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VA
Visiting Angels
Business Development
Career Insights for Recruiting Manager
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Scorecard
Based on Colorado data
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What they do
A Recruiting Manager manages human resources work for a business or organization, and specializes in implementing recruiting and hiring strategies. Develops plans for internal recruiting and works with managers to identify hiring needs and internal referrals. Develops comprehensive external recruiting strategies that market employment opportunities at a company. Develops new strategies to retain qualified staff.
$116,893 / year median in Colorado
-14% projected decline
Job Description
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 recruitedEmployment 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).