The posting
Pharmacy1st Health is building the clinical infrastructure for rural America by transforming independent pharmacies into integrated care delivery hubs. Our model combines primary care, pharmacy services, and chronic disease management under one roof, creating a new, lower-cost site of care for underserved communities.
We operate across multiple states and are rapidly expanding a network of rural clinics co-located with pharmacies. Our goal is to deliver scalable, high-quality care while improving access, outcomes, and cost efficiency.
We are seeking a resourceful, experienced, and results-driven Senior Recruiter – Pharmacy & Clinical Operations to lead full-cycle recruitment across our growing network of pharmacies and clinics.
This role will focus primarily on recruiting Pharmacists, Pharmacists-in-Charge (PICs), Pharmacy Technicians, Nurse Practitioners, and Medical Assistants across multiple states.
This is not traditional healthcare recruiting. Many of our locations are in rural America, where qualified healthcare professionals are scarce, candidate pools are limited, and traditional recruitment strategies often do not work.
We need someone who is creative, persistent, proactive, and comfortable taking ownership of difficult searches. The ideal candidate knows how to go beyond job postings, identify passive talent, develop local relationships, and build pipelines in markets where there may be very few qualified candidates.
You will work closely with Pharmacy Operations, Clinical Operations, and People leadership to ensure that our locations are appropriately staffed and positioned for continued growth.
WHAT MAKES THIS OPPORTUNITY DIFFERENT
Recruiting for rural healthcare requires a fundamentally different approach from recruiting in major metropolitan areas. In many of the communities we serve, there may be only a handful of qualified pharmacists, pharmacy technicians, nurse practitioners, or medical assistants within a reasonable commuting distance.
Candidates may face geographic limitations, relocation challenges, limited professional networks, or competing opportunities in larger healthcare markets.
As a result, success requires more than posting jobs and reviewing applications.
It requires the ability to:
- Build talent pipelines where they may not already exist, identifying and cultivating relationships with healthcare professionals before positions become vacant.
- Develop creative sourcing strategies tailored to individual communities, including leveraging local networks, educational institutions, professional associations, and employee referrals.
- Engage passive candidates who may not be actively searching for employment but could be interested in the right opportunity.
- Understand rural labor market dynamics, including commuting distances, compensation competitiveness, relocation considerations, and workforce availability.
- Develop alternative staffing solutions by identifying part-time, PRN, temporary, or flexible staffing opportunities when appropriate.
- Build long-term relationships with healthcare professionals and community stakeholders to support sustainable recruitment.
An unfilled position in one of our pharmacies or clinics is not simply an open requisition. It can affect patient access to care, disrupt operations, and limit the services available to an entire community.
We are looking for someone who sees these challenges as problems to solve, not obstacles to hiring.
KEY RESPONSIBILITIES
1. FULL-CYCLE PHARMACY & CLINICAL RECRUITMENT
- Lead end-to-end recruitment for Pharmacists, Pharmacists-in-Charge, Pharmacy Technicians, Nurse Practitioners, Medical Assistants, and other pharmacy and clinical positions as needed.
- Manage recruitment across multiple states and locations, balancing immediate operational needs with long-term workforce planning.
- Partner with hiring managers to define position requirements, assess hiring priorities, and establish realistic recruitment timelines.
- Conduct candidate outreach, screening, interview coordination, reference checks, offer management, and preboarding coordination.
- Manage multiple requisitions simultaneously while maintaining a strong candidate experience.
- Support permanent, part-time, PRN, and temporary recruitment needs.
2. STRATEGIC SOURCING & RURAL TALENT PIPELINE DEVELOPMENT
- Design and execute proactive sourcing strategies for difficult-to-fill healthcare positions, particularly in rural and underserved markets.
- Identify qualified candidates through direct outreach, professional networks, referrals, educational institutions, and targeted sourcing campaigns.
- Build and maintain relationships with pharmacy schools, nursing programs, community colleges, technical schools, and healthcare training institutions.
- Develop sustainable candidate pipelines for recurring staffing needs across our pharmacy and clinical locations.
- Identify opportunities for relocation-based recruitment and partnerships that could expand the available talent pool.
- Research local and regional labor markets to identify potential sources of qualified healthcare professionals.
- Establish relationships with passive candidates and maintain ongoing engagement for future opportunities.
- Explore creative approaches to attracting and retaining talent in geographically challenging locations.
3. HIRING MANAGER PARTNERSHIP & WORKFORCE PLANNING
- Serve as a strategic recruitment partner to Pharmacy Operations and Clinical Operations leadership.
