Recruiter

COMPANY OVERVIEW PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Founded in 2013, PACS Group is one of the largest post-acute platforms in the United States. Its independent subsidiaries operate 325 post-acute care facilities with 47,000 employees across 17 states serving over 31,000 patients daily. PACS business support division, PACS Services, provides technology and administrative support services — accounting, finance, human resources, compliance, payroll, AR/AP, legal, risk management, information technology, corporate communication, and other business advice and support — to their healthcare facilities, reducing administrative burdens so their leadership and care teams can focus on the care, well-being, and quality of life of their patients and residents. PACS is one of Utah's Best Companies to work for. It has also been recognized as one of Utah's Fastest Growing Companies for multiple years. JOB SUMMARY The PACS Services Recruiter is an experienced, hands-on talent acquisition partner responsible for leading full-cycle recruitment for a diverse portfolio of corporate positions across PACS Services. This role partners directly with hiring managers and senior leaders to translate business needs into effective recruiting strategies, build strong talent pipelines, assess and close high-quality candidates, and deliver a consistent, responsive hiring experience. As an early member of the developing Talent Acquisition function, the Senior Recruiter also helps establish the practices, tools, data discipline, and service standards that will support PACS Services as it grows. The role is expected to operate independently, bring sound judgment to complex and hard-to-fill searches, and contribute practical ideas that improve recruiting outcomes without losing focus on day-to-day delivery. KEY OUTCOMES (0–12 MONTHS) Assigned corporate requisitions are actively managed from intake through accepted offer, with clear search strategies, timely communication, and visible progress. Qualified and diverse candidate pipelines are established for priority, recurring, and hard-to-fill roles using proactive sourcing and market outreach. Hiring managers experience disciplined intake, calibrated candidate slates, useful market guidance, and consistent follow-through throughout the selection process. Candidate communication is timely, transparent, and professional at every stage, supporting a strong PACS employment brand and competitive offer acceptance. Workday Recruiting records are complete and accurate, including stage movement, notes, dispositioning, offer details, and other required data. Recruiting performance baselines — including time-to-fill, funnel conversion, aging, source effectiveness, and offer acceptance — are understood and used to improve search strategy. CORE RESPONSIBILITIES Full-Cycle Recruiting Own a portfolio of corporate requisitions from intake and role calibration through sourcing, assessment, interview, offer, and transition to pre-hire and onboarding partners. Develop tailored recruiting plans based on role complexity, urgency, talent availability, business priorities, and agreed selection criteria. Build and maintain qualified pipelines through direct sourcing, referrals, internal talent, professional networks, targeted outreach, job boards, and other appropriate channels. Conduct structured screens and interviews that evaluate required capabilities, motivation, alignment, and potential risk; present concise, evidence-based candidate recommendations. Manage interview logistics and selection activity in partnership with coordinators and hiring teams, maintaining momentum and addressing delays quickly. Lead offer strategy and closing discussions within approved parameters, anticipating candidate concerns and partnering with HR and leadership on exceptions or escalation needs. Manage multiple searches simultaneously while prioritizing critical roles and maintaining quality, responsiveness, and attention to detail. Hiring Manager & Business Partnership Lead thorough intake meetings to clarify the business need, role outcomes, required and preferred qualifications, interview plan, compensation parameters, and shared service expectations. Serve as a trusted advisor to hiring managers and senior leaders on search strategy, talent availability, market conditions, candidate calibration, selection quality, and competitive positioning. Provide regular, concise pipeline updates that identify progress, conversion, risks, decisions needed, and recommended adjustments. Promote structured, job-related interviewing and consistent evaluation practices; help managers use interview guides, scorecards, and selection criteria effectively. Build credibility through preparation, responsiveness, candid communication, sound judgment, and reliable execution. Identify recurring candidate feedback and partner with Talent Acquisition leadership to improve messaging, process, and recruiting touchpoints. Recruiting Operations, Data & Compliance Coordinate closely with HR Operations, onboarding, compensation, HR business partners, Workday administrators, and other partners to ensure accurate and efficient handoffs. Support audit readiness by maintaining appropriate documentation and consistent process execution across assigned requisitions. QUALIFICATIONS Required 3+ years of progressive full-cycle recruiting experience, including ownership of professional and corporate searches in a fast-paced environment. Demonstrated success sourcing and closing passive candidates for complex, competitive, or hard-to-fill positions. Strong hiring manager partnership skills, including intake, role calibration, market consultation, candidate presentation, and search reset conversations. Sound interviewing and assessment capability, with the ability to translate role requirements into structured, job-related eva