Senior Clinical Recruiter - Sourcing (RN / NP)

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections with real content. The posting includes: "What Makes This Role Unique" (maybe not a standard heading but we can treat as About the role? Actually they have "Position Overview" and "About Esperta Health". We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have content for About the role (maybe combine "What Makes This Role Unique" and "Position Overview" and "About Esperta Health"?). Responsibilities: there is a "Key Responsibilities" section with subpoints. Requirements: there is a "Requirements" heading then bullet list? Actually after "Requirements" they list "Key Responsibilities" then later "Ideal Candidate Profile" then "Required Qualifications". So we need to separate Responsibilities, Requirements, Qualifications, Skills. The posting includes "Required Qualifications" (list). Also "Ideal Candidate Profile" could be Skills? Might treat as Skills. Benefits: they list benefits. Pay and Schedule: not mentioned, so we should NOT include those sections. Also we must not include headings with filler. So we will produce sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits. We need to preserve all substantive information, not invent or summarize away detail. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to extract prose sections: "What Makes This Role Unique" paragraph(s). Then "Position Overview". Then "About Esperta Health". Combine into About the role? Probably we can put those under About the role heading as paragraphs. Responsibilities: list under Key Responsibilities with subheadings? The text includes bullet-like sentences but not actual list formatting. We need to turn each duty into

