Nurse Recruiter Jobs
Nurse Recruiter jobs are open across hospital systems, staffing agencies, long-term care networks, and travel nursing firms, at every level from coordinator to director, with specializations in clinical sourcing, travel nurse placement, and healthcare talent acquisition. Find a role that fits below and apply directly.
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Talent Acquisition Consultant II
Human Resources Administration
Georgia State University
Georgia State University is a vibrant community in the heart of Atlanta. At Georgia State University (GSU), we value the unique skills, perspective, talents, and passion that each employee contributes to its learning community. To work at GSU is to accept an invitation to participate in the growth and development of the internal and external community we serve!
WHAT MAKES GSU A GREAT PLACE?
- Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
- A knowledge-sharing organization that works collaboratively with diverse partners.
- Professional development opportunities and mentorship.
Position Summary
The Talent Acquisition Consultant II (TAC) role has a duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve. In addition to possessing strong and strategic recruitment skills, TACs must be self-starters with exceptional strategic thinking and emotional intelligence. There is an increase level of responsibility for and must be capable of making decisions that align with the organization's policies and procedures and provide expert advice on these policies and procedures.
The intent is to fill multiple vacancies from this posting, primarily recruiting for the Talent Acquisition Consultant II position. Based on the selected candidate’s relevant work experience, education, and/or credentials, the role may be filled at the Talent Acquisition Consultant I or II level.
The main competencies required to perform the duties of the TAC II include:
- Strategic Thinking: Ability to develop and implement long-term recruitment strategies.
- Compliance Expertise: Thorough understanding of employment laws and regulations.
- Relationship Building: Strong skills in building and maintaining effective partnerships.
- Communication: Excellent verbal and written communication skills.
- Emotional Intelligence: High level of self-awareness, empathy, and interpersonal skills.
- Adaptability: Ability to thrive in a dynamic and fast-paced environment.
What Will You Do?
- Assesses the needs of the hiring manager and develops a recruitment strategy. The strategy includes a recruitment calendar, selected recruitment sources, and a process to determine candidate qualifications.
- Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS) when appropriate, coordinates changes in MHS for the hiring manager with the Classification and Compensation Unit.
- Utilizes creative sourcing methods, including social media, to generate a qualified pool of applications.
- Recruits for hard-to-fill positions.
- Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications, working with the department of Classification and Compensation to determine the posted salary range, selecting appropriate skill demonstrations if appropriate, and determining if a credit check is appropriate.
- Plans and attends various career fairs for various recruitment efforts. Stays abreast of changes in the relevant labor market.
- Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University, ensuring managers understand the timeliness and appropriateness of recruitment activities.
- Provides instruction and direction to managers and HR administrators, ensuring compliance with University recruitment and selection procedures and practices.
- Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the department’s capabilities appropriately.
- Works in conjunction with Talent Acquisition Consultant I to monitor the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager, established minimum hiring standards, and satisfactory completion of all prerequisite skill assessments and background investigations.
Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion of the employee’s direct supervisor.
MINIMUM HIRING QUALIFICATIONS:
- Bachelor's degree; or a combination of education and related experience.
PREFERRED HIRING QUALIFICATIONS:
- Experience supporting recruitment within a higher education or similarly complex, regulated environment, with an understanding of institutional policies and compliance requirements.
- Demonstrated success managing a high-volume requisition load while maintaining quality, timeliness, and a positive candidate and stakeholder experience.
- Strong ability to adapt to changing priorities, processes, and organizational needs, with a proactive and solutions-oriented mindset.
- Proven ability to exercise sound judgment and discretion when advising hiring managers, particularly in complex or ambiguous situations.
- Ability to quickly learn and apply new systems, policies, and procedures, with minimal supervision.
- Strong consulting and relationship-building skills, with the ability to influence and guide stakeholders throughout the recruitment process.
- Experience using applicant tracking systems (e.g., Taleo or similar) and leveraging data to inform recruitment strategies and decisions.
Salary offers will be determined based on the candidate’s qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.
College/Business Unit:
Human Resource Services
Department: Human Resources Administration
LOCATION:
Atlanta Campus
Shift: 8:30AM - 5:15PM
Salary: $50,100 - $60,000
FLSA Status: Exempt
Job Type: Full Time (Benefits Eligible)
JOB POSTING:
11/13/26, 7:27:26 AM
CLOSING DATE:
11/27/26, 10:59:00 PM
Special Instructions:
To be fully considered for this position, all candidates must submit the following at the time of submission:
- A complete and accurate GSU application
- Resume
- Cover Letter (Recommended)
- Final candidates must provide three professional references.
