Recruiting Coordinator

US-Based, Remote Opportunity | Full-Time

About HireCare

HireCare partners with healthcare organizations to build and maintain their permanent workforce. We support organizations across Applied Behavior Analysis (ABA), Skilled Nursing Facilities (SNFs), and Home Care, helping them recruit the people they need to operate, grow, and reduce their reliance on temporary staffing. Our recruiting team manages multiple clients, locations, roles, and hiring priorities at any given time.

About the Role

The Recruiting Coordinator is responsible for helping the recruiting organization stay organized, properly staffed, and focused on the highest-priority client needs. This is an operational and coordination role—not a recruiting management role. You will have visibility across the recruiting team and help the Senior Director of Recruiting understand where the team has capacity, where recruiters are overloaded, which client accounts need additional attention, and where recruiting activity may be falling behind. You will work closely with recruiters throughout the day to understand their schedules, workload, and priorities, while maintaining a broader view of what is happening across our client accounts. The ideal candidate is highly organized, proactive, analytical, and comfortable working in a fast-moving healthcare recruiting environment. You naturally notice when something is off and are comfortable raising the issue and helping coordinate a solution.

Responsibilities

• Recruiter Scheduling & Capacity
  • Manage and maintain recruiter schedules, shifts, assignments, and client coverage.
  • Maintain an up-to-date view of recruiter workload and available capacity.
  • Identify when a recruiter is over capacity, has available capacity, or may be falling behind.
  • Help coordinate workload adjustments and account coverage based on changing client needs.
  • Coordinate coverage when recruiters are out, schedules change, or priorities shift.
  • Ensure recruiters have clear assignments and understand their highest-priority work.
• Client Account Prioritization
  • Maintain visibility into the recruiting needs of each assigned client account.
  • Monitor client hiring needs, open positions, recruiting activity, candidate pipelines, and other indicators of account health.
  • Understand which clients and positions require the greatest level of attention at any given time.
  • Identify accounts that may not be receiving sufficient recruiting coverage.
  • Flag urgent or under-supported accounts to the Senior Director of Recruiting.
  • Help align available recruiter capacity with the client accounts and positions that need it most.
  • Understand that recruiting priorities can vary significantly across ABA, SNF, and Home Care clients based on their operational needs.
• Recruiting Team Coordination
  • Serve as a central point of coordination for recruiter schedules, assignments, and workload.
  • Work directly with recruiters to understand their workload, priorities, and capacity.
  • Help identify and communicate changes in account priorities or recruiter assignments.
  • Coordinate internal meetings, schedules, coverage, and other team logistics.
  • Maintain accurate recruiting schedules, assignments, and operational trackers.
  • Help recruiters stay focused on the work that has the greatest impact for their clients.
• Monitoring & Reporting
  • Review recruiting activity and operational data to identify trends, gaps, and potential issues.
  • Monitor recruiter workload and activity against current client priorities.
  • Identify where work is accumulating, recruiting activity is slowing, or client needs may not be receiving sufficient attention.
  • Provide the Senior Director of Recruiting with clear visibility into recruiter capacity, account coverage, and areas requiring attention.
  • Maintain dashboards, reports, and other tools used to manage recruiting operations.
  • Escalate issues early rather than waiting for them to become client problems.
• Supporting the Senior Director of Recruiting
  • Provide the Senior Director with accurate, timely information about recruiter capacity, workload, and client priorities.
  • Help the Senior Director determine where recruiting resources may need to be shifted.
  • Surface potential issues, bottlenecks, or coverage gaps.
  • Help coordinate execution of changes to recruiter assignments and priorities.
  • Support process improvements that make the recruiting organization more efficient and scalable.
  • Provide information to Executive Leadership when requested.

What Success Looks Like

Success in this role means the recruiting team is organized, balanced, and focused on the right clients and positions every day. You will be successful when:

• Recruiters have clear priorities and manageable workloads.
• Available recruiter capacity is being effectively utilized.
• High-priority client accounts receive the appropriate level of attention.
• Recruiters who are falling behind are identified quickly.
• Coverage gaps are identified before they become client problems.
• The Senior Director has a clear picture of team capacity and account coverage.
• Changes in client priorities are reflected quickly in recruiter assignments.
• Issues are surfaced proactively rather than after they become urgent.
• Recruiters can spend more of their time recruiting and less time managing operational coordination.

Qualifications

• 1–3 years of experience in recruiting coordination, healthcare staffing, workforce coordination, operations, scheduling, or a similar role.
• Highly organized with exceptional attention to detail.
• Strong ability to manage multiple priorities and changing demands.
• Comfortable working with spreadsheets, dashboards, and operational data.
• Strong communication skills and excellent follow-through.
• Comfortable communicating directly with recruiters and escalating issues to the Senior Director.
• Ability to recognize patterns, identify gaps, and proactively raise concerns.
• Strong problem-solving skills and a willingness to take ownership.
• Comfortable working in a fast-paced environment where priorities can change quickly.

Preferred Qualifications

• Experience supporting a recruiting or talent acquisition organization.
• Experience in healthcare recruiting, healthcare staffing, or another high-volume recruiting environment.
• Familiarity with ABA, Skilled Nursing, Home Care, or other healthcare environments.
• Experience coordinating schedules, staffing, workforce allocation, or team capacity.
• Experience with Monday.com, ATS platforms, CRM systems, or workforce management tools.
• Strong analytical and operational skills.

The Person We’re Looking For

We’re looking for someone who naturally thinks: Who needs help? Who has capacity? Which client needs us most right now? Where are we falling behind? And what can we do about it? You don’t need to manage the recruiters. You need to help the recruiting organization operate effectively. You will be the person who sees the bigger picture across the team—connecting recruiter capacity, client priorities, schedules, and recruiting activity—and helps make sure the Senior Director has the information needed to make good decisions. You are proactive rather than reactive. You don’t wait for someone to tell you there is a problem. You identify the gap, communicate it, and help coordinate the solution. Most importantly, you understand that behind every open healthcare position is an organization that needs the right people to serve patients, support families, maintain operations, and grow.

Pay

$45,000–$50,000 annually, based on experience