Clinical Recruiter (Contactor)

As a Clinical Recruiter at Hippocratic AI, your main responsibilities will include full-cycle recruitment for clinical roles, strategic sourcing, and ensuring compliance with regulatory standards. You'll lead the end-to-end recruitment process, collaborating with hiring managers to define role requirements and maintain a pipeline of highly qualified candidates, especially nurses with program management expertise.

To qualify for the Clinical Recruiter position at Hippocratic AI, you should have 5-10 years of clinical recruiting experience with a proven track record of hiring nurses and healthcare professionals. A deep understanding of clinical certifications, licensure requirements, and strong interpersonal skills are essential for effectively partnering with managers and candidates.

At Hippocratic AI, the work environment is vibrant and collaborative, with a strong emphasis on in-person teamwork. The team is expected to be in the office five days a week in Palo Alto, which allows for dynamic interactions and brainstorming sessions that foster creativity and innovative solutions in healthcare recruitment.

In the Clinical Recruiter role at Hippocratic AI, you would specifically look to source, engage, and hire top clinical talent, particularly focusing on nurses who have both clinical experience and program management skills. The goal is to build a talent pool that aligns with our mission of improving healthcare accessibility and outcomes.

A Clinical Recruiter at Hippocratic AI plays a critical role in fulfilling our mission by ensuring that we hire the best healthcare professionals who can contribute to the development of our safety-focused Language Model. By effectively sourcing and bringing in qualified clinical talent, you enable our team to focus on creating innovative solutions that enhance healthcare delivery.

To effectively answer this question, provide specific examples of your previous recruitment experiences, detailing the processes you followed from sourcing to onboarding. Highlight any particular challenges you faced and how you overcame them, ensuring you emphasize your impact on the hiring outcomes.

Discuss the methods you utilize for identifying and reaching out to passive candidates, such as leveraging social media, networking events, and referrals. Mention any specific tools or strategies you’ve used to build a pipeline of qualified candidates, especially in a competitive market.

Outline your understanding of candidate credentials, certification verification, and organizational compliance requirements. Highlight your experience implementing processes to ensure that all candidates meet necessary qualifications and adhere to regulatory standards.

Provide insights into your approach for establishing a partnership with hiring managers, such as holding initial consultations and ongoing communication to align on candidate profiles and expectations. Share examples that demonstrate your ability to adapt and accommodate their needs.

To answer, discuss your philosophy about candidate engagement, such as timely communications, personalized outreach, and providing feedback. Share techniques you've used to mitigate any frustrations candidates might experience in a lengthy hiring process.

Discuss the key metrics you monitor and the tools or software you use to track them. Explain how you analyze hiring data to identify bottlenecks or areas for improvement, and share examples of changes you've implemented that resulted in improved recruitment efficiency.

Share the resources you utilize, such as professional networks, industry publications, and webinars. Discuss how staying informed about healthcare trends impacts your recruitment strategies and helps you identify desirable candidate qualities.

This is an opportunity to showcase your impact. Discuss the role, the challenges you faced in filling it, and the strategies you employed. Detail how the candidate's performance has benefited the organization and why your efforts were instrumental in the successful hire.

Explain how you approach candidate rejections with empathy and professionalism. Share an instance where you provided constructive feedback to the candidate and how you maintained a positive relationship, potentially leading to future opportunities.

Consider discussing the importance of strong relationship-building skills, as they are foundational in recruiting. Elaborate on how essential it is to connect with both candidates and hiring managers to ensure alignment on hiring goals and create a positive experience.