LI-BD1
Georgia State University Values COMMUNITY: Fostering a distinctive shared identity and common purpose across our multi-campus university, IDENTITY, PLACEMAKING & BELONGING: Respecting the dignity and value of all people and perspectives through honorable conduct based on engagement, fairness, access, and civility, TRANSFORMATION: Intentionally pursuing knowledge, practice, and scholarly rigor to inspire lifelong learning, and to make our community and the world a better place INTEGRITY: Adhering to our values, mission, and the truth through respectful cooperation and effective stewardship of resources, EXCELLENCE: Achieving the highest standards and distinction in teaching, research, and service, STRATEGIC INNOVATION: Embracing invention and creativity in the pursuit of meaningful discovery using our collective talents.
USG Core Value Statement
The University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found online at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct. Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found online at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment Opportunity
Georgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual’s race, color, religion, sex, national origin, age, disability, genetic information, or protected veteran status.
Background Check
Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record.
Clery Disclosure of Campus Security Policy and Campus Crime:
Georgia State University is committed to its students' and employees' safety and security. It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office.
Please note, Georgia State University’s career board updates daily and requisitions are subject to be removed without prior notice or before the posting expires. Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status.
Talent Acquisition Consultant II
Human Resources Administration
Georgia State University
Georgia State University is a vibrant community in the heart of Atlanta. At Georgia State University (GSU), we value the unique skills, perspective, talents, and passion that each employee contributes to its learning community. To work at GSU is to accept an invitation to participate in the growth and development of the internal and external community we serve!
WHAT MAKES GSU A GREAT PLACE?
- Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
- A knowledge-sharing organization that works collaboratively with diverse partners.
- Professional development opportunities and mentorship.
Position Summary
The Talent Acquisition Consultant II (TAC) role has a duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve. In addition to possessing strong and strategic recruitment skills, TACs must be self-starters with exceptional strategic thinking and emotional intelligence. There is an increase level of responsibility for and must be capable of making decisions that align with the organization's policies and procedures and provide expert advice on these policies and procedures.
The intent is to fill multiple vacancies from this posting, primarily recruiting for the Talent Acquisition Consultant II position. Based on the selected candidate’s relevant work experience, education, and/or credentials, the role may be filled at the Talent Acquisition Consultant I or II level.
The main competencies required to perform the duties of the TAC II include:
- Strategic Thinking: Ability to develop and implement long-term recruitment strategies.
- Compliance Expertise: Thorough understanding of employment laws and regulations.
- Relationship Building: Strong skills in building and maintaining effective partnerships.
- Communication: Excellent verbal and written communication skills.
- Emotional Intelligence: High level of self-awareness, empathy, and interpersonal skills.
- Adaptability: Ability to thrive in a dynamic and fast-paced environment.
What Will You Do?
- Assesses the needs of the hiring manager and develops a recruitment strategy. The strategy includes a recruitment calendar, selected recruitment sources, and a process to determine candidate qualifications.
- Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS) when appropriate, coordinates changes in MHS for the hiring manager with the Classification and Compensation Unit.
- Utilizes creative sourcing methods, including social media, to generate a qualified pool of applications.
- Recruits for hard-to-fill positions.
- Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications, working with the department of Classification and Compensation to determine the posted salary range, selecting appropriate skill demonstrations if appropriate, and determining if a credit check is appropriate.
- Plans and attends various career fairs for various recruitment efforts. Stays abreast of changes in the relevant labor market.
- Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University, ensuring managers understand the timeliness and appropriateness of recruitment activities.
- Provides instruction and direction to managers and HR administrators, ensuring compliance with University recruitment and selection procedures and practices.
- Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the department’s capabilities appropriately.
- Works in conjunction with Talent Acquisition Consultant I to monitor the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager, established minimum hiring standards, and satisfactory completion of all prerequisite skill assessments and background investigations.
Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion of the employee’s direct supervisor.
MINIMUM HIRING QUALIFICATIONS:
- Bachelor's degree; or a combination of education and related experience.
PREFERRED HIRING QUALIFICATIONS:
- Experience supporting recruitment within a higher education or similarly complex, regulated environment, with an understanding of institutional policies and compliance requirements.
- Demonstrated success managing a high-volume requisition load while maintaining quality, timeliness, and a positive candidate and stakeholder experience.
- Strong ability to adapt to changing priorities, processes, and organizational needs, with a proactive and solutions-oriented mindset.
- Proven ability to exercise sound judgment and discretion when advising hiring managers, particularly in complex or ambiguous situations.
- Ability to quickly learn and apply new systems, policies, and procedures, with minimal supervision.
- Strong consulting and relationship-building skills, with the ability to influence and guide stakeholders throughout the recruitment process.
- Experience using applicant tracking systems (e.g., Taleo or similar) and leveraging data to inform recruitment strategies and decisions.
Salary offers will be determined based on the candidate’s qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.
College/Business Unit:
Human Resource Services
Department: Human Resources Administration
LOCATION:
Atlanta Campus
Shift: 8:30AM - 5:15PM
Salary: $50,100 - $60,000
FLSA Status: Exempt
Job Type: Full Time (Benefits Eligible)
JOB POSTING:
11/13