- Conduct regular recruitment intake and prioritization meetings with hiring managers.
- Provide guidance on candidate availability, compensation competitiveness, sourcing challenges, and realistic hiring timelines.
- Proactively identify recruitment risks and escalate critical staffing gaps.
- Work with operational leaders to develop practical recruitment solutions when qualified candidates are difficult to identify.
- Support staffing plans for new pharmacy acquisitions, clinic openings, and expansion into new markets.
- Collaborate with People Operations to ensure a smooth transition from accepted offer to employee onboarding.
4. RECRUITMENT OPERATIONS & PROCESS IMPROVEMENT
- Maintain accurate candidate information, recruitment activity, and requisition status within Ashby, our Applicant Tracking System.
- Develop and maintain recruitment dashboards and regular hiring updates for operational and People leadership.
- Track recruitment performance metrics, including time-to-fill, time-to-hire, sourcing effectiveness, candidate pipeline conversion, and offer acceptance rates.
- Identify and address recruitment bottlenecks.
- Recommend improvements to sourcing processes, interview practices, hiring manager collaboration, and candidate communication.
- Coordinate with People Operations to ensure required licenses, certifications, background checks, and other pre-employment requirements are verified before candidates begin employment.
- Ensure recruitment practices comply with applicable federal, state, and local employment laws.
QUALIFICATIONS
REQUIRED QUALIFICATIONS
- Minimum of 5 years of full-cycle recruitment experience, with substantial experience in healthcare recruitment.
- Demonstrated experience recruiting pharmacists, pharmacy technicians, nurse practitioners, medical assistants, or comparable healthcare professionals.
- Proven success sourcing candidates for difficult-to-fill positions or geographically challenging markets.
- Strong experience with proactive sourcing, including identifying and engaging passive candidates.
- Experience managing recruitment across multiple locations or states.
- Strong understanding of healthcare recruitment challenges, including professional licensing requirements, candidate availability, and competitive labor markets.
- Proficiency with applicant tracking systems, LinkedIn Recruiter, Indeed, and other recruitment and sourcing platforms.
- Excellent communication, relationship-building, negotiation, and organizational skills.
- Ability to independently manage competing priorities in a fast-paced, growing organization.
PREFERRED QUALIFICATIONS
- Direct experience recruiting healthcare professionals in rural or underserved communities.
- Experience within retail pharmacy, community pharmacy, outpatient clinics, or multi-site healthcare organizations.
- Established professional networks within the pharmacy or clinical workforce.
- Experience developing relationships with pharmacy schools, nursing programs, and healthcare training institutions.
- Experience supporting healthcare acquisitions, new location openings, or rapid organizational expansion.
- Familiarity with Ashby or comparable applicant tracking systems.
WHAT SUCCESS LOOKS LIKE
FIRST 30 DAYS: UNDERSTAND AND PRIORITIZE
- Develop a comprehensive understanding of Pharmacy1st Health's pharmacy and clinical operations, staffing challenges, and geographic footprint.
- Establish relationships with key Pharmacy Operations and Clinical Operations stakeholders.
- Review active requisitions, existing candidate pipelines, and recruitment processes.
- Identify the most critical staffing gaps and develop targeted recruitment strategies.
FIRST 60 DAYS: BUILD AND EXECUTE
- Independently manage assigned recruitment priorities across pharmacy and clinical operations.
- Establish proactive sourcing strategies for high-priority and hard-to-fill positions.
- Develop qualified candidate pipelines in key rural markets.
- Build relationships with educational institutions and other relevant talent sources.
- Provide consistent recruitment updates and market intelligence to operational leadership.
FIRST 90 DAYS: DELIVER AND IMPROVE
- Demonstrate measurable progress toward filling critical pharmacy and clinical positions.
- Establish repeatable sourcing strategies for recurring staffing needs.
- Improve recruitment visibility, hiring manager communication, and candidate engagement.
- Present recommendations for strengthening long-term recruitment capabilities across the organization.
WHO WILL THRIVE IN THIS ROLE
You are not a recruiter who relies solely on inbound applications.
You are a natural problem-solver who knows how to research a market, identify talent, build relationships, and create opportunities where traditional recruitment efforts have fallen short.
You are comfortable cold-calling prospective candidates, reaching out to professionals who may not be actively looking, and finding creative ways to engage qualified talent.
You understand that hiring in rural America requires persistence, adaptability, and a willingness to try different approaches.
You can work independently, prioritize urgent operational needs, and communicate effectively with hiring managers and leadership.
Most importantly, you understand the impact your work has on the communities we serve.
