: US Healthcare Recruiter

Company: Atharv LLC

Job Title: US Healthcare Recruiter

Experience: Minimum 3+ Years

Location: Noida, Uttar Pradesh

Work Mode: Work from Office

Shift: US Night Shift

Employment Type: Full-Time

Industry: US Healthcare Staffing and Recruitment

1. About the Role

We are looking for an experienced and results-driven US Healthcare Recruiter with at least 3 years of hands-on experience in recruiting healthcare professionals for the US staffing market. The ideal candidate must have robust knowledge of US healthcare staffing, candidate sourcing, screening, rate negotiation, submission processes, interview coordination, onboarding, and compliance requirements. The candidate should be comfortable working in the US night shift and managing multiple open positions while meeting stringent recruitment targets.

The recruiter will work closely with US-based Account Managers, Business Development Managers, and clients to fill contract, temporary, travel, and permanent healthcare staffing requirements.

1. Key Responsibilities

A. Healthcare Recruitment and Candidate Sourcing
- Source, identify, and recruit qualified healthcare professionals for US-based hospitals, clinics, healthcare systems, nursing facilities, laboratories, and other medical organizations.
- Recruit candidates for clinical, allied health, nursing, and non-clinical healthcare positions.
- Work on contract, travel nursing, per-diem, temporary, temp-to-hire, and permanent staffing requirements, depending on client demand.
- Source candidates through job portals, resume databases, LinkedIn, professional networks, referrals, social media, and internal ATS databases.
- Maintain a consistent pipeline of qualified candidates for high-demand healthcare roles.
- Proactively headhunt candidates for urgent, niche, and difficult-to-fill positions.

B. Recruitment for US Healthcare Positions The recruiter should have experience recruiting for one or more of the following categories:

Nursing and Clinical Roles

- Registered Nurse (RN)
- Licensed Practical Nurse (LPN) / Licensed Vocational Nurse (LVN)
- Certified Nursing Assistant (CNA)
- Nurse Practitioner (NP)
- Clinical Nurse Specialist
- Nurse Manager and Director of Nursing

Allied Health Professionals

- Physical Therapist (PT)
- Occupational Therapist (OT)
- Speech-Language Pathologist (SLP)
- Respiratory Therapist (RT)
- Radiology / CT / MRI Technologist
- Ultrasound / Sonography Technologist
- Medical Laboratory Technician / Medical Laboratory Scientist
- Surgical Technologist
- Pharmacy Technician

Other Healthcare Roles

- Medical Assistants
- Medical Billing and Coding Specialists
- Healthcare Administrators
- Medical Records Specialists
- Behavioral Health Professionals
- Other specialized healthcare professionals based on client requirements

C. Candidate Screening and Qualification
- Conduct initial screening calls to evaluate candidate qualifications, relevant experience, availability, location preferences, and employment interests.
- Verify the candidate's suitability against the , required specialty, clinical setting, shift, location, and experience.
- Assess candidate availability for day, night, weekend, on-call, and rotating shifts.
- Confirm compensation expectations, bill rate/pay rate compatibility, and willingness to work on the offered employment terms.
- Evaluate work authorization and employment eligibility for the United States where relevant to the role.
- Confirm the candidate's willingness to relocate or travel for assignments, when applicable.
- Identify potential concerns, including employment gaps, incomplete credentials, notice periods, and competing offers.
- Maintain accurate screening notes and candidate records in the recruitment system.

D. US Healthcare Staffing Terminology and Rate Negotiation The recruiter must understand commonly used US healthcare staffing terminology, including:
- Bill Rate: The rate charged by the staffing company to the client.
- Pay Rate: The compensation offered to the healthcare professional.
- W2: Employment through the staffing company's US payroll, subject to applicable employment and tax requirements.
- 1099: Independent-contractor classification where legally appropriate; classification must comply with applicable law.
- C2C (Corp-to-Corp): A business-to-business contractual arrangement, where permitted by the client and applicable law.
- Travel Nursing: Temporary nursing assignments that may involve travel and eligible housing or other stipends.
- Per Diem: Staffing arrangements paid for individual shifts or days worked.
- Local Contract:



A contract assignment for a qualified working within the relevant local market.
- Permanent Placement: Recruitment for a direct-hire position with the client.
- MSP (Managed Service Provider): An organization managing a client's contingent workforce program.
- VMS (Vendor Management System): A platform used to manage staffing requisitions, submissions, and assignments.
- ATS (Applicant Tracking System): Software used to track candidates and recruitment activity.
- Credentialing: Verification of professional licenses, certifications, education, employment history, and other required qualifications.

The recruiter should be capable of discussing pay expectations with candidates, checking rate alignment, and escalating rate or margin concerns to the Account Manager. E. Candidate Submission and Interview Coordination
- Prepare accurate and compelling candidate profiles for submission to US clients.
- Submit candidates within client turnaround times and agreed service-level agreements (SLAs).
- Ensure candidate consent and authorization are obtained before submitting profiles, as required by client and company procedures.
- Coordinate interviews with candidates, Account Managers, and client hiring teams.
- Follow up on interviews, feedback, offers, and pending decisions.
- Prepare candidates for interviews by explaining the role, client expectations, interview format, and assignment details.
- Manage candidate communication throughout the recruitment lifecycle.
- Maintain regular follow-ups to minimize candidate dropouts and offer declines.

