Director of College Recruitment & Early Career Partnerships
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes overview, responsibilities (strategy & program ownership etc.), requirements (what you need). Benefits listed. No explicit Pay or Schedule. So we should not include Pay or Schedule sections. Also we should not repeat job title. Should not include metadata like Job ID. Should remove boilerplate like EEO etc. Also remove navigation/legal etc. So produce sections: About the role (maybe overview), Responsibilities, Requirements, Benefits. Possibly also Qualifications? The posting has "What You Need To Make a Difference" which includes qualifications and skills. Could combine into Requirements and Skills? But we have headings for Requirements, Qualifications, Skills. We could put qualifications under Requirements, skills under Skills. However we need to avoid thin sections. Let's see content: Bachelor's degree..., 7+ years..., Demonstrated success..., Experience recruiting in healthcare..., Experience owning and managing an internship..., Strong data..., Proficiency with ATS..., Exceptional relationship-building..., Ability to travel..., Established relationships..., Experience developing rotational..., Established network..., Experience with employer branding... This is a mix of qualifications and skills. Could split: Requirements (education, years experience, core experience) and Skills (relationship-building, presentation, data analytics, ATS proficiency, travel). But we need to avoid creating sections with little content. Might be okay to have both.
We need to preserve all substantive information. So we need to include all bullet points from responsibilities and requirements.
We must use - for any list of duties/requirements/benefits. So for each section we need to convert prose into list items where appropriate. However the instructions: "Use
- for any list of duties/requirements/benefits, and
for prose." So if we have a list of items, we should use ul/li. If we have prose paragraphs, use p.
Thus we need to parse the posting.
Sections:
- About the role: overview paragraph describing role. Could be a
.
- Responsibilities: multiple bullet-like paragraphs: Strategy & Program Ownership, University & Academic Partnerships, Full-Cycle Early Career Recruiting, Internship & Early Career Program Management, Employer Branding & Campus Marketing, Compliance & Operational Excellence. Each has sub-bullets. We could treat each main heading as a
- with sub-items maybe nested? But instructions only say use ul/li for any list of duties/requirements/benefits. Could make a top-level ul for responsibilities, each duty as li, and within li we can have further ul? Not prohibited. Simpler: make each duty as li, and inside li we can have p or ul. But to keep simple, we can make each duty as li and include the description as text (maybe with line breaks). Could also break sub-items into nested ul.
We'll produce:
Responsibilities
- Strategy & Program Ownership: Design and own the enterprise-wide college recruitment and early career talent strategy... etc.
...
Similarly for Requirements: maybe split into Requirements (education, experience) and Skills (relationship-building, presentation, data, ATS, travel). But we could also combine into Requirements and Skills sections.
Let's decide:
Section Requirements: Bachelor's degree..., 7+ years..., Demonstrated success..., Experience recruiting in healthcare..., Experience owning and managing an internship..., Strong data..., Proficiency with ATS..., Ability to travel..., Established relationships..., Experience developing rotational..., Established network..., Experience with employer branding...
That's many items; could be a ul.
Section Skills: maybe we could separate out "Exceptional relationship-building, presentation, and public speaking skills." and "Strong data and analytics orientation; able to build reports, interpret pipeline metrics, and present insights to senior leadership." and "Proficiency with applicant tracking systems..." and "Ability and willingness to travel up to 40%". But these are already in requirements. Might be redundant.
Better to have one Requirements section covering all qualifications and skills. Then we don't need Skills section. But we have headings for Skills optional; we can omit if not needed.
Thus we will have About the role, Responsibilities, Requirements, Benefits.
Check Benefits: list of benefits: Medical, Dental & Vision Coverage, First Stop Health Virtual Healthcare, 401(k) & Roth 401(k), Company-Paid & Voluntary Life Insurance, Health Savings Account (HSA) & Flexible Spending Account (FSA), Paid Time Off (PTO) & Holiday Incentive Pay, Tuition Reimbursement & Tuition Discounts with Select Universities, Student Debt Assistance (eligible SNF RNs & LPNs), Uniform Allowance, Partner Perks Discount Program, Perfect Attendance Program, Pay Advance & Next Day Pay, Employee Assistance Program (EAP), Support Beyond Benefits with VitalLink and the Signature Inspire Foundation. Also mention culture pillars etc. But those are not benefits exactly; but we can include as prose.
