Role Description A RHF TALENTOS BALNEARIO CAMBORIU - Centro/SC busca um Recrutador Freelance #1270 para atuar em Home Office. - Gerenciar processos de recrutamento e seleção - Coordenar entrevistas e avaliações de candidatos - Acompanhar o ciclo de contratação - Colaborar com equipes internas para identificar necessidades de pessoal Qualifications - Experiência em recrutamento e seleção - Conhecimento em ferramentas de recrutamento - Possuir ferramentas próprias para o trabalho - Capacidade de trabalhar de forma autônoma e em Home Office - Habilidades de comunicação e negociação - Experiência em busca ativa - Disponibilidade de horário - Interesse em trabalhar 100% comissionado - Proatividade e organização - Diferencial, morar em Santa Catarina Benefits - Flexibilidade de horário - Oportunidade de desenvolvimento profissional - Ambiente de trabalho colaborativo - Sem Salário Fixo, você ganha por performance! Company Description A oportunidade de contribuir para o sucesso da RHF TALENTOS BALNEARIO CAMBORIU - Centro/SC é única e promete um caminho de crescimento profissional. Se você é motivado(a) e gosta de desafios, candidate-se. Envie seu currículo para mario.reis@rhf.com.br ou por whatsapp (47) 99662-2788 ou se candidate diretamente pelo anúncio. #LI-Remote

Role Description As MOBE builds out a new Complex Care Management program, the Contract Recruiter, RN Case Manager is responsible for sourcing, screening, and delivering qualified registered nurse case managers and RN managers on the cadence required to meet our launch and ramp commitments. This is a high-volume, high-velocity individual contributor role. The recruiter will own the full life cycle — intake, sourcing, screening, scheduling, offers, pre-boarding handoff and will partner closely with MOBE’s Talent Acquisition Partner, HR Generalists, Clinical Operations leadership, and the contracted background and licensure verification vendors to keep candidates moving through the funnel within an 8–12-week req-to-start cycle. Success in this role is measured by on-time class filling, candidate quality, offer-accept rate, and candidate experience consistent with MOBE’s values. Responsibilities - Run the full life cycle for all RN case manager and RN manager hires for the Complex Care Management program. - Build and maintain an active pipeline of telephonic RN case managers, complex care nurses, transitional care nurses, and managed-care RNs. - Source candidates through LinkedIn Recruiter, Indeed, niche nursing job boards, employee referrals, alumni networks, professional nursing associations, and Boolean-based passive search; maintain documented sourcing-channel performance and adjust the mix weekly to hit throughput targets. - Conduct phone screens that assess clinical fit (case management vs. acute care experience, telephonic comfort, member-engagement style), shift availability, multi-state licensure status, technology readiness for fully remote work, and alignment with MOBE values. - Coordinate interview loops with RN Managers and Clinical Operations leadership — managing scheduling across time zones, prepping interviewers, capturing structured feedback, and driving same-day debriefs to keep velocity high. - Manage offers — present, negotiate within approved limits, secure verbal acceptance, and offer-letter generation, start-date confirmation, and class assignment. - Own the candidate experience end to end — proactive communication, transparent timelines, prompt updates after each stage, and a respectful close-out for candidates not selected. - Partner with contracted background-check and licensure verification vendors to confirm RN license is active and unencumbered in all required states, and to surface any issues that could jeopardize start-date commitments. - Track and report weekly recruiting metrics — reqs open, candidates in pipeline by stage, time-to-fill, offer-accept rate, decline reasons, and class-fill progress. - Maintain accurate, timely data in the applicant tracking system, ensuring auditable records that meet OFCCP and EEO requirements as well as health plan delegation-oversight expectations. - Surface risks early — if a class is trending behind on candidate volume or quality, raise it with enough lead time to adjust sourcing, expand criteria, or trigger contingent-staffing conversations. Company Description MOBE helps people discover new ways to live healthier. We are the whole-person, cross-condition solution that goes further to deliver better health and lower overall costs through evidence-based individual health guidance and pharmacist-led medication management. We empower individuals to make meaningful changes that improve their health and overall well-being. Behind our innovative solutions are robust data analytics, digital application, and a uniquely human philosophy. With one-to-one connection and compassion, we uncover opportunities, overcome challenges, and motivate people to transform their lives. At MOBE our team is our most significant asset. We cultivate a culture grounded in curiosity, innovation, and growth. We encourage new ideas, fresh solutions, and meaningful impact. We value a workforce made up of people with differences who are eager to learn from each other and grow personally and professionally. We extend this approach to our partners and communities, seeking to increase understanding and expand opportunities across all groups.

• Own and execute the end-to-end recruiting process across a variety of roles, with a strong emphasis on analytics, healthcare IT, Epic, and life sciences talent • Partner closely with hiring managers and leadership to define hiring needs, build thoughtful recruiting strategies, and advise on market trends and talent availability • Develop and execute targeted sourcing strategies for hard-to-fill roles, with a focus on analytics, Epic-certified talent, and life sciences professionals • Build and maintain a strong, diverse pipeline of high-quality candidates through proactive sourcing, networking, and relationship management • Serve as a subject matter expert in healthcare IT recruiting, including Epic applications, data and analytics roles, and life sciences domains • Drive a best-in-class candidate experience by ensuring clear communication, timely feedback, and a seamless interview process from start to finish • Act as a brand ambassador for Prominence, effectively articulating our value proposition and differentiators to candidates • Contribute to and execute employer branding initiatives to enhance Prominence’s presence in the market and attract top-tier talent • Leverage recruiting data and analytics to track pipeline health, identify trends, and continuously optimize recruiting strategies and processes • Maintain accurate and up-to-date candidate and requisition data within the applicant tracking system • Collaborate cross-functionally with People, Sales, and Delivery teams to align recruiting efforts with broader organizational goals

• Managing the end-to-end recruitment process for healthcare and patient-facing roles, including posting job ads, sourcing talent, reviewing applicants, scheduling interviews, conducting phone screens, extending offers, conducting reference checks, and submitting background checks and Provider credentialing information • Orienting and supporting new employees throughout the onboarding process, including any role-specific compliance or credentialing requirements • Collaborating with hiring managers, clinical leads, and subject matter experts (SMEs) to understand role requirements and creating compelling job ads that resonate with healthcare professionals • Providing timely, transparent communication to candidates regarding interview and hiring statuses, maintaining a high-touch experience suited to a competitive healthcare talent market • Monitoring and maintaining recruitment metrics and reports, with attention to time-to-fill benchmarks for patient-critical roles • Researching the healthcare hiring landscape, including talent availability in telehealth and virtual care, to generate innovative sourcing strategies and strengthen our recruiting efforts • Participating in weekly meetings and updating team(s) and hiring managers on recruiting efforts and candidate pipeline