Healthcare Recruiter

Job Title: Healthcare Recruiter

Location: Richmond Head Office

Type: Full time, Monday to Friday, with participation in the on-call rota

Reports To: Director of Nursing and Clinical Governance

Paragon Home Healthcare provides compassionate, dignified and high-quality specialist nursing and care to people in their own homes. Care is delivered by carefully selected and trained care staff teams who are supported by Coordinators, Recruiters, Care Managers, Clinical colleagues and operational support teams.

We provide specialist care for clients with a range of complex healthcare needs, including spinal injuries, respiratory conditions, strokes, neurological conditions and other high-acuity care requirements. Paragon operates in a highly regulated environment and holds SIA Trusted Partner status, reflecting the level of assurance, compliance and standards expected across the business.

Purpose of Role

The Recruiter is responsible for sourcing, engaging, screening, progressing and onboarding high-quality care staff in line with live client needs, rota risk and business-critical vacancies. This is a hands-on recruitment role in a fast-paced, compliance-led healthcare environment where pace, accuracy, warm candidate communication and safe recruitment practice are all essential.

The Recruiter will own an allocated caseload of clients, vacancies or priority areas and will work closely with the relevant Coordinator and Care Manager so that candidate sourcing, suitability, training, profiling and first shifts are joined up from the beginning. Success is measured by outcomes: suitable candidates being progressed through compliance, booked and confirmed for training when eligible, matched to vacancies, profiled to clients and moved into work.

Key Responsibilities

Caseload recruitment and joined-up service delivery

• Own an allocated caseload of clients, vacancies, packages or priority areas and recruit against live service need rather than general applicant flow alone.

• Work closely with Coordination and Care Management to understand rota gaps, future rota risk, client requirements, care team stability and candidate suitability factors.

• Help identify the right candidate fit for each client, including availability, location, travel, shift pattern, driver requirements, pets, smoking restrictions and other package-specific needs.

• Support suitable profiles being put forward to clients promptly after training, ensuring candidate information is clear, accurate and relevant.

• Escalate early where recruitment activity is not converting into suitable profiles, first shifts or rota improvement.

Recruitment delivery and candidate engagement

• Manage candidates through the full recruitment journey from initial application or sourcing through to onboarding, training readiness and deployment readiness.

• Review applications promptly, conduct structured screening calls and interviews using approved processes, and assess suitability against experience, values, availability, communication, reliability and live package needs.

• Maintain warm, welcoming and professional communication with candidates so they feel informed, supported and clear on next steps throughout the process.

• Keep suitable candidates moving at pace and ensure every active candidate has a clear next action; reject unsuitable candidates professionally and promptly.

• Actively source candidates through approved platforms, ATS talent pools, previous applicants, referrals, social media and other recruitment channels, using existing candidate data before escalating requests for additional recruitment spend.

• Re-engage previous applicants, partially progressed candidates, dormant candidates and stalled candidates who may be suitable for current priority vacancies.

Compliance, onboarding and training pipeline

• Follow approved recruitment and compliance SOPs, safe recruitment standards, data protection requirements and internal escalation routes at all times.

• Support candidates through onboarding and compliance by chasing outstanding documents, training, forms, references and other required actions with pace and clarity.

• Ensure every active onboarding candidate has a requested or tentative training date recorded, unless there is a clear reason this is not appropriate.

• Confirm training once candidates reach the agreed compliance threshold, unless otherwise authorised.

• Prepare candidates for training by confirming attendance, expectations, location, timing, required documents and next steps.

• Coordinate training attendance arrangements, including liaising with colleagues who need to attend, confirming numbers, monitoring non-attendance and supporting practical arrangements such as refreshments or food where required.

• Participate in the delivery of onboarding training as required, supporting a professional, welcoming and organised candidate experience.

• Escalate training capacity issues where demand exceeds available spaces or where additional sessions may be needed to protect service delivery.

Systems, adverts and data quality

• Use recruitment, onboarding, compliance, rota and pipeline systems accurately and consistently, including Team Tailor, Access Screening or equivalent systems.

• Create and maintain job adverts in line with approved wording, live vacancy priorities and business requirements.

• Ensure Team Tailor job adverts, vacancy data, interview kits, triggers, candidate stages, templates and related recruitment workflows are set up correctly and kept accurate.

• Carry out quality checks on advert content, vacancy information, candidate records, screening outcomes, training dates, compliance status and vacancy links so that system data matches the live recruitment position.

• Contribute to weekly pipeline reviews, KPI checks and recruitment reporting, providing clear updates on candidate numbers, priority vacancies, training readiness, blockers, risks and recovery actions.

General team support

• Provide backup support to colleagues and wider operational teams as needed, including covering absences, answering phones, supporting urgent administrative tasks and helping maintain service continuity.

• Work flexibly with Recruitment, Coordination, Care Management, Clinical colleagues and Senior Management to support business priorities.

KPI Accountability

• The Recruiter will work to recruitment and shared operational KPIs including candidate contact, sourcing activity, vacancy coverage, pipeline accuracy, compliance progression, requested training dates, training confirmation, attendance, suitability matching, escalation and conversion into deployable staff. Where a KPI is missed, the Recruiter is expected to explain the reason, evidence the activity taken and identify recovery actions.

Safeguarding

• All Paragon staff are responsible for safeguarding and promoting the welfare of clients. Safe recruitment is part of safeguarding and includes accurate screening, appropriate candidate assessment, compliance checks, reference processes, clear documentation, professional judgement and prompt escalation of concerns in line with company policy, training and legislation.

Experience and Aptitudes

• Experience in recruitment, resourcing, staffing, onboarding or candidate management, ideally in a fast-paced or compliance-led environment.

• Confident managing candidate pipelines, screening applicants, making outbound calls, chasing actions and working to KPIs or deadlines.

• Accurate and confident using ATS, recruitment, compliance, onboarding, tracker or CRM-style systems; Team Tailor or Access Screening experience would be an advantage.

• Warm, professional, proactive and solution-focused, with good judgement when assessing candidate suitability, client fit and recruitment risk.

• Able to work collaboratively with Coordination, Care Management, Clinical colleagues and wider operational teams while maintaining safe recruitment standards, confidentiality and high levels of accuracy.

This list is not exhaustive and may change in line with business needs.

Company Benefits

• Private Medical Insurance

• Pension scheme

• Cycle to work scheme