Recruiter
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map sections accordingly. We must not repeat job title as heading. We'll include headings: About the role (Job Summary), Responsibilities (Core Responsibilities + Hiring Manager & Business Partnership + Recruiting Operations maybe combined?), Requirements (Qualifications Required), Skills? Could combine Preferred as Skills? But we have Qualifications (Required) and Preferred maybe as Skills. Benefits section (Join Our Team and Thrive!). Also maybe Location and Travel could be folded into a short
under About the role or separate? The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Location and travel are minor metadata; we can include them in a short
under About the role or separate small paragraph. Probably better to include a short
after About the role: "Location: PACS Headquarters in downtown Salt Lake City, UT. Travel: occasional, up to 10%." We must not create Pay/Schedule sections unless posting actually states them. No pay, no schedule. We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from sections: Company Overview maybe part of About the role? Could be separate "About the company"? Not in list of headings but we could include as part of About the role? The instruction says use headings e.g. About the role, Responsibilities, etc. It doesn't forbid other headings, but we should follow those examples. Probably we should include About the role (Job Summary) and maybe About the company? But they said "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests we can use those headings; we could also include "About the company" but not in list. Safer to stick to those headings. So we can put company overview inside About the role paragraph? Might be okay. But we need to preserve all substantive information; we can include company overview in About the role paragraph.
We need to output only HTML fragment, no /, no markdown.
Let's craft:
About the role
Company Overview: PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Founded in 2013, PACS Group is one of the largest post-acute platforms in the United States. Its independent subsidiaries operate 325 post-acute care facilities with 47,000 employees across 17 states serving over 31,000 patients daily. PACS business support division, PACS Services, provides technology and administrative support services — accounting, finance, human resources, compliance, payroll, AR/AP, legal, risk management, information technology, corporate communication, and other business advice and support — to their healthcare facilities, reducing administrative burdens so their leadership and care teams can focus on the care, well-being, and quality of life of their patients and residents. PACS is one of Utah's Best Companies to work for. It has also been recognized as one of Utah's Fastest Growing Companies for multiple years.
Job Summary: The PACS Services Recruiter is an experienced, hands-on talent acquisition partner responsible for leading full-cycle recruitment for a diverse portfolio of corporate positions across PACS Services. This role partners directly with hiring managers and senior leaders to translate business needs into effective recruiting strategies, build strong talent pipelines, assess and close high-quality candidates, and deliver a consistent, responsive hiring experience. As an early member of the developing Talent Acquisition function, the Senior Recruiter also helps establish the practices, tools, data discipline, and service standards that will support PACS Services as it grows. The role is expected to operate independently, bring sound judgment to complex and hard-to-fill searches, and contribute practical ideas that improve recruiting outcomes without losing focus on day-to-day delivery.
Location: PACS Headquarters in downtown Salt Lake City, UT. Travel: occasional, up to 10% depending on business needs.
Then KEY OUTCOMES maybe part of Responsibilities? Could be separate section "Responsibilities". We'll include Responsibilities heading and list bullet points for KEY OUTCOMES and Core Responsibilities etc. But we need to avoid too many thin sections. We can combine KEY OUTCOMES and Core Responsibilities under Responsibilities as a list. We need to use- for any list of duties/requirements/benefits.
Thus under Responsibilities we can have a
- with items: each bullet can be a sentence summarizing each duty. Must preserve all substantive information; we cannot summarize away detail. So we need to include each duty as separate bullet but we can keep the detail inside each bullet.
We have many duties: Under KEY OUTCOMES (0–12 MONTHS) list of six outcomes. Under Core Responsibilities: many bullet points (Full-Cycle Recruiting, Hiring Manager & Business Partnership, Recruiting Operations, Data & Compliance). Also there are sub-bullets under each.
We need to preserve all substantive information; we can flatten them into list items but must keep the detail.
We'll create a
- with each bullet representing a duty or outcome. We'll keep the text as is.
Let's extract:
KEY OUTCOMES (0–12 MONTHS):
- Assigned corporate requisitions are actively managed from intake through accepted offer, with clear search strategies, timely communication, and visible progress.
- Qualified and diverse candidate pipelines are established for priority, recurring, and hard-to-fill roles using proactive sourcing and market outreach.
- Hiring managers experience disciplined intake, calibrated candidate slates, useful market guidance, and consistent follow-through throughout the selection process.