We should not include boilerplate like EEO etc.
Now produce HTML.
We'll need to ensure no extra whitespace? Just output.
Let's craft.
About the role: combine overview paragraphs: "Signature HealthCARE is a family-based healthcare company offering integrated services across multiple states. Our continuum of care includes skilled nursing, rehabilitation, assisted and memory care, and home-based services supported by innovative technologies like telehealth and Care.ai-enabled solutions. We are committed to advancing person-directed care and quality outcomes. Many of our facilities continue to receive high performance ratings and accreditations. As an award-winning organization recognized over the years by national outlets such as U.S. News & World Report, we take pride in fostering compassionate care environments and being an employer of choice in the healthcare industry." Then next paragraph: "Signature HealthCARE is looking for a Director College Recruitment & Early Career Partnerships based at our Corporate Office in Louisville, KY The Director, College Recruitment & Early Career Partnerships is a senior individual contributor responsible for designing, executing, and continuously improving the organization's campus recruiting and early career talent strategy. This role owns the full lifecycle of university relations — from building institutional partnerships and employer brand presence on campus to converting interns and new graduates into high-performing full-time hires. While this position does not have direct reports, it carries significant strategic ownership and cross-functional influence, partnering closely with business leaders, hiring managers, HR, and external academic institutions to build a sustainable pipeline of early career talent."
We could combine into one p or two p. Use for prose.
Now Responsibilities: list each duty.
We'll extract details:
Strategy & Program Ownership:
- Design and own the enterprise-wide college recruitment and early career talent strategy, aligned to workforce planning and business growth goals.
- Establish and deliver annual hiring targets for intern, co-op, and new graduate programs in partnership with business leaders and finance — currently 60–90 interns and 100–150 new graduate hires per year, representing approximately 10–20% of total company hiring.
- Develop and manage the campus recruiting budget, ensuring strong ROI on career fairs, sponsorships, events, and technology.
- Track, analyze, and report on program metrics (offer acceptance rates, intern conversion, retention, diversity of pipeline, cost per hire, time to fill) and present results to executive leadership.
University & Academic Partnerships:
- Identify, build, and maintain strategic relationships with target colleges, universities, community colleges, nursing schools, CNA/LPN training programs, and allied health programs, including career services offices, faculty, deans, clinical coordinators, and student organizations.
- Negotiate and manage partnership agreements, sponsorships, and engagement commitments with academic institutions.
- Cultivate relationships with student clubs, honor societies, and professional/affinity organizations to expand reach and strengthen the talent pipeline.
- Represent the organization at career fairs, campus events, conferences, classroom presentations, and panels.
Full-Cycle Early Career Recruiting:
- Manage full-cycle recruitment for intern, co-op, and entry-level roles: sourcing, screening, coordinating interviews, extending offers, and closing candidates.
- Partner with hiring managers to define role requirements, interview processes, and candidate evaluation criteria for early career positions.
- Ensure an exceptional, high-touch candidate experience from first contact through onboarding.
- Maintain accurate candidate data and pipeline reporting in the applicant tracking system (ATS).
Internship & Early Career Program Management:
- Design and administer the internship program end to end, including program structure, orientation, learning and development components, mentorship pairing, mid-point and final evaluations, and capstone presentations.
- Drive intern-to-full-time conversion strategy and manage the return-offer process.
- Develop rotational or early career development program frameworks as the organization scales.
- Gather and act on feedback from interns, new hires, and managers to continuously improve programs.
Employer Branding & Campus Marketing:
- Develop the early career employer value proposition and ensure consistent, compelling messaging across campus channels.
- Partner with Marketing/Communications to create recruiting collateral, social media content, and digital campaigns targeting student audiences.
- Build and manage a campus ambassador or alumni advocate network to extend brand presence.
Compliance & Operational Excellence:
- Ensure all recruiting practices comply with applicable employment laws and regulations (e.g., EEO, FLSA, immigration/work authorization considerations for student hires).
- Establish scalable, repeatable processes, playbooks, and tools to support seasonal recruiting cycles.
