Talent Acquisition Specialist / Recruiter

Right at Home•Westminster, MD

1d•$50,000 - $55,000•Onsite

About The Position

This role sits at the center of a rapidly evolving industry, where proactive workforce strategy determines growth, service capacity, and client satisfaction. At Right at Home – Carroll County, every caregiver you hire directly impacts a senior's ability to remain safe, independent, and dignified in their own home. We're looking for a high-volume, full-cycle recruiter who thrives in fast-paced environments and knows how to compete for talent in a competitive market. If you love metrics, momentum, and meaningful work - keep reading. Most recruiting roles fill jobs. This one builds capacity. You won't just screen resumes - you'll create pipeline strategy, community partnerships, referral programs, and recruiting campaigns that fuel company growth. This is an active recruiting role, not a reactive one. Every hire you make helps a senior remain at home instead of moving into a facility. That's work that matters.

Requirements

Understanding of home care (non-medical & skilled)
Knowledge of CNA/PCA/CMT roles
Familiarity with caregiver burnout and retention challenges
Background checks, drug screens, TB tests, I-9s
State licensing requirements
2+ years full cycle recruiting experience
Experience managing 20+ open roles simultaneously
Proven ability to hire in high-turnover environments
Strong ATS experience
Data-driven decision-making
Sourcing strategy & Boolean search
Behavioral interviewing
Sales and objection handling
Relationship building
Pipeline management
Strong follow-up discipline
KPI tracking & reporting

Responsibilities

Run full-cycle recruiting (intake → source → screen → interview → offer → onboard)
Source aggressively using Indeed, social media, referrals, and community outreach
Create compelling job ads that convert
Screen for both skill AND heart
Sell candidates on our culture and mission
Negotiate offers and overcome objections
Represent us at job fairs and networking events
Track KPIs (time-to-fill, conversion rates, retention)
Continuously improve hiring funnels
Own 20–40 caregiver openings at a time
Hire 15–30+ caregivers per month
Reduce time-to-hire
Improve retention through better candidate matching
Act as a strategic partner to operations