About the role
Work Type
On-site
Industry
Not Specified
POSITION SUMMARY:
Business Development & Recruitment Specialist
Job Description — Client Referral Growth + Caregiver Recruitment
Reports To: CEO
Classification: 58K plus incentive plan for leads and caregivers recruited
Employment Type: Full-Time, field-based
Territory / Location: [Market(s)] — significant time out of the office.
POSITION PURPOSE
Grow the business from outside in. This role owns all outward, relationship-driven work: it builds and maintains
the referral-source relationships that generate clients, AND sources and recruits the caregivers needed to staff
that growth. It is the 'field' counterpart to the Marketing Manager's 'inside' engine.
PRINCIPAL ACCOUNTABILITIES
Lane A — Client Business Development & Community Relations
● Develop and maintain relationships with referral sources: hospital discharge planners, skilled nursing
and assisted-living facilities, hospice, physicians, senior centers, elder-law attorneys, and similar.
● Generate, track, and convert client inquiries; meet monthly referral and admission targets.
● Represent the company professionally at community events, senior fairs, chamber functions, and
networking opportunities.
● Maintain a referral-source CRM / contact log and report activity and results.
Lane B — Caregiver Recruitment & Talent Acquisition
● Reserve a minimum of [e.g., 60%] of weekly time for active caregiver recruiting, including at least one
day per week sourcing in strategic areas with strategic partners.
● Source, attract, screen, and interview caregivers and support staff via job boards, community boards,
job fairs, schools, workforce agencies, and referrals.
● Verify required credentials (license, certifications, background checks, references) and maintain
compliance with state caregiver qualification rules.
● Partner with HR / Care Directors on offers, onboarding, and background/fingerprinting; support new
hires through their first 90 days to improve retention.
● Own and administer the company's recruitment and onboarding platform: keep candidate and new-hire
data current, run the pipeline through it, and move hires through onboarding. (The specific platform /
vendor may change over time; this role owns the process, not a specific product.)
● Report recruitment metrics: time-to-fill, cost-per-hire, hires per month, and retention.
Shared — Feed the Marketing Engine
● Supply the Marketing Manager with field content: event photos, client and caregiver testimonials,
community intelligence, and campaign ideas — the Marketing Manager routes it to the social vendor.
● Coordinate through the Marketing Manager on messaging so field relationships and the outsourced
digital marketing reinforce each other (Marketing manages the vendors and brand voice; this role
provides the raw material and local intel).
KNOWLEDGE, SKILLS & ABILITIES REQUIRED
● Demonstrated relationship / B2B sales ability AND recruiting or talent-sourcing experience — comfort in
both 'hunter' outreach and candidate pipelines.
● Strong understanding of caregiver qualifications and state compliance requirements (preferred).
Pay: $58,000.00 per year
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