidates through creative, targeted, and relationship-driven sourcing strategies. Exceptional communicator: Communicates clearly and confidently with candidates and stakeholders at all levels. Skilled at navigating sensitive conversations, negotiating offers, and closing candidates. Market-informed: Understands provider compensation, competitive recruiting activity, candidate availability, and market dynamics and uses that knowledge to inform recruiting strategy. Candidate-focused: Builds authentic relationships with candidates and effectively communicates ConvenientMD’s mission, culture, career opportunities, and total rewards. Data-driven: Uses recruiting metrics and market data to evaluate pipeline health, identify challenges, and improve hiring outcomes. Team resource and mentor: Willingly shares expertise and serves as a resource to other recruiters, helping elevate provider recruiting capability across the team. Highly organized and accountable: Able to independently manage multiple complex searches, competing priorities, and stakeholder relationships while maintaining strong follow-through and attention to detail. Technically savvy: Proficient with ATS platforms, sourcing tools, recruiting technology, Microsoft Office, and data/reporting tools. Mission-driven and trustworthy: Represents ConvenientMD authentically, maintains confidentiality, and is committed to delivering an exceptional experience for candidates, hiring leaders, and the broader organization. Why You'll Love Working With Us Collaborative team environment that encourages professional growth Urgent care services at no cost to our team members and their families Extensive benefit offerings including health, dental, and vision coverage, company paid short-term disability, and optional pet insurance 401k match after one year of service Access to our primary care (depending on location) Educational Alliance with Purdue University Global and reduced tuition rates for team members and their families Employer rewards and access to discounts offered on services and products such as hotels, travel, entertainment, restaurants, and more There's a job and then there's purposeful, transformative work. Our aim is to create a workplace where you can learn, grow, and continuously refine your skills. Applicants rarely meet every single job requirement, and we appreciate that many skills and backgrounds can make people successful in this role. We are committed to creating a strong sense of belonging for all team members, and our process is designed to prevent discrimination against applicants regardless of gender identity, sexual orientation, religion, ethnicity, age, disability status, or any other aspect which makes you unique. If you’re looking for a great next step, and want to feel good about what you do, we’d love to hear from you. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Requirements

Must-haves

Develop and execute proactive, targeted recruiting strategies to attract both active and passive provider candidates in competitive markets.
Build and maintain a robust pipeline of qualified providers to support current vacancies, anticipated growth, new clinic openings, and ongoing workforce needs.
Personally manage relationships with high-priority and hard-to-fill candidates, serving as a credible and compelling representative of ConvenientMD throughout the recruiting process.
Conduct thorough candidate screens and assessments, evaluating clinical qualifications, licensure, experience, availability, compensation expectations, and alignment with ConvenientMD’s culture and care model.
Partner with hiring leaders to establish effective interview and selection strategies and provide clear candidate assessments and recommendations.
Lead offer development, presentation, negotiation, and closing strategies to secure top provider talent.
Ensure a responsive, transparent, and high-quality candidate experience from initial outreach through onboarding.
Strategic Sourcing & Provider Talent Pipelines: Develop sophisticated sourcing strategies tailored to the Urgent Care provider market, including physicians, NPs, and PAs.
Leverage professional networks, industry organizations, residency and training programs, job boards, social platforms, referrals, events, and other creative sourcing channels.
Establish and maintain relationships with medical schools, residency programs, professional organizations, and other strategic provider talent sources.
Maintain strong knowledge of the New England provider market, including candidate availability, compensation trends, competitive activity, geographic considerations, and emerging talent challenges.
Proactively identify market trends and recommend adjustments to recruiting strategies, compensation positioning, sourcing approaches, and candidate messaging.
Support provider-focused networking, recruitment events, and employer brand initiatives designed to increase awareness of ConvenientMD among the provider community.
Business Partnership & Stakeholder Leadership: Serve as a trusted recruiting advisor to Medical Directors, Operations leaders, Practice Managers, and Talent Acquisition leadership.
Partner with stakeholders to understand staffing needs, workforce priorities, clinic growth plans, and market-specific challenges, translating those needs into actionable recruiting strategies.
Use recruiting data, market intelligence, and candidate feedback to influence hiring decisions and challenge assumptions when appropriate.
Provide consistent pipeline updates, market insights, risks, and recommendations to stakeholders.
Partner with Medical Leadership to continually evaluate and improve provider job descriptions, interview competencies, selection processes, and the overall candidate experience.
Collaborate with Marketing to strengthen provider recruiting materials, messaging, and employer brand positioning.
Mentor and support recruiters through complex provider searches and share best practices that improve team capability and consistency.
Lead or contribute to projects that improve the scalability, effectiveness, and quality of provider recruiting.
Identify opportunities to improve recruiting processes, tools, technology, sourcing strategies, and candidate experience.
When needed, provide recruiting support across Advanced Primary Care and other critical searches based on business priorities.
Model a high standard of recruiting ownership, accountability, responsiveness, and partnership across the Talent Acquisition team.

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: greenhouse
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401k