Talent Acquisition Partner, BioLife Clinical Recruitment

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Job Description

About the Role

The Clinical Talent Acquisition Partner will play a crucial role in recruiting licensed professionals, including Nurses and EMTs, for BioLife plasma centers. The Clinical Talent Acquisition Partner will drive all aspects of the recruitment process and support the selection of qualified, appropriately licensed candidates for key roles within U.S.-based plasma centers.

This individual will collaborate with Operations and Talent Acquisition (TA) leaders to develop and execute comprehensive, data-driven recruitment plans for licensed professionals, including Nurses and EMTs. The Clinical Talent Acquisition Partner will use labor-market intelligence, candidate-flow data, sourcing analytics, and recruitment outcomes to design, manage, and continuously improve strategies aligned with current and future staffing needs. Responsibilities include partnering with the TA Lead to identify recruitment priorities; developing and implementing sourcing, advertising, and marketing plans; tracking sourcing activities, channel effectiveness, conversion, and hiring outcomes; developing screening and interview guides; creating consistent candidate messaging; improving recruitment materials; and sharing effective practices with the TA team.

The Clinical Talent Acquisition Partner will engage frequently with Talent Acquisition Partners, Hiring Managers, HR Partners, and other key stakeholders in a fast-paced, high-volume environment. The role requires strong initiative, sound judgment, attention to detail, analytical capability, and effective time management. This individual will contribute to the success of the BioLife Talent Acquisition team by delivering a positive candidate and hiring manager experience, providing clear data-based recommendations, and maintaining high service and quality standards throughout the recruitment process.

How you will contribute:

• Serve as the primary recruiter for assigned licensed professional requisitions, including Nurse and EMT roles, across multiple U.S. plasma centers, including new, ramping, launch, and established locations.

• Lead full-cycle recruitment for licensed professional roles, including Nurses and EMTs, from intake and targeted sourcing through screening, selection, offer support, disposition, and post-hire outcome review.

• Partner with Operations, TA leaders, Hiring Managers, and HR Partners to develop, implement, and evaluate comprehensive recruitment and selection plans.

• Advise stakeholders on labor-market conditions for licensed professionals, including Nurses and EMTs, candidate availability, licensure considerations, competitive trends, and talent implications.

• Research and maintain geographic and center-specific information related to applicable candidate licensure and hiring requirements.

• Develop, execute, and continuously improve data-driven recruitment plans, job advertising and marketing, sourcing strategies, screening criteria, interview guides, and candidate communication materials.

• Proactively identify talent gaps and trends, use data to prioritize target markets and candidate segments, and build sustainable sourcing channels and talent pipelines for current and future workforce needs.

• Plan and execute targeted recruitment events and outreach strategies, including virtual and in-market approaches where appropriate.

• Apply sourcing technology, CRM platforms, automation, labor-market intelligence, and recruitment analytics to identify, cultivate, and engage qualified talent communities at scale.

• Track and analyze sourcing activity and outcomes by channel, market, role, and candidate segment, including outreach, response, applicant flow, conversion, interview, offer, acceptance, and hire results.

• Translate sourcing and recruitment data into actionable insights, communicate progress and risks to stakeholders, and adjust channel investments, outreach tactics, and recruitment strategies to improve candidate flow, quality, speed, and hiring outcomes.

• Monitor staffing needs, pipeline health, source effectiveness, and candidate flow for licensed professional roles, including Nurses and EMTs, with TA and Operations partners and adjust recruitment strategies based on data and business priorities.

• Partner cross-functionally on projects that improve recruiting efficiency, strengthen candidate flow, support workforce planning, and enhance recruitment outcomes.

• Provide consultation, presentations, and training to district managers, center leaders, Hiring Managers, and TA partners on recruitment strategy and effective hiring practices for licensed professionals, including Nurses and EMTs.

• Build positive, trusted relationships with cross-functional partners and communicate progress, risks, and recommendations clearly and consistently.

• Champion inclusion, equity, and diversity in sourcing and selection practices.

• Maintain accurate, timely, and complete data in ATS, CRM, and other TA technology systems to support sourcing attribution, reporting, forecasting, stakeholder updates, and continuous improvement.

• Deliver a positive, consistent candidate and hiring manager experience while maintaining high service, compliance, and quality standards.

• Perform other duties as assigned.

Education, Knowledge, and Skills:

• Bachelor's degree or equivalent experience preferred.

• Three to five years of U.S.A. high-volume, multi-site healthcare, clinical, nursing, or licensed-role recruiting experience.

• Experience recruiting in a centralized talent acquisition organization preferred.

• Experience recruiting nursing, emergency medical services, or other regulated clinical talent strongly preferred.

• Working knowledge of role-specific licensure considerations and the ability to research geographic hiring requirements.

• Strong customer focus and interpersonal skills, with the ability to manage expectations across multiple locations and stakeholder groups.

• Demonstrated proficiency developing, executing, tracking, and evaluating varied recruitment, sourcing, marketing, and outreach strategies for high-volume or hard-to-fill roles.

• Ability to manage and prioritize multiple requisitions, locations, Hiring Managers, and candidates while maintaining accuracy and follow-through.

• Strong business and functional acumen, with the ability to interpret labor-market data, pipeline analytics, source-of-hire information, conversion metrics, and recruiting outcomes to inform recommendations and actions.

• Ability to build trusted relationships and act as a strategic recruiting partner to Hiring Managers, HR Partners, Operations leaders, and TA colleagues.

• Ability to respond quickly to shifting priorities, solve problems, and drive appropriate solutions with minimal supervision.

• Strong written, verbal, presentation, and facilitation skills.

• Proficiency with ATS and CRM systems, Workday, Microsoft Word, PowerPoint, Excel, Power BI, and other TA technology and sourcing tools.

• High degree of initiative, organization, attention to detail, adaptability, and accountability.

This is a hybrid-role with an on-site attendance expectation of 2-to-3 days a week at our Santa Fe offices in Mexico City.

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