Green Card Physician Recruiter Jobs
Physician Recruiter green card sponsorship follows the EB-2 or EB-3 path, requiring PERM labor certification before the I-140 petition. Healthcare systems and staffing firms regularly sponsor this role because hiring pipelines depend on experienced talent. Your degree and years of recruiting experience determine which category fits.
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Get Access To All JobsINTRODUCTION
Medical Group – Corporate, Manhasset, NY
Requisition: 201942
Profession: Business Strategy
Specialty: Physician Recruiting
Full Time, Days, 9:00 AM-5:00 PM
Salary Range: $75020.00-$126250.00/year
JOB DESCRIPTION
Executes aggressive and innovative recruitment and retention strategies for physician positions up to and including Chairs for the organization. Collaborates with the leadership to manage physician recruitment.
JOB RESPONSIBILITY
- Partners with Service Line and departmental leadership to design and implement sourcing strategies and methods to meet physician recruitment needs of department both currently and for the future.
- Executes successful strategies for recruiting targeted physicians.
- Attends national and local medical conferences.
- Serves as a resource to organization residents and fellows during their career development.
- Sources, screens and interviews candidates for physician positions.
- Manages search progress and ensures all privileging and on-boarding processes are completed efficiently and in a timely fashion.
- Ensures physician recruiting efforts are consistent and in compliance with Federal, State and EEO regulations and organization policies and procedures.
- Monitors internal and external factors impacting attraction and retention; maintains awareness of the national physician market.
- Assists physicians with house hunting and other relocation services.
- Operates under general guidance and work assignments are varied and require interpretation and independent decisions on course of action.
- Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.
JOB QUALIFICATION
- Bachelor’s Degree required, or equivalent combination of education and related experience.
- 1-3 years of relevant experience, required.
ADDITIONAL SALARY DETAIL
The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member’s base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).
The salary range for this position is $75020.00-$126250.00/year.
Salary ranges shown on third-party job sites may not accurately reflect ranges provided by Northwell Health. Candidates should check Northwell Health Careers for accurate information and discuss salary/hourly details and our comprehensive benefits with a recruiter, if selected for an interview.
INTRODUCTION
Medical Group – Corporate, Manhasset, NY
Requisition: 201942
Profession: Business Strategy
Specialty: Physician Recruiting
Full Time, Days, 9:00 AM-5:00 PM
Salary Range: $75020.00-$126250.00/year
JOB DESCRIPTION
Executes aggressive and innovative recruitment and retention strategies for physician positions up to and including Chairs for the organization. Collaborates with the leadership to manage physician recruitment.
JOB RESPONSIBILITY
- Partners with Service Line and departmental leadership to design and implement sourcing strategies and methods to meet physician recruitment needs of department both currently and for the future.
- Executes successful strategies for recruiting targeted physicians.
- Attends national and local medical conferences.
- Serves as a resource to organization residents and fellows during their career development.
- Sources, screens and interviews candidates for physician positions.
- Manages search progress and ensures all privileging and on-boarding processes are completed efficiently and in a timely fashion.
- Ensures physician recruiting efforts are consistent and in compliance with Federal, State and EEO regulations and organization policies and procedures.
- Monitors internal and external factors impacting attraction and retention; maintains awareness of the national physician market.
- Assists physicians with house hunting and other relocation services.
- Operates under general guidance and work assignments are varied and require interpretation and independent decisions on course of action.
- Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.
JOB QUALIFICATION
- Bachelor’s Degree required, or equivalent combination of education and related experience.
- 1-3 years of relevant experience, required.
ADDITIONAL SALARY DETAIL
The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member’s base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).
The salary range for this position is $75020.00-$126250.00/year.
Salary ranges shown on third-party job sites may not accurately reflect ranges provided by Northwell Health. Candidates should check Northwell Health Careers for accurate information and discuss salary/hourly details and our comprehensive benefits with a recruiter, if selected for an interview.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Physician Recruiter
Match your credentials to the right EB category
EB-2 requires a master's degree or a bachelor's plus five years of progressive experience in physician recruiting or HR. EB-3 covers a bachelor's degree alone. Pull your transcripts and employment letters now so your attorney can confirm the category before PERM begins.
Find employers with active PERM filing history
Search Migrate Mate to identify healthcare employers and staffing firms with verified green card sponsorship history for Physician Recruiter roles. Targeting companies already familiar with PERM for this occupation shortens internal approval cycles significantly.
Understand the prevailing wage before negotiating
Your PERM filing locks in a prevailing wage that DOL certifies through OFLC Wage Search. The offered salary must meet or exceed that figure throughout the process. Confirm the wage tier your employer intends to use before you sign an offer letter.
Expect the PERM recruitment test to take months
DOL requires employers to run a full recruitment test, posting the role, documenting results, and demonstrating no qualified U.S. workers were available. For Physician Recruiter positions, this process typically runs 60 to 90 days before PERM can be submitted.
Secure your I-140 approval before changing roles
Once your employer files the I-140, that petition establishes your priority date. If you change employers after your I-485 has been pending 180 days, AC21 portability lets you move to a same or similar occupation without losing that date.
Use O*NET to document your occupation accurately
PERM filings for Physician Recruiter roles reference the O*NET occupational profile to establish job duties and minimum requirements. Confirm your job description aligns with that profile early so USCIS and DOL reviewers find no inconsistencies between the petition and the posted role.
Green Card Physician Recruiter: Frequently Asked Questions
Do Physician Recruiter roles commonly qualify for EB-2 or EB-3 green card sponsorship?
Both categories apply depending on your credentials. EB-2 fits candidates with a master's degree in human resources, healthcare administration, or a related field, or a bachelor's plus five years of progressive physician recruiting experience. EB-3 covers professionals holding a qualifying bachelor's degree. Your employer's attorney will determine the stronger fit based on your documentation and the job requirements.
How does the green card process differ from H-1B sponsorship for a Physician Recruiter?
Green card sponsorship through EB-2 or EB-3 leads to lawful permanent residence, not a temporary status. The process requires PERM labor certification filed with the Department of Labor, a prevailing wage determination, a full recruitment test, and then an I-140 petition with USCIS. H-1B visa is a nonimmigrant visa with annual caps and a lottery. Green card sponsorship has per-country numerical limits and priority date backlogs but no lottery.
What does the PERM recruitment test mean for a Physician Recruiter position?
DOL requires the employer to genuinely test the U.S. labor market before certifying a PERM application. For a Physician Recruiter role, that means posting the position through required channels, documenting all applicants, and demonstrating that no qualified U.S. workers were available or willing. The employer must retain recruitment records for five years. Any procedural error can trigger an audit or denial, restarting the process.
How do I find employers willing to sponsor a green card for a Physician Recruiter role?
Search Migrate Mate to identify healthcare systems, hospital networks, and physician staffing firms with a documented history of green card sponsorship for recruiting and HR roles. Targeting employers already experienced with PERM for this occupation means less internal education time and faster decision-making on your sponsorship request.
What happens to my priority date if I change employers during the green card process?
Your priority date is established when USCIS approves your I-140. If your I-485 has been pending for at least 180 days and the new role is in the same or a similar occupation under AC21 portability rules, you can move to a new employer without losing that priority date. The new employer does not need to restart PERM from the beginning in that scenario.