• Partner with the Talent Acquisition Lead to design and stand up the processes, workflows, and standards that scale recruiting from 50 people to hundreds • Bring a point of view: find where the process breaks, slows, or could be sharper — and build the fix • Establish the operational rigor and documentation that make great hiring repeatable, not dependent on any one person • Own Greenhouse as the system of record — configuration, structure, hygiene, and discipline • Keep data clean, current, and trustworthy, so every report and decision rests on solid ground • Pull weekly, monthly, and quarterly reporting on KPIs and OKRs, and surface the trends that matter • Drive coordination across the full recruiting pipeline — every department, every stage — keeping searches moving and on standard • Coordinate interviews across hiring managers, panels, and candidates with zero dropped threads • Prioritize searches against benchmarks and metrics to meet business goals • Protect a candidate experience that reflects how seriously we take our people, start to finish • Pitch in on company research, sourcing, and initial candidate outreach using LinkedIn, and other tools when searches need the lift

• Own full-cycle recruiting for every open role, from defining the search to a signed offer, across all departments at once. • Source proactively. Build a network of passive candidates and develop a sourcing strategy for each role rather than waiting for inbound. • Write fantastic job postings, and recommend changes when the wrong candidates are coming through. • Screen, interview, and keep candidates moving. Run phone pre-screens, coordinate interviews, and follow up with everyone. • Close candidates. Sell the role, manage comp, and navigate counteroffers and cold feet. • Partner with hiring managers to prioritize needs, push back on unrealistic criteria, and build a seamless interview process. • Own our Ashby instance and recruiting data. Keep the funnel accurate and build out new and existing processes as you go. • Track weekly and monthly recruiting metrics, and maintain dashboards that give real-time visibility into pipeline health and hiring performance. • Surface insights from the data and flag at-risk searches early, serving as the go-to resource for recruiting reporting.

• You'll own full-cycle recruiting for every open role, from defining the search to a signed offer, across all departments at once. • Source proactively. Build a network of passive candidates and develop a sourcing strategy for each role rather than waiting for inbound. • Write fantastic job postings, and recommend changes when the wrong candidates are coming through. • Screen, interview, and keep candidates moving. Run phone pre-screens, coordinate interviews, and follow up with everyone. • Close candidates. Sell the role, manage comp, and navigate counteroffers and cold feet. • Partner with hiring managers to prioritize needs, push back on unrealistic criteria, and build a seamless interview process. • Own our Ashby instance and recruiting data. Keep the funnel accurate and build out new and existing processes as you go. • Track weekly and monthly recruiting metrics, and maintain dashboards that give real-time visibility into pipeline health and hiring performance. • Surface insights from the data and flag at-risk searches early, serving as the go-to resource for recruiting reporting.

Role Description As a Travel Healthcare Recruiter, your role will be sales-based and you will be responsible for building relationships with qualified healthcare professionals who have interest in traveling to hospital contract assignments, persuasively presenting information about these assignment opportunities, maintaining long-lasting relationships, and growing a successful business. Your prior experience in sales, recruiting, account management or staffing will fast-track your success. This is a remote position, work from home! Local candidates are also welcome for in office or hybrid work. - Identifying, vetting and recruiting qualified healthcare professionals for short-term assignments. - Utilizing excellent written and verbal communication skills to persuasively present job opportunities including hospital assignment details, location, compensation, and benefits to prospective and existing clients. - Educating prospective candidates on the personal and professional benefits of a travel healthcare career. - Maintaining long-lasting relationships with healthcare professionals by providing superior customer service before, during and after each assignment. - Growing the number of healthcare professionals on assignment and under your management by meeting and exceeding monthly recruitment goals. Qualifications - Minimum of 2+ years of success in a sales, staffing, and/or metrics-driven role. - Bachelor’s Degree or Higher preferred with a focus on business, sales, communication, hospitality, or related field. - Competitive, confident, go-getter. - Smart, critical thinker with strong negotiating skills. - Self-motivated business minded leader that thrives in an autonomous, fast-paced work environment. - Consummate professional with excellent communication and interpersonal skills. - History of success with a will-to-win, optimistic attitude. Benefits - Paid Vacation and Personal Time off. - Paid sick leave in accordance with all applicable state, federal, and local laws. - Medical Insurance. - Dental Insurance. - Life Insurance. - Vision insurance. - Generous 401(k) match. - Short Term and Long-Term Disability Insurance. - This position has a base salary of $50,000.00 and you can expect to earn, with commissions, up to $65,000.00 in your first year by reaching achievable goals. Company Description American Traveler is an Equal Opportunity Employer (EEO) and welcomes all to apply.