VP of Strategic Recruiting

Job Summary:

Under the direction of the Chief Operating Officer, the Vice President of Strategic Recruitment is responsible for the strategic leadership, performance, and scalability of the Acute Care recruitment division. This role owns the recruitment strategy that drives revenue growth, clinician supply, recruiter productivity, and market competitiveness within the healthcare staffing space.

VP is accountable for building and executing short-term and long-term recruitment strategies (1-year, 3-year, and 5-year horizons) that align with company growth goals, EBITDA targets, and evolving healthcare labor market dynamics. This includes developing a high-performing recruiter organization, optimizing recruitment funnels, enforcing accountability to metrics, maintaining gross profit margins, and ensuring an exceptional clinician experience.

While responsibilities may be delegated, full accountability for recruitment performance, outcomes, and results remains with the Vice President.

Location: In-Office in Appleton, WI Preferred

Supervisory and Leadership Responsibilities:

• Recruiters within the Acute Care division
• Works in close partnership with Leadership to ensure alignment and execution across the organization

Core Role Responsibilities:

Strategic Recruitment Leadership

1. Own and execute the Acute Care recruitment strategy, aligning clinician supply with client demand and revenue goals
2. Develop and refine short-term and long-term recruitment plans that address market trends, seasonality, and competitive pressures
3. Analyze recruitment funnels (leads, submissions, interviews, starts, extensions) and implement strategies to improve conversion and speed
4. Ensure recruiter activity, focus, and execution are aligned to high-value work and outcomes

Recruiter Performance & Development

1. Coach, mentor, and develop recruiters through structured 1:1s, performance reviews, and ongoing feedback
2. Clearly define recruiter expectations, responsibilities, metrics, and accountability
3. Identify skill gaps and develop targeted training plans to improve recruiter effectiveness
4. Build a bench of high-performing recruiters through strategic hiring, onboarding, and ramp programs
5. Mentor recruiters toward career advancement using defined promotion levels

Financial & Operational Accountability

1. Create, manage, and approve recruitment budgets while maintaining GP and EBITDA targets
2. Ensure recruiters adhere to gross profit guidelines and pricing strategy
3. Partner with Operations and Client Services to balance speed, quality, and margin
4. Monitor expense control and productivity to maximize return on recruiter investment

Process, Systems & Optimization

1. Identify and implement process improvements that increase recruitment speed, efficiency, and scalability
2. Serve as a subject-matter expert in PRN recruiting tools and platforms
3. Ensure consistent, complaint, and repeatable recruitment workflows across the team
4. Develop and leverage data dashboards to drive decision-making and accountability

Culture, Communication & Collaboration

1. Build a team-driven culture where recruiters operate collaboratively and support shared goals
2. Lead regular recruiter meetings
3. Partner cross-functionally to support PRN’s mission, values, and strategic initiatives
4. Address and resolve negative clinician NPS feedback related to recruitment experience

Executive & Organizational Leadership

1. Participate in executive-level planning, forecasting, and leadership meetings
2. Serve as a strategic thought partner to senior leadership on recruitment trends and opportunities
3. Represent and elevate PRN Healthcare’s reputation within the healthcare community

Outcomes/Deliverables:

1. Growth in revenue and profitability aligned to market goals
2. Increase in total active clinicians and working employees
3. Improvement in submission volume, quality, and speed
4. Sustained or increased gross profit margin supporting EBITDA
5. Reduced recruiter turnover and increased team stability
6. High clinician satisfaction and retention
7. Growth in qualified, market-ready candidates
8. Compliance with internal policies and audit standards
9. Strengthened reputation within the healthcare staffing community
10. Strong cross-departmental collaboration and execution
11. Increased efficiency, consistency, and scalability of recruitment operations

Required Skills/Abilities:

This role requires deep expertise in strategic healthcare recruitment, including but not limited to:

• Workforce planning and clinician supply strategy
• Recruiter productivity, funnel management, and conversion optimization
• Market-driven recruitment tactics by specialty, region, and seasonality
• Balancing speed, quality, and gross profit in a competitive healthcare staffing market
• Minimum of 5 years of experience in the healthcare staffing industry.

Other Duties:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Work Environment:

1. Professional and Business Casual
2. Maintain personal schedule during core business hours 7am-5pm CST, Monday-Friday.

Physical Requirements:

1. Prolonged periods of sitting at a desk and working on a computer.
2. Must be able to lift up to 15 pounds at times.

Travel Requirements:

Travel will be required to client locations, industry conferences and events per strategic plan.