We'll put each main heading as
- with maybe heading and then sublist? Could embed
inside - . We'll do:
- Strategy & Program Ownership
- Design and own ...
...
That satisfies using ul/li for list.
Now Requirements: list items.
We'll create with each requirement.
Items:
- Bachelor's degree in Human Resources, Business, Communications, or a related field, or equivalent experience.
- 7+ years of progressive talent acquisition experience, with at least 4 years focused on campus/university recruiting or early career programs.
- Demonstrated success building university partnerships and managing high-volume, seasonal recruiting cycles.
- Experience recruiting in healthcare, skilled nursing, post-acute care, or another licensure-driven industry, with an understanding of clinical career pathways (CNA, LPN, RN, therapy, and allied health).
- Experience owning and managing an internship or early career program end to end.
- Strong data and analytics orientation; able to build reports, interpret pipeline metrics, and present insights to senior leadership.
- Proficiency with applicant tracking systems (e.g., Workday, Greenhouse, Lever) and campus recruiting platforms (e.g., Handshake, Symplicity, RippleMatch).
- Exceptional relationship-building, presentation, and public speaking skills.
- Ability and willingness to travel up to 40% during peak recruiting seasons.
- Established relationships with nursing schools, CNA/LPN training programs, therapy programs, and allied health institutions, including experience negotiating clinical rotation, externship, or clinical site agreements preferred.
- Experience developing rotational, co-op, or apprenticeship programs preferred.
- Established network with career services offices and student organizations at target institutions preferred.
- Experience with employer branding, recruitment marketing, or social media campaigns preferred.
Note: Some items have "preferred". We keep them.
Now Benefits: list items.
We'll create with each benefit.
Items:
- Medical, Dental & Vision Coverage
- First Stop Health Virtual Healthcare
- 401(k) & Roth 401(k)
- Company-Paid & Voluntary Life Insurance
- Health Savings Account (HSA) & Flexible Spending Account (FSA)
- Paid Time Off (PTO) & Holiday Incentive Pay
- Tuition Reimbursement & Tuition Discounts with Select Universities
- Student Debt Assistance (eligible SNF RNs & LPNs)
- Uniform Allowance
- Partner Perks Discount Program
- Perfect Attendance Program
- Pay Advance & Next Day Pay
- Employee Assistance Program (EAP)
- Support Beyond Benefits with VitalLink and
- for any list of duties/requirements/benefits, and
for prose." So if we have a list of items, we should use ul/li. If we have prose paragraphs, use p. Thus we need to parse the posting. Sections: - About the role: overview paragraph describing role. Could be a
. - Responsibilities: multiple bullet-like paragraphs: Strategy & Program Ownership, University & Academic Partnerships, Full-Cycle Early Career Recruiting, Internship & Early Career Program Management, Employer Branding & Campus Marketing, Compliance & Operational Excellence. Each has sub-bullets. We could treat each main heading as a
- with sub-items maybe nested? But instructions only say use ul/li for any list of duties/requirements/benefits. Could make a top-level ul for responsibilities, each duty as li, and within li we can have further ul? Not prohibited. Simpler: make each duty as li, and inside li we can have p or ul. But to keep simple, we can make each duty as li and include the description as text (maybe with line breaks). Could also break sub-items into nested ul.
We'll produce:
Responsibilities
- Strategy & Program Ownership: Design and own the enterprise-wide college recruitment and early career talent strategy... etc. ...
