Recruiter- Medical and Healthcare

Workforce planning: Partner with hiring managers to clarify role requirements, success criteria, salary ranges, and timelines.

Sourcing talent: Use a mix of channels (professional networks, referrals, databases, social platforms, events, and education partners) to find suitable candidates for clinical and non-clinical roles.

Screening and selection: Review applications and curriculum vitae, conduct structured interviews, coordinate technical and behavioral assessments, and provide fair, evidence-based shortlists.

Candidate care: Guide candidates through each stage, set expectations on timelines, provide constructive feedback, and maintain respectful communication.

Hiring process: Coordinate interviews, panel schedules, reference checks, background verifications where lawful, and offer discussions. Prepare and issue offer documentation in line with company policy and local legislation.

Data and compliance: Keep accurate records, protect personal information, and ensure recruitment practices follow equal opportunity principles and local legal requirements.

Continuous improvement: Track time-to-hire, quality of hire, candidate satisfaction, and cost of hire. Use insights to refine sourcing and selection methods.

Talent pooling: Maintain warm pipelines for hard-to-fill roles

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