Recruiter

Role Overview

The Caregiver Recruiter owns the full caregiver hiring cycle from proactive sourcing and candidate outreach through on boarding and hand off to scheduling.

This role is responsible for building and maintaining a reliable caregiver pipeline so Golden Care can meet current staffing needs support new client growth and respond quickly when additional caregiver coverage is needed.

Because applicant volume may not always meet operational demand the Recruiter must be comfortable actively identifying and engaging candidates rather than relying primarily on incoming applications. This position requires a self-directed resourceful recruiter who can develop new sourcing channels build community partnerships maintain consistent candidate activity and independently manage recruiting priorities and deadlines.

Success in this role means creating steady qualified candidate flow moving applicants efficiently through the hiring process meeting operational hiring needs and contributing to caregiver retention.

Key Responsibilities:

Sourcing and Outreach

• Proactively source caregiver candidates through job boards resume databases direct outreach referrals social media community partnerships and other recruiting channels.

• Post monitor and refresh caregiver openings on platforms such as Indeed social media and the Golden Care careers page.

• Actively search for and engage qualified candidates rather than relying solely on incoming applications.

• Develop new sourcing strategies when applicant flow is insufficient to meet staffing needs.

• Build and maintain referral pipelines with community colleges caregiver and CNA training programs workforce centers adult schools faith-based organizations and community groups.

• Establish ongoing relationships with local organizations that can serve as consistent caregiver talent sources.

• Plan and participate in job fairs open interview days hiring events and community recruiting events throughout San Diego County.

• Run and promote the employee referral program.

• Re-engage qualified previous applicants and other viable candidate sources when appropriate.

• Track which recruiting sources generate qualified candidates and adjust outreach efforts accordingly.

• Maintain recruiting activity even when immediate hiring demand decreases in order to support future staffing needs.

Screening and Hiring

• Respond to new applicants within one business day and conduct phone screens.

• Proactively follow up with sourced candidates and applicants throughout the recruiting process.

• Schedule and lead interviews check references and extend offers.

• Assess candidates for reliability compassion communication skills relevant experience language skills transportation geographic availability and schedule availability that match client needs.

• Maintain consistent communication with candidates to reduce drop-off during the hiring process.

• Identify stalled candidates and take appropriate follow-up action without requiring repeated direction.

• Maintain an organized and current candidate pipeline.

Compliance and On boarding

• Guide each hire through Home Care Aide Registry enrollment Live Scan fingerprinting TB screening and state-required training before any client contact.

• Complete I-9 verification and new-hire paperwork and keep personnel files complete and audit-ready.

• Conduct background checks in line with the California Fair Chance Act and local ordinances.

• Coordinate orientation and hand off new caregivers to the scheduling team.

Operational Partnership

• Partner closely with Staffing Scheduling Operations and leadership to understand current and anticipated caregiver needs.

• Prioritize recruiting activity based on client demand open shifts geographic coverage availability needs and other operational priorities.

• Maintain awareness of difficult-to-fill schedules locations and caregiver qualifications.

• Communicate recruiting barriers or pipeline shortages before they significantly impact staffing operations.

• Adjust sourcing strategies as operational needs change.

• Provide realistic updates regarding candidate availability and anticipated hiring timelines.

• Take ownership of recruiting deadlines and communicate proactively when a target or deadline may be at risk.

Retention and Reporting

• Check in with new caregivers at 30 60 and 90 days and flag concerns early.

• Partner with Staffing and Operations to identify early turnover concerns or recruiting trends.

• Track metrics including applicant volume sourced candidates interviews hires time to hire source of hire and 90-day retention.

• Track recruiting activity and pipeline movement to identify where candidates may be dropping out of the process.

• Maintain accurate records in the applicant tracking system and share weekly hiring reports with leadership.

• Identify recruiting challenges and provide recommended solutions rather than only reporting gaps.

Confidentiality

• Protect candidate employee and client information following HIPAA standards and Golden Care privacy policies.

• Share client details with candidates only on a minimum necessary basis and only after hire and required training.

• Maintain confidentiality and professionalism when handling employment candidate and company information.

Qualifications:

• 2 or more years of full-cycle recruiting experience.

• Demonstrated experience proactively sourcing and engaging candidates rather than relying primarily on inbound applications.

• Experience using job boards resume databases direct outreach referrals networking or other sourcing methods to develop candidate pipelines.

• Proven ability to independently manage multiple candidates priorities and deadlines.

• Demonstrated initiative follow-through and ability to work with limited day-to-day supervision.

• Ability to identify recruiting challenges and take proactive steps to address them.

• Working knowledge of California employment law basics including I-9 background check and Fair Chance Act requirements.

• Strong phone written and in-person communication skills.

• Comfort with applicant tracking systems job boards Microsoft 365 and other recruiting technology.

• Strong organizational and time-management skills.

• Ability to adapt recruiting priorities based on changing operational needs.

• Valid California drivers license reliable transportation and current auto insurance.

• Ability to pass a background check.

Preferred

• Recruiting experience in home care home health senior living healthcare staffing skilled nursing or another caregiver-focused environment.

• Experience recruiting Home Care Aides caregivers CNAs or similar front line healthcare professionals.

• Familiarity with California Home Care Aide Registry and CDSS Home Care Services Bureau requirements.

• Experience developing candidate pipelines in competitive or difficult-to-fill labor markets.

• Existing relationships with caregiver training programs schools workforce organizations or local healthcare talent networks.

• Bilingual in English and Spanish Tagalog or another language common in San Diego County.

• Bachelors degree in Human Resources Business Administration Healthcare Administration Psychology Communications or a related field.

• Experience handling confidential records under HIPAA or similar privacy requirements.

Core Competencies

• Proactive sourcing

• Ownership and accountability

• Self-direction

• Sense of urgency

• Deadline management

• Follow-through

• Problem solving

• Organization

• Communication

• Adaptability

Compensation and Benefits

• Annual salary: $75000

• Paid time off and paid holidays

• California paid sick leave

• Health dental and vision insurance options

• Mileage reimbursement for approved business travel

• Cell phone stipend

• Professional development and HR training support

• Performance-based growth opportunities

Work Location Travel and Physical Requirements

This is an onsite position based in Golden Cares La Mesa office.

Approximately 25% local travel throughout San Diego County is expected for recruiting activities including job fairs hiring events caregiver training programs schools workforce organizations and community partnerships.

The role requires regular computer and telephone use and may occasionally involve lifting or transporting up to 25 pounds of recruiting or event materials.