Remote Recruitment Manager

The Recruitment Manager will be responsible for hiring, training, coaching, developing, and retaining a productive remote recruiting team. This leader must create structure, maintain accountability, and stay closely connected to recruiters throughout the day.

Success in this role requires more than reviewing reports. The Recruitment Manager must understand recruiter activity, candidate pipelines, open orders, submissions, offers, placements, and working clinician headcount. They must identify performance concerns early and provide clear coaching.

The ideal candidate has a strong healthcare staffing background and a record of developing recruiters into consistent producers. This person must be comfortable leading experienced recruiters while also training new recruiters who need daily direction.

* Lead the entire remote RN and Allied recruitment team, including recruiters and team leads.

* Create clear expectations for daily activity, recruiter availability, candidate follow-up, and production.

* Maintain a consistent leadership presence through team meetings, individual coaching, call reviews, and pipeline discussions.

* Build a remote culture based on communication, accountability, healthy competition, and teamwork.

* Ensure team leads are providing consistent coaching and following established leadership expectations.

* Step in directly when recruiters need additional coaching, support, or performance direction.

* Keep remote employees connected to company goals, leadership, and other departments.

* Build and manage the training process for new remote recruiters.

* Develop structured onboarding plans for each recruiter's first 30, 60, and 90 days.

* Train recruiters on candidate sourcing, cold calling, relationship building, job presentation, negotiation, and closing.

* Teach recruiters how to manage candidate pipelines, prioritize leads, and maintain consistent follow-up.

* Train recruiters on travel healthcare terminology, compliance requirements, pay packages, VMS platforms, and MSP accounts.

* Conduct live call coaching, recorded call reviews, role-playing, and objection-handling sessions.

* Identify skill gaps and create individual development plans.

* Mentor high-potential recruiters and prepare them for future leadership opportunities.

* Partner with company training teams to improve recruiter onboarding and continued education.

* Monitor recruiter performance through effort, pipeline, production, and retention metrics.

* Track daily calls, talk time, candidate conversations, submissions, interviews, offers, placements, and working clinicians.

* Set clear weekly and monthly expectations for recruiters and team leads.

* Conduct regular one-on-one meetings with team leads and individual recruiters.

* Complete weekly pipeline audits using Salesforce and available reporting tools.

* Identify declining activity, weak pipelines, and production concerns before they become larger issues.

* Create written action plans for recruiters who are below expectations.

* Provide direct, timely, and documented performance feedback.

* Recognize strong performance while maintaining consistent standards across the team.

* Partner with Human Resources when formal performance action is needed.

* Review RN and Allied job orders to ensure recruiters are working the right priorities.

* Help recruiters improve candidate submissions, speed to market, and placement ratios.

* Support recruiters with difficult candidate situations, offer negotiations, and closing conversations.

* Provide guidance on pay packages, margins, extensions, cancellations, and clinician retention.

* Monitor recruiter pipelines to ensure candidates are consistently moving through each stage.

* Ensure recruiter activity and candidate information are accurately documented in Salesforce.

* Review team production forecasts and communicate expected starts, extensions, and working headcount.

* Work with sales, credentialing, compliance, housing, payroll, and client services to resolve placement issues.

* Stay informed on changes within the travel nursing and Allied healthcare staffing markets.

* Partner with Talent Acquisition to hire remote recruiters who can succeed in a structured sales environment.

* Participate in interviews and evaluate candidates for communication skills, work ethic, resilience, and coachability.

* Set realistic expectations with new recruiters regarding activity, ramp time, performance, and accountability.

* Monitor new recruiter progress closely during the first six months.

* Improve recruiter retention by providing clear training, consistent communication, and career development.

* Conduct stay interviews and address concerns that may affect employee retention.

* Review recruiter turnover and identify changes needed within hiring, training, or leadership practices.

* Provide regular updates to sales leadership regarding hiring, training, production, headcount, and performance concerns.

* Work with RN and Allied leaders to establish team goals and recruiter capacity needs.

* Partner with team leads to maintain consistent coaching and communication across the remote team.

* Participate in leadership meetings and provide recommendations based on team performance data.

* Support company initiatives and changes through clear communication and follow-through.

* Collaborate across Fortis brands and departments when shared goals or resources are involved.

* Maintain confidentiality and professionalism at all times.

Success in this role will be measured through:

* Recruiter production and working clinician headcount.

* New recruiter ramp time and first placement timelines.

* Candidate submissions, interviews, offers, and starts.

* Recruiter activity and pipeline growth.

* Clinician extensions and retention.

* Recruiter retention and turnover.

* Team lead effectiveness and development.

* Salesforce documentation and pipeline accuracy.

* Achievement of RN and Allied division goals.

* Improvement plans completed by struggling recruiters.

* Minimum of three years of healthcare staffing experience.

* Minimum of two years of recruiting, sales, or staffing leadership experience.

* Experience leading remote recruiters or distributed sales teams.

* Strong understanding of travel nursing and Allied healthcare staffing.

* Proven ability to train and develop new recruiters.

* Experience managing recruiters through activity and production metrics.

* Strong understanding of VMS and MSP staffing models.

* Experience with candidate sourcing, pay package discussions, negotiation, and closing.

* Ability to hold difficult performance conversations in a clear and professional manner.

* Strong communication, organization, and time management skills.

* Comfortable leading in a high-volume and changing staffing environment.

* Proficiency with Salesforce, pipeline management, reporting, and recruiter activity tracking.

* Ability to build strong relationships with team members without sacrificing accountability.

* Experience leading both RN and Allied healthcare recruiters.

* Experience building or rebuilding a remote recruiting team.

* Experience developing recruiter onboarding and training programs.

* Record of improving recruiter production, retention, and working clinician headcount.

* Experience managing team leads or developing recruiters into leadership positions.

* Knowledge of travel healthcare compliance, credentialing, payroll, and clinician onboarding processes.

The Recruitment Manager must be available, visible, and involved throughout the workday. Remote leadership requires consistent communication and clear expectations.

This leader should know which recruiters are producing, which recruiters are struggling, and why. They should understand each recruiter's pipeline and provide support before performance falls behind.

The Recruitment Manager is expected to develop recruiters at every experience level while maintaining strong production standards across the RN and Allied divisions.