Talent Acquisition Specialist

The Role

Own recruiting for respiratory therapists and other clinical roles. Build relationships and candidate pipelines proactively,

move quickly as priorities change, and keep candidates and leadership consistently informed. Quality hires and retention

matter more than hours logged. In this role, success looks like: strong candidate pipelines before openings become urgent, fast and thoughtful hiring, excellent communication, high-quality hires who stay, and continual improvement of the recruiting process.

What you'll do

• Proactively source candidates through networking, referrals, social media, professional groups, job boards, and other creative channels.
• Build qualified pipelines ahead of market launches and adjust sourcing strategies when a role is difficult to fill.
• Screen candidates, coordinate interviews, and maintain responsive communication throughout the hiring process.
• Guide candidates through offers, onboarding, and pre-employment requirements.
• Partner with leadership on staffing needs and keep priorities, progress, and roadblocks highly visible.
• Maintain organized records and track pipeline, time-to-fill, hires, and retention.
• Improve recruiting processes and, over time, take on additional HR responsibilities based on business needs and
• experience.

Qualifications

• Prior recruiting or talent acquisition experience; healthcare recruiting is strongly preferred.
• A proactive networker and creative sourcer who enjoys finding candidates rather than waiting for applications.
• Highly organized, efficient, responsive, and comfortable taking initiative.
• Excellent follow-through and a willingness to over-communicate in a fast-changing remote environment.
• Ability to manage multiple openings and priorities while maintaining a strong candidate experience.
• Experience with recruiting tools such as Rippling, Indeed, LinkedIn, ZipRecruiter, or similar platforms.
• Preferred: Experience recruiting respiratory therapists, nurses, or allied health professionals; knowledge of multi-state hiring or healthcare credentialing; and interest in broader HR work.

Compensation

Expected commitment is no more than 20 hours per week. Compensation rewards efficient recruiting outcomes rather

than hours logged.

• $750 weekly base compensation.
• $175 hiring bonus for each candidate who is hired and successfully completes onboarding.
• $225 retention bonus when that employee reaches 90 days of active employment.
• Additional performance incentives may be added as Crosswalk Health grows.