Physician Recruiter

Job Description

Executes aggressive and innovative recruitment and retention strategies for physician positions up to and including Chairs for the organization. Collaborates with the leadership to manage physician recruitment.

Job Responsibility

• Partners with Service Line and departmental leadership to design and implement sourcing strategies and methods to meet physician recruitment needs of department both currently and for the future.
• Executes successful strategies for recruiting targeted physicians.
• Attends national and local medical conferences.
• Serves as a resource to organization residents and fellows during their career development.
• Sources, screens and interviews candidates for physician positions.
• Manages search progress and ensures all privileging and on-boarding processes are completed efficiently and in a timely fashion.
• Ensures physician recruiting efforts are consistent and in compliance with Federal, State and EEO regulations and organization policies and procedures.
• Monitors internal and external factors impacting attraction and retention; maintains awareness of the national physician market.
• Assists physicians with house hunting and other relocation services.
• Operates under general guidance and work assignments are varied and require interpretation and independent decisions on course of action.
• Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.

Job Qualification

• Bachelor's Degree required, or equivalent combination of education and related experience.
• 1-3 years of relevant experience, required.

*Additional Salary Detail
The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future.When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).