• . We must preserve all details. Let's parse responsibilities section: "Key Responsibilities Sourcing and Candidate Generation Build and execute a sourcing strategy that reaches wound care RNs, NPs, and other clinicians where they are, drawing on channels such as state nursing board license data, wound care certification bodies and specialty societies such as WOCN, nursing school and alumni networks, per diem and agency networks, clinician referral programs, and local professional and community networks Conduct direct outreach to prospective clinicians, including cold outreach at volume, and manage consistent follow-up Continuously test new sourcing channels, measure what each one produces, and discontinue those that do not perform Represent Esperta Health to clinical audiences in person where warranted, including conferences, career events, and nursing school partnerships Talent Pool Development Build and maintain a standing pool of qualified clinicians in each market we operate in, so that new openings are filled from known candidates rather than started from scratch Develop long-term relationships with strong clinicians who are not ready to make a move today Maintain accurate, usable candidate records including licensure, specialty, geography, availability, and relationship history Establish pipelines in advance of hiring needs in new and expanding markets Partnership with Clinical Leadership Partner with nursing and clinical leaders to understand staffing needs, position requirements, qualifications, and workforce priorities before a search begins Consult with hiring leaders on realistic candidate profiles, job requirements, and interview practices Identify barriers that slow hiring or reduce candidate quality, and recommend practical solutions Support workforce planning with clinical talent-market insight and recruiting data as we enter and expand markets Hiring Process Support Screen both sourced and inbound candidates for wound care experience, clinical qualifications, and fit with in-home care, which draws a different clinician than hospital-based nursing, so that clinical leaders engage only with candidates worth their time Coordinate interviews and facilitate timely feedback from hiring leaders Support the offer, pre-employment, and onboarding handoff process Maintain a positive candidate experience throughout Performance and Reporting Establish and meet targets for pipeline depth by market, time-to-fill, offer acceptance, and channel effectiveness Report regularly on sourcing activity, channel performance, and pipeline health, and recommend improvements to sourcing, screening, and hiring processes Advise leadership on clinical labor market conditions, compensation competitiveness, and realistic hiring timelines Maintain accurate documentation within the applicant tracking system" We need to turn each line into
• . Could group under subheadings? Not required; just list. Requirements: The section "Requirements" appears but then they go into "Key Responsibilities". Actually after "Requirements" heading they list "Key Responsibilities". So maybe the Requirements section is empty? Actually they wrote: "Requirements Key Responsibilities" Thus the Requirements heading is followed directly by Key Responsibilities (which is responsibilities). So there is no separate Requirements list. However later they have "Required Qualifications" and "Ideal Candidate Profile". So we might treat Requirements as empty and omit it. But we need to include Requirements only if there is real content. There's none, so omit. Qualifications: we have "Required Qualifications" list. We'll put under Qualifications heading. Skills: we have "Ideal Candidate Profile" which describes traits; could be Skills. We'll put under Skills heading. Benefits: list. Now we need to preserve all substantive information. Let's extract prose for About the role: - "What Makes This Role Unique" paragraph(s): "Most recruiting roles hand you a process you are expected to follow. Here, you will help define it. Esperta Health is growing quickly, and our ability to reach more patients comes down to how well we find the clinicians who care for them, so the importance of this role cannot be overstated. You will not inherit someone else's playbook. We are open to how this gets done, and we want someone with the experience to decide: your strategy, your channels, your relationships, your results. If you have ever been the person who knew where the talent actually was and wanted the room to go get it, this is that opportunity, and you will see the impact directly, in patients healed at home." - "Position Overview": "We are seeking an experienced Senior Clinical Recruiter to find the registered nurses, nurse practitioners, and other clinicians who deliver care for Esperta Health. We hire clinicians with wound care experience, which makes this a specialized search rather than a general nursing one. The emphasis here differs from most in-house recruiting roles, which are weighted toward screening and coordination. This one is sourcing-first: the majority of your time will be spent identifying and reaching clinicians who are not actively looking, market by market, through channels well beyond job boards and LinkedIn. Many of the nurses we need are not browsing postings, and a great number of them are not on LinkedIn at all. You will set the sourcing strategy and execute it yourself, while also screening candidates, supporting interview coordination, and assisting with the onboarding handoff as our clinical teams grow." - "About Esperta Health": "Esperta Health is pioneering the future of wound care by delivering expert, in-home wound management backed by evidence-based practices. Our mission is to standardize wound care, improve healing outcomes, and reduce costs through comprehensive and patient-centered care." We'll combine these into maybe three paragraphs under About the role. Now Responsibilities: we need to list each duty as
• . Let's extract each bullet line. I'll create list items: - Build and execute a sourcing strategy that reaches wound care RNs, NPs, and other clinicians where they are, drawing on channels such as state nursing board license data, wound care certification bodies and specialty societies such as WOCN, nursing school and alumni networks, per diem and agency networks, clinician referral programs, and local professional and community networks - Conduct direct outreach to prospective clinicians, including cold outreach at volume, and manage consistent follow-up - Continuously test new sourcing channels, measure what each one produces, and discontinue those that do not perform - Represent Esperta Health to clinical audiences in person where warranted, including conferences, career events, and nursing school partnerships - Build and maintain a standing pool of qualified clinicians in each market we operate in, so that new openings are filled from known candidates rather than started from scratch - Develop long-term relationships with strong clinicians who are not ready to make a move today - Maintain accurate, usable candidate records including licensure, specialty, geography, availability, and relationship history - Establish pipelines in advance of hiring needs in new and expanding markets - Partner with nursing and clinical leaders to understand staffing needs, position requirements, qualifications, and workforce priorities before a search begins - Consult with hiring leaders on realistic candidate profiles, job requirements, and interview practices - Identify barriers that slow hiring or reduce candidate quality, and recommend practical solutions - Support workforce planning with clinical talent-market insight and recruiting data as we enter and expand markets - Screen both sourced and inbound candidates for wound care experience, clinical qualifications, and fit with in-home care, which draws a different clinician than hospital-based nursing, so that clinical leaders engage only with candidates worth their time - Coordinate interviews and facilitate timely feedback from hiring leaders - Support the offer, pre-employment, and onboarding handoff process - Maintain a positive candidate experience throughout - Establish and meet targets for pipeline depth by market, time-to-fill, offer acceptance, and channel effectiveness - Report regularly on sourcing activity, channel performance, and pipeline health, and recommend improvements to sourcing, screening, and hiring processes - Advise leadership on clinical labor market conditions, compensation competitiveness, and realistic hiring timelines - Maintain accurate documentation within the applicant tracking system Now Qualifications (Required Qualifications): List: - Bachelor's degree in Human Resources, Business, Healthcare Administration, Nursing, or a related field, or equivalent experience - Substantial experience recruiting registered nurses, nurse practitioners, and other clinicians, including significant time spent actively sourcing passive candidates rather than working solely from inbound applicant flow - Experience building a clinical sourcing function from the ground up. Candidates should be prepared to describe a specific example: what existed at the start, what was built, and what it produced - Demonstrated use of sourcing channels beyond job boards and LinkedIn. Candidates should be prepared to name specific channels, explain why they were selected, and describe the results each produced - Evidence of building a talent pool that was reused for subsequent hires rather than rebuilt each time - Experience sourcing across multiple geographic markets simultaneously, including markets where no prior network existed - Strong working knowledge of clinical nursing roles, credentials, and healthcare workforce environments - Working knowledge of nursing licensure across states, including compact and non-compact states, and its effect on candidate availability and timelines - Ability to manage multiple open requisitions and competing priorities across markets in a fast-paced environment - Strong written communication, relationship-building, and negotiation skills. Most first contact with a clinician will be something you wrote - Experience with an applicant tracking system and modern sourcing tools Now Skills (Ideal Candidate Profile): Paragraph: "A hunter who is energized by finding people no one else can find, not by working an inbound queueA builder who has stood something up from nothing and wants to do it againSelf-directed and accountable, comfortable owning an outcome without daily direction or support staffGenuinely curious about where clinicians gather, and willing to test channels no one has triedOrganized enough to keep a growing talent pool clean and usable months before it is neededCredible and warm in conversation with clinicians, who can tell immediately whether you understand their work" We need to split into list items maybe each trait. Could keep as prose? The instruction: Use
  • for any list of duties/requirements/benefits, and

    for prose. For Skills, it's a list of traits; we can treat as list. Let's split by the capital letters after each description? The text runs together without spaces. We need to parse: "A hunter who is energized by finding people no one else can find, not by working an inbound queueA builder who has stood something up from nothing and wants to do it againSelf-directed and accountable, comfortable owning an outcome without daily direction or support staffGenuinely curious about where clinicians gather, and willing to test channels no one has triedOrganized enough to keep a growing talent pool clean and usable months