Head Talent Acquisition (Healthcare)

Role & responsibilities

1. Healthcare Recruitment Strategy

• Develop and implement recruitment strategies for healthcare clients across multiple locations.
• Lead hiring for Doctors, Nurses, Paramedical, Allied Healthcare, Hospital Administration, and other healthcare positions.
• Build specialized talent pools for critical and hard-to-fill healthcare roles.
• Develop strategies for bulk hiring and recurring manpower requirements.
• Ensure recruitment processes are scalable to support business growth.

2. Client Hiring & Recruitment Delivery

• Understand client manpower requirements, job specifications, budgets, timelines, and hiring priorities.
• Act as the recruitment/TA point of contact for key healthcare clients.
• Translate client requirements into effective sourcing and recruitment strategies.
• Ensure timely submission of quality candidates against client mandates.
• Monitor interview schedules, selections, offer rollouts, joining, and replacement requirements.
• Work closely with Business Development/Account Management teams to support client retention and growth.

3. Recruitment Team Leadership

• Build, manage, and mentor a team of recruiters and recruitment managers.
• Define individual and team recruitment targets/KPIs.
• Monitor recruiter productivity, closures, TAT, candidate quality, and joining ratios.
• Conduct regular performance reviews and recruitment strategy meetings.
• Develop SOPs and best practices for sourcing, screening, coordination, and closures.

4. Healthcare Talent Acquisition

• Build strong candidate databases across Doctors, Nurses, Allied Health, Paramedical, and hospital support functions.
• Establish effective sourcing channels including job portals, LinkedIn, social media, references, professional networks, database mining, and healthcare communities.
• Develop passive candidate sourcing strategies for senior and specialized healthcare professionals.
• Maintain an active pipeline for frequently hired healthcare positions.

5. Recruitment Operations & Technology

• Establish and monitor recruitment dashboards and MIS.
• Track key metrics such as:
• Open Positions
• CVs Sourced
• CVs Submitted
• Interviews
• Selections
• Offers
• Joining Ratio
• Time-to-Fill
• Cost-per-Hire
• Recruiter Productivity
• Client-wise Closure
• Improve recruitment processes through ATS/CRM, automation, database management, and analytics.

6. Quality & Compliance

• Ensure proper candidate screening and verification before submission.
• Ensure healthcare professionals meet required qualifications, registrations, certifications, and experience criteria.
• Maintain confidentiality of candidate and client information.
• Ensure recruitment practices comply with applicable employment and staffing regulations.

7. Business & Revenue Support

• Work closely with the Sales/Business Development team to understand existing and upcoming client requirements.
• Support new client onboarding by establishing recruitment delivery capabilities.
• Identify opportunities for expanding recruitment services with existing healthcare clients.
• Contribute to business growth through strong hiring delivery and client satisfaction.
• Participate in client meetings and recruitment reviews with senior stakeholders.

8. Employer & Candidate Relationship Management

• Build long-term relationships with healthcare professionals and candidates.
• Develop a strong candidate engagement and referral network.
• Ensure a positive candidate experience throughout the recruitment process.
• Resolve recruitment-related escalations from candidates and clients.

Preferred candidate profile

• Master's degree in HR, Business Administration, Healthcare Management, or related field.
• 1015+ years of recruitment/talent acquisition experience, preferably in healthcare staffing/recruitment.
• Strong experience in hospital/healthcare recruitment is highly preferred.
• Experience managing recruitment teams and large-scale hiring operations.
• Strong understanding of healthcare positions, qualifications, and recruitment challenges.
• Experience working with hospitals, healthcare chains, clinics, diagnostic centres, or healthcare organizations.
• Strong client management and stakeholder management skills.
• Excellent negotiation, communication, leadership, and problem-solving abilities.
• Strong understanding of recruitment metrics, ATS/CRM, job portals, LinkedIn, and recruitment analytics.
• Proven ability to deliver against aggressive hiring targets and timelines.