- Candidate communication is timely, transparent, and professional at every stage, supporting a strong PACS employment brand and competitive offer acceptance.
- Workday Recruiting records are complete and accurate, including stage movement, notes, dispositioning, offer details, and other required data.
- Recruiting performance baselines — including time-to-fill, funnel conversion, aging, source effectiveness, and offer acceptance — are understood and used to improve search strategy.
Core Responsibilities:
Full-Cycle Recruiting:
- Own a portfolio of corporate requisitions from intake and role calibration through sourcing, assessment, interview, offer, and transition to pre-hire and onboarding partners.
- Develop tailored recruiting plans based on role complexity, urgency, talent availability, business priorities, and agreed selection criteria.
- Build and maintain qualified pipelines through direct sourcing, referrals, internal talent, professional networks, targeted outreach, job boards, and other appropriate channels.
- Conduct structured screens and interviews that evaluate required capabilities, motivation, alignment, and potential risk; present concise, evidence-based candidate recommendations.
- Manage interview logistics and selection activity in partnership with coordinators and hiring teams, maintaining momentum and addressing delays quickly.
- Lead offer strategy and closing discussions within approved parameters, anticipating candidate concerns and partnering with HR and leadership on exceptions or escalation needs.
- Manage multiple searches simultaneously while prioritizing critical roles and maintaining quality, responsiveness, and attention to detail.
Hiring Manager & Business Partnership:
- Lead thorough intake meetings to clarify the business need, role outcomes, required and preferred qualifications, interview plan, compensation parameters, and shared service expectations.
- Serve as a trusted advisor to hiring managers and senior leaders on search strategy, talent availability, market conditions, candidate calibration, selection quality, and competitive positioning.
- Provide regular, concise pipeline updates that identify progress, conversion, risks, decisions needed, and recommended adjustments.
- Promote structured, job-related interviewing and consistent evaluation practices; help managers use interview guides, scorecards, and selection criteria effectively.
- Build credibility through preparation, responsiveness, candid communication, sound judgment, and reliable execution.
- Identify recurring candidate feedback and partner with Talent Acquisition leadership to improve messaging, process, and recruiting touchpoints.
Recruiting Operations, Data & Compliance:
- Coordinate closely with HR Operations, onboarding, compensation, HR business partners, Workday administrators, and other partners to ensure accurate and efficient handoffs.
- Support audit readiness by maintaining appropriate documentation and consistent process execution across assigned requisitions.
Qualifications Required:
- 3+ years of progressive full-cycle recruiting experience, including ownership of professional and corporate searches in a fast-paced environment.
- Demonstrated success sourcing and closing passive candidates for complex, competitive, or hard-to-fill positions.
- Strong hiring manager partnership skills, including intake, role calibration, market consultation, candidate presentation, and search reset conversations.
- Sound interviewing and assessment capability, with the ability to translate role requirements into structured, job-related evaluation criteria.
- Hands-on experience with applicant tracking systems and disciplined recruiting data management; Workday Recruiting strongly preferred.
- Excellent written and verbal communication, organization, judgment, follow-through, and stakeholder management skills.
- Working knowledge of employment law, equal employment opportunity principles, and recruiting compliance practices.
Preferred:
- Healthcare, healthcare services, or another complex or regulated industry recruiting experience.
- Experience supporting a multi-state, multi-site, high-growth, or acquisition-oriented organization.
- Experience helping build or improve recruiting processes, tools, metrics, or ATS workflows in a developing Talent Acquisition function.
Benefits:
- Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy.
- PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge.
- Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively.
- Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings.
- Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges.
We also have statements about diversity etc. That's boilerplate EEO; we should remove EEO/equal-opportunity boilerplate. The lines: "We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs." That's EEO boilerplate; remove.
Also "Join PACS: Elevate Healthcare with Us!" and "Join Our Team and Thrive!" maybe considered marketing but contains benefits details; we already captured benefits. The motivational paragraphs can be considered boilerplate? They are not EEO but maybe fluff. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The motivational paragraphs are not explicitly listed but could be considered fluff. However they contain some substantive info about mission? Might be considered boilerplate. Safer to keep only benefits and maybe a short motivational line? The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The motivational paragraphs are not substantive info about job; they are fluff. I'd remove them.
Thus final HTML:
About the role
Company Overview: PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Founded in 2013, PACS Group is one of the largest post-acute platforms in the United States. Its independent subsidiaries operate 325 post-acute care facilities with 47