Business Developement and Recruitment Specialist

Company Description Visiting Angels of Southwest Colorado is an award-winning in‑home care agency that provides compassionate assistance to seniors and Veterans, helping them remain safe and independent in their own homes. The agency specializes in 24/7 care, palliative care, and Alzheimer’s care, tailoring services to meet individual needs. Visiting Angels proudly serves Farmington, NM, Durango, CO, Pagosa Springs, CO, the San Luis Valley, and the greater Four Corners region. Team members join a mission-driven organization that focuses on dignity, respect, and quality of life for every client.

Job Description — Client Referral Growth Caregiver Recruitment

Reports To: CEO

Classification:  58K plus incentive plan for leads and caregivers recruited

Employment Type: Full-Time, field-based

Territory / Location: [Market(s)] — significant time out of the office.

POSITION PURPOSE

Grow the business from outside in. This role owns all outward, relationship-driven work: it builds and maintains the referral-source relationships that generate clients, AND sources and recruits the caregivers needed to staff that growth. It is the 'field' counterpart to the Marketing Manager's 'inside' engine.

PRINCIPAL ACCOUNTABILITIES

Lane A — Client Business Development & Community Relations

●       Develop and maintain relationships with referral sources: hospital discharge planners, skilled nursing and assisted-living facilities, hospice, physicians, senior centers, elder-law attorneys, and similar.

●       Generate, track, and convert client inquiries; meet monthly referral and admission targets.

●       Represent the company professionally at community events, senior fairs, chamber functions, and networking opportunities.

●       Maintain a referral-source CRM / contact log and report activity and results.

Lane B — Caregiver Recruitment & Talent Acquisition

●       Reserve a minimum of [e.g., 60%] of weekly time for active caregiver recruiting, including at least one day per week sourcing in strategic areas with strategic partners.

●       Source, attract, screen, and interview caregivers and support staff via job boards, community boards, job fairs, schools, workforce agencies, and referrals.

●       Verify required credentials (license, certifications, background checks, references) and maintain compliance with state caregiver qualification rules.

●       Partner with HR / Care Directors on offers, onboarding, and background/fingerprinting; support new hires through their first 90 days to improve retention.

●       Own and administer the company's recruitment and onboarding platform: keep candidate and new-hire data current, run the pipeline through it, and move hires through onboarding. (The specific platform / vendor may change over time; this role owns the process, not a specific product.)

●       Report recruitment metrics: time-to-fill, cost-per-hire, hires per month, and retention.

Shared — Feed the Marketing Engine

●       Supply the Marketing Manager with field content: event photos, client and caregiver testimonials, community intelligence, and campaign ideas — the Marketing Manager routes it to the social vendor.

●       Coordinate through the Marketing Manager on messaging so field relationships and the outsourced digital marketing reinforce each other (Marketing manages the vendors and brand voice; this role provides the raw material and local intel).

KNOWLEDGE, SKILLS & ABILITIES REQUIRED

●       Demonstrated relationship / B2B sales ability AND recruiting or talent-sourcing experience — comfort in both 'hunter' outreach and candidate pipelines.

●       Strong understanding of caregiver qualifications and state compliance requirements (preferred).

●       Excellent interpersonal, presentation, and public-speaking skills; able to build rapport quickly with very different audiences (referral professionals and caregiver candidates).

●       Highly self-directed; able to manage two competing mandates and prioritize under pressure.

●       Proficiency with CRM / ATS tools, Microsoft Office, and social recruiting platforms.

●       Valid driver's license and clean driving record; reliable for daily field travel.

●       Home care / private-duty experience strongly preferred.

KEY PERFORMANCE INDICATORS

●       New referral-source accounts opened and active per quarter.

●       Referrals and admissions generated from new and existing sources.

●       Time-to-fill and caregiver hires per month.

●       90-day new-hire retention rate.

PHYSICAL / ENVIRONMENTAL DEMANDS

●       Field-based role: frequent driving, sitting, standing, walking, and moving between sites during working hours.

●       Must be able to operate office equipment and maintain verbal and written communication with staff, leadership, clients, families, referral sources, and candidates.

●       See ADA requirements.

COMPENSATION & BENEFITS

●       Base plus performance incentive. Recommended: modest base separate incentives tied to BOTH new client referrals AND caregiver hires, so neither mandate is starved. [Finalize structure.]

●       Company vehicle or mileage reimbursement for field travel.

●       Health, dental, vision; paid time off; professional development.

Send Resume to HRpagosa@visitingangels.com