Recruiter II

• Manage the full recruitment lifecycle for Sterile Process Technicians and similar non-exempt healthcare roles, including sourcing, screening, interviewing, and candidate placement.
• Build and maintain strong relationships with hiring managers and department leaders to understand workforce needs.
• Oversee job posting activities, including internal postings, external job boards, and agency referrals; ensure accurate applicant tracking records.
• Source candidates through multiple channels, including job boards, networking, referrals, and professional associations.
• Extend offers of employment with appropriate approvals and negotiate as needed.
• Coach hiring managers on screening, interviewing, and selection techniques to ensure compliance with diversity commitments and regulatory requirements.
• Communicate with candidates, providing complete, accurate, and engaging information about the hospital and available opportunities.
• Network and participate in external events to enhance marketplace knowledge and organizational visibility.
• Ensure compliance with hospital policies and certification requirements (e.g., CSPDT) in candidate selection.
• Stay current on regulatory changes, recruitment trends, and innovative techniques to remain competitive with best practices.
• Manage workflow within the parameters of OFCCP/EEO, Affirmative Action, and other compliance requirements.

• Bachelor's degree and 2+ years of recruiting experience (additional experience may substitute for degree).
• Proven experience recruiting healthcare professionals, specifically Sterile Process Technicians and similar clinical support roles.
• Strong understanding of hospital environments, certifications (e.g., CSPDT), and the specific skills and competencies required for sterile processing roles.
• Demonstrated ability to source, screen, and place candidates in highly specialized, technical healthcare positions.
• Strong communication and relationship-building skills.
• Skilled in interviewing methods such as behavioral and skills-based interviewing.
• Knowledge of EEO/OFCCP and employment-related regulations.
• Proficiency with Microsoft Office and applicant tracking systems.
• Commitment to diversity and inclusion, with an understanding of its role in building a high-performing workforce.

The posted pay range is Boston Children's reasonable and good-faith expectation for this pay at the time of posting.

Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.