Transactional Talent Acquisition Leader

Glen Park Senior Living•Glendale, CA

About The Position

Transactional Talent Acquisition Leader – Assisted Living Workforce Strategy Glen Park Senior Living Project-Based | Multi-Community Support Compensation: $35 per hour About Glen Park Senior Living Glen Park Senior Living is a growing assisted living organization committed to operational excellence and quality resident care. We are seeking an experienced Transactional Talent Acquisition Leader with assisted living expertise to partner with and elevate our existing recruitment team. Position Overview This is a project-based engagement for a senior living recruitment professional who will work alongside our internal recruitment team to strengthen strategy, improve processes, and implement measurable performance standards. This role is designed to build internal capability — not replace it. The selected candidate will assess current recruiting practices, optimize sourcing strategies, refine job posting methods, implement meaningful KPIs, and coach our team to operate at a higher level of effectiveness.

Requirements

7+ years of talent acquisition experience within assisted living or senior healthcare
Demonstrated success improving recruitment performance across multi-site organizations
Strong expertise in high-volume caregiver and clinical support hiring
Experience building recruitment metrics and performance dashboards
Proven ability to train and elevate recruitment teams
Strategic thinker with hands-on execution capability

Nice To Haves

Subject matter expert in senior living workforce dynamics
Data-driven and KPI-focused
Strong communicator and coach
Systems-minded with process improvement expertise
Results-oriented with measurable impact history

Responsibilities

Evaluate and enhance current recruitment workflows and processes
Train and coach the internal recruitment team on assisted living staffing best practices
Optimize job posting strategies (platform selection, ad structure, budget allocation)
Develop structured recruitment metrics and dashboards (time-to-fill, source ROI, retention correlation, cost-per-hire)
Improve candidate quality and offer acceptance rates
Build sustainable talent pipelines for high-turnover positions
Align recruitment strategy with workforce forecasting across communities
Provide leadership with data-driven recommendations
Conduct recruitment audit and gap analysis
Redesign sourcing and posting strategy for platforms such as Indeed, MyCNAJobs, ZipRecruiter, and referral programs
Implement performance benchmarks and accountability standards
Develop standardized reporting cadence
Coach recruiters on high-volume healthcare hiring efficiency
Provide final project summary with strategic recommendations