F. Credentialing, Documentation and Compliance
- Coordinate collection and verification of relevant candidate documentation.
- Track active professional licenses and certifications, including state-specific nursing licenses where required.
- Understand the importance of Nursys verification for applicable nursing licenses and the distinction between state licensure and multistate privileges under the Nurse Licensure Compact.
- Coordinate applicable background checks, employment verification, education verification, references, drug screening, and occupational health requirements.
- Track Basic Life Support (BLS), Advanced Cardiovascular Life Support (ACLS), and other certifications where relevant to the role.
- Understand the importance of applicable healthcare credentials and certifications, such as specialty certifications and facility-specific requirements.
- Coordinate compliance documentation related to vaccination or immunity requirements, TB screening, and other occupational health requirements where applicable.
- Maintain confidentiality of candidate information and comply with company policies and applicable privacy requirements.
- Ensure that candidates meet mandatory client requirements before deployment.
- Escalate expired credentials, incomplete documentation, and discrepancies promptly.

Note: The recruiter coordinates these activities and should not represent that they independently certify clinical credentials or determine legal compliance. G. Recruitment Tools and Technology

- Use applicant tracking systems (ATS), vendor management systems (VMS), job portals, and candidate databases effectively.
- Maintain accurate candidate status updates, screening notes, submissions, interviews, offers, and joining information.
- Use Boolean search techniques and advanced sourcing methods to identify qualified candidates.
- Maintain organized candidate pipelines and ensure timely follow-ups.
- Generate recruitment activity reports and provide regular updates on open requisitions.
- Adapt quickly to new recruitment tools, client portals, and internal reporting systems.

H. Candidate Relationship and Retention
- Build strong relationships with candidates to improve engagement and successful placements.
- Maintain a database of qualified and available healthcare professionals for future assignments.
- Follow up regularly with candidates who are submitted, interviewed, offered positions, or awaiting deployment.
- Reduce candidate no-shows, offer dropouts, and last-minute assignment cancellations.
- Maintain a professional candidate experience throughout the hiring process.

1. Required Skills and Qualifications

- Minimum 3 years of hands-on experience in US healthcare recruitment.




- Strong understanding of US healthcare staffing processes and terminology.
- Experience sourcing, screening, and submitting healthcare professionals for US clients.
- Knowledge of clinical and allied healthcare job titles, specialties, credentials, and licensing requirements.
- Experience with Boolean searches, job portals, LinkedIn, ATS, and VMS platforms.
- Good understanding of US time zones and the ability to coordinate with US-based clients and candidates.
- Strong verbal and written English communication skills.
- Good negotiation, follow-up, coordination, and relationship-management skills.
- Ability to manage multiple requisitions simultaneously and prioritize urgent positions.
- Target-oriented mindset with a strong focus on candidate quality, submission turnaround, and successful placements.
- Strong attention to detail and ability to maintain accurate recruitment documentation.
- Willingness to work full-time from the Noida office during the US night shift.

1. Preferred Qualifications

- Experience working with US healthcare staffing firms, recruitment process outsourcing (RPO) providers, or staffing agencies.
- Experience recruiting for hospitals, healthcare systems, skilled nursing facilities, long-term care facilities, rehabilitation centers, or home healthcare providers.
- Familiarity with platforms such as Bullhorn, Aviont, CEIPAL, JobDiva, or comparable ATS/VMS systems.
- Experience working with MSP/VMS-driven accounts and healthcare staffing vendor programs.
- Experience in travel nursing, allied health, per-diem, or local contract staffing.
- Knowledge of US healthcare licensing and credentialing workflows.
- Experience handling urgent requirements and high-volume recruitment.

1. Key Performance Indicators (KPIs)

Performance will be measured using agreed targets appropriate to the assigned healthcare staffing desk and role mix. KPIMeasurementCandidate sourcingQualified candidates identified against open requisitionsCandidate screeningRelevant candidates screened and assessedCandidate submissionsQualified candidate profiles submitted to clientsSubmission turnaroundTime taken to submit candidates against new requisitionsInterview conversionInterviews secured from submitted candidatesPlacement conversionSuccessful placements from interviews and submissionsRequisition fulfillmentPercentage of assigned positions successfully filledCandidate retentionOffer acceptance, joining rate, and assignment retentionData accuracyCompleteness and accuracy of ATS/VMS recordsCompliance readinessTimely completion of required documentationProductivityConsistent achievement of individual and team recruitment targets

Specific numerical targets will be defined by management based on the staffing desk, role complexity, client demand, and available requisitions.

1. Working Hours and Work Environment

- Work location: Noida, Uttar Pradesh.
- Work arrangement: Work from office.
- Shift: US night shift aligned with assigned US client time zones.
- Working hours may align with Eastern, Central, Mountain, or Pacific Time, depending on business requirements.
- Flexibility may be required to support urgent requisitions, interviews, and client calls.
- The role requires consistent communication with US-based stakeholders and adherence to recruitment deadlines.

1. What We Offer

- Chance to work with US healthcare staffing clients.
- Exposure to a wide range of clinical and allied health recruitment requirements.
- Performance-driven work environment with measurable goals.
- Opportunities for professional growth in healthcare recruitment and account delivery.
- A collaborative team environment with scope to take ownership of recruitment delivery.

1. Ideal Candidate Profile

The ideal candidate is a self-motivated healthcare recruiter who understands the pace and complexity of US staffing. They should be able to source candidates independently, qualify them thoroughly, negotiate within approved pay-rate parameters, coordinate submissions efficiently, and consistently follow through until placement and joining. Candidates with experience in general IT recruitment alone, without hands-on US healthcare recruitment experience, will not be the primary preference.
1. How to Apply

Interested candidates who meet the experience criteria may submit their updated resume, highlighting:
- Total experience in US healthcare recruitment.
- Healthcare specialties handled.
- Types of staffing handled: travel, contract, per-diem, or permanent.
- ATS/VMS platforms used.
- Average monthly submissions, interviews, and placements, where available.
- Current location, notice period, and salary expectations.

Apply for the position of US Healthcare Recruiter Noida.

📌 Us Healthcare Recruiter (Noida)
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