Senior Talent Acquisition Specialist

Discover Your Purpose with Us at Discovery Senior Living!

About Discovery Senior Living

Discovery Senior Living is a family of companies that includes Discovery Management Group, Integral Senior Living, Provincial Senior Living, Morada Senior Living, TerraBella Senior Living, LakeHouse Senior Living, Arvum Senior Living, Discovery Development Group, Discovery Design Concepts, STAT Marketing, and Discovery At Home. With three decades of experience, the award-winning management team has been developing, building, marketing, and managing diverse senior-living communities across the United States. By leveraging its innovative “Experiential Living” philosophy across a growing portfolio in excess of 350 communities and over 35,000 homes in nearly 40 states, and 19,000 dedicated employees, Discovery Senior Living is a recognized industry leader for performance, innovation and lifestyle customization and, today, ranks among the 2 largest U.S. senior living operators.

Primary Office Location: Remote located with travel to communities and business offices as needed.

POSITION SUMMARY

The Senior Talent Acquisition (TA) Partner is a strategic, full-cycle recruiter responsible for planning and executing hiring strategies that meet near-term and long-range workforce needs across Discovery Senior Living (DSL). This role is split between Discovery At Home (DAH) and DSL and is accountable for building high-quality pipelines and delivering hires for:

• DAH clinical roles (e.g., Physical Therapists, Occupational Therapists, Speech-Language Pathologists, Registered Nurses, Licensed Practical/Vocational Nurses, Home Health Aides)
• DAH and DSL leadership roles (community and regional level)
• Critical roles for our Management Companies (ManCos) across the DSL portfolio

The Senior TA Partner partners closely with DAH operations and clinical leadership, community and regional leaders, HR Business Partners, and corporate stakeholders to align recruiting efforts with patient care and resident experience goals, census and growth plans, quality and compliance standards, and budget/ROI expectations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Talent Strategy & Workforce Planning

• Translate DAH and DSL business plans into talent acquisition roadmaps with quarterly targets, sourcing mixes, and budget assumptions.
• Prioritize critical ManCo roles and DAH clinical and leadership openings using data on vacancy impact, time-to-fill, overtime/agency utilization, patient/resident care metrics, and revenue/census goals.
• Advise leaders on market conditions (supply, compensation, licensure requirements, competition), recommending hiring plans, talent pools, and contingency approaches.
• Own requisitions from intake through offer acceptance and pre-boarding: role scoping, competency profiles, sourcing strategy, marketing, screening, interviewing, selection, offer development, and hand-off to onboarding.
• Source passive and active candidates using targeted outreach, clinical networks, university relations, specialty job boards, referrals, pipelines, and community partnerships.
• Ensure licensure and credential verification workflows are initiated timely for clinical hires; partner with Compliance/Hiring Manager/HR Ops to meet federal, state, and payer requirements for home health and senior living.
• Facilitate structured, behavior-based interviews and job-relevant assessments; enable selection decisions with rubric-based scorecards to reduce bias and improve quality-of-hire.
• Lead offer negotiations (base, differentials, sign-on/retention, relocation) within budget guardrails; present data-backed recommendations to hiring leaders.

Full-Cycle Recruiting (DAH Clinical, Leadership, and Critical Roles)

Stakeholder Management & Collaboration

• Serve as the primary TA advisor to DAH clinical leadership and DSL community/regional leaders; conduct regular pipeline reviews and “forecast to fill” checkpoints.
• Coach hiring managers on interview best practices, candidate experience, and decision speed; drive accountability for SLA adherence (feedback, scheduling, references).
• Partner with HRBPs, Compensation, and Learning to ensure market-aligned offers and smooth onboarding with early engagement plans for clinical roles.

Qualifications

• Bachelor’s degree required; concentration in Human Resources, Business, Healthcare Administration, or related field preferred.
• 7+ years of progressive full-cycle recruiting experience, including hands-on clinical recruiting (e.g., PT/OT/SLP, RN/LPN/LVN) and leadership roles in healthcare, home health, or senior living; multi-site experience strongly preferred.
• Demonstrated success recruiting for critical ManCo roles and scaling pipelines across diverse geographies.
• Proficiency with modern ATS and CRM tools and virtual interviewing/scheduling platforms; strong Excel/Sheets skills for funnel analytics and reporting.
• Deep knowledge of clinical licensure/credentialing workflows and compliance requirements; familiarity with payer and state-specific rules a plus.
• Excellent stakeholder management, consulting, and communication skills; ability to influence at executive and community levels.
• Strong business acumen with the ability to balance speed, quality, compliance, and cost.
• Commitment to diversity, equity, inclusion, and a mission-driven approach to patient/resident care.

Core Competencies

• Strategic Talent Planning & Market Intelligence
• Relationship Building & Influencing
• Data-Driven Decision Making & Continuous Improvement
• Candidate Experience & Employer Branding
• Operational Rigor, Compliance, and Documentation
• Collaboration and Cross-Functional Execution

Benefits:

In addition to a rewarding career and competitive salary, Discovery offers a comprehensive benefit package.

Eligible team members are offered a comprehensive benefit package including medical, dental, vision, life and disability insurances, paid time off and paid holidays. Team members are eligible to participate in our outstanding 401(k) plan with company match our Employee Assistance Program and accident insurance policies.

No agencies, please. We do not accept any unsolicited resumes from agencies under any circumstances. We receive inquiries from agencies daily. Agencies should not direct any inquiries or emails to hiring managers. Thank you.