for prose. Now Responsibilities: list each duty. We'll extract details: Strategy & Program Ownership: - Design and own the enterprise-wide college recruitment and early career talent strategy, aligned to workforce planning and business growth goals. - Establish and deliver annual hiring targets for intern, co-op, and new graduate programs in partnership with business leaders and finance — currently 60–90 interns and 100–150 new graduate hires per year, representing approximately 10–20% of total company hiring. - Develop and manage the campus recruiting budget, ensuring strong ROI on career fairs, sponsorships, events, and technology. - Track, analyze, and report on program metrics (offer acceptance rates, intern conversion, retention, diversity of pipeline, cost per hire, time to fill) and present results to executive leadership. University & Academic Partnerships: - Identify, build, and maintain strategic relationships with target colleges, universities, community colleges, nursing schools, CNA/LPN training programs, and allied health programs, including career services offices, faculty, deans, clinical coordinators, and student organizations. - Negotiate and manage partnership agreements, sponsorships, and engagement commitments with academic institutions. - Cultivate relationships with student clubs, honor societies, and professional/affinity organizations to expand reach and strengthen the talent pipeline. - Represent the organization at career fairs, campus events, conferences, classroom presentations, and panels. Full-Cycle Early Career Recruiting: - Manage full-cycle recruitment for intern, co-op, and entry-level roles: sourcing, screening, coordinating interviews, extending offers, and closing candidates. - Partner with hiring managers to define role requirements, interview processes, and candidate evaluation criteria for early career positions. - Ensure an exceptional, high-touch candidate experience from first contact through onboarding. - Maintain accurate candidate data and pipeline reporting in the applicant tracking system (ATS). Internship & Early Career Program Management: - Design and administer the internship program end to end, including program structure, orientation, learning and development components, mentorship pairing, mid-point and final evaluations, and capstone presentations. - Drive intern-to-full-time conversion strategy and manage the return-offer process. - Develop rotational or early career development program frameworks as the organization scales. - Gather and act on feedback from interns, new hires, and managers to continuously improve programs. Employer Branding & Campus Marketing: - Develop the early career employer value proposition and ensure consistent, compelling messaging across campus channels. - Partner with Marketing/Communications to create recruiting collateral, social media content, and digital campaigns targeting student audiences. - Build and manage a campus ambassador or alumni advocate network to extend brand presence. Compliance & Operational Excellence: - Ensure all recruiting practices comply with applicable employment laws and regulations (e.g., EEO, FLSA, immigration/work authorization considerations for student hires). - Establish scalable, repeatable processes, playbooks, and tools to support seasonal recruiting cycles. We'll put each main heading as
- with maybe heading and then sublist? Could embed
- inside
- . We'll do:
- Strategy & Program Ownership
- Design and own ... ...
That satisfies using ul/li for list.
Now Requirements: list items.
We'll create
- with each requirement.
Items:
- Bachelor's degree in Human Resources, Business, Communications, or a related field, or equivalent experience.
- 7+ years of progressive talent acquisition experience, with at least 4 years focused on campus/university recruiting or early career programs.
- Demonstrated success building university partnerships and managing high-volume, seasonal recruiting cycles.
- Experience recruiting in healthcare, skilled nursing, post-acute care, or another licensure-driven industry, with an understanding of clinical career pathways (CNA, LPN, RN, therapy, and allied health).
- Experience owning and managing an internship or early career program end to end.
- Strong data and analytics orientation; able to build reports, interpret pipeline metrics, and present insights to senior leadership.
- Proficiency with applicant tracking systems (e.g., Workday, Greenhouse, Lever) and campus recruiting platforms (e.g., Handshake, Symplicity, RippleMatch).
- Exceptional relationship-building, presentation, and public speaking skills.
- Ability and willingness to travel up to 40% during peak recruiting seasons.
- Established relationships with nursing schools, CNA/LPN training programs, therapy programs, and allied health institutions, including experience negotiating clinical rotation, externship, or clinical site agreements preferred.
- Experience developing rotational, co-op, or apprenticeship programs preferred.
- Established network with career services offices and student organizations at target institutions preferred.
- Experience with employer branding, recruitment marketing, or social media campaigns preferred.
Note: Some items have "preferred". We keep them.
Now Benefits: list items.
We'll create
- with each benefit.
Items:
- Medical, Dental & Vision Coverage
- First Stop Health Virtual Healthcare
- 401(k) & Roth 401(k)
- Company-Paid & Voluntary Life Insurance
- Health Savings Account (HSA) & Flexible Spending Account (FSA)
- Paid Time Off (PTO) & Holiday Incentive Pay
- Tuition Reimbursement & Tuition Discounts with Select Universities
- Student Debt Assistance (eligible SNF RNs & LPNs)
- Uniform Allowance
- Partner Perks Discount Program
- Perfect Attendance Program
- Pay Advance & Next Day Pay
- Employee Assistance Program (EAP)
- Support Beyond Benefits with VitalLink and