Business Development

Work Type

• On-site

Industry

• Not Specified

POSITION SUMMARY:

Business Development & Recruitment Specialist

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).