Find & Apply For Talent Acquisition / Recruiting Manager Jobs in Pagosa Springs, Colorado

Work Type On-site Industry Not Specified

POSITION SUMMARY

Business Development & Recruitment Specialist Job Description — Client Referral Growth +

Caregiver Recruitment Reports To:

CEO Classification:

58K plus incentive plan for leads and caregivers recruited

Employment Type:

Full-Time, field-based Territory /

Location:

[Market(s)] — significant time out of the office.

POSITION PURPOSE

Grow the business from outside in. This role owns all outward, relationship-driven work: it builds and maintains the referral-source relationships that generate clients, AND sources and recruits the caregivers needed to staff that growth. It is the 'field' counterpart to the Marketing Manager's 'inside' engine.

PRINCIPAL ACCOUNTABILITIES

Lane A — Client Business Development & Community Relations

• Develop and maintain relationships with referral sources: hospital discharge planners, skilled nursing and assisted-living facilities, hospice, physicians, senior centers, elder-law attorneys, and similar.
• Generate, track, and convert client inquiries; meet monthly referral and admission targets.
• Represent the company professionally at community events, senior fairs, chamber functions, and networking opportunities.
• Maintain a referral-source CRM / contact log and report activity and results. Lane B — Caregiver Recruitment & Talent Acquisition
• Reserve a minimum of [e.g., 60%] of weekly time for active caregiver recruiting, including at least one day per week sourcing in strategic areas with strategic partners.
• Source, attract, screen, and interview caregivers and support staff via job boards, community boards, job fairs, schools, workforce agencies, and referrals.
• Verify required credentials (license, certifications, background checks, references) and maintain compliance with state caregiver qualification rules.
• Partner with HR / Care Directors on offers, onboarding, and background/fingerprinting; support new hires through their first 90 days to improve retention.
• Own and administer the company's recruitment and onboarding platform: keep candidate and new-hire data current, run the pipeline through it, and move hires through onboarding. (The specific platform / vendor may change over time; this role owns the process, not a specific product.)
• Report recruitment metrics: time-to-fill, cost-per-hire, hires per month, and retention. Shared — Feed the Marketing Engine
• Supply the Marketing Manager with field content: event photos, client and caregiver testimonials, community intelligence, and campaign ideas — the Marketing Manager routes it to the social vendor.
• Coordinate through the Marketing Manager on messaging so field relationships and the outsourced digital marketing reinforce each other (Marketing manages the vendors and brand voice; this role provides the raw material and local intel).

KNOWLEDGE, SKILLS & ABILITIES REQUIRED

• Demonstrated relationship / B2B sales ability AND recruiting or talent-sourcing experience — comfort in both 'hunter' outreach and candidate pipelines.
• Strong understanding of caregiver qualifications and state compliance requirements (preferred).

Pay:

$58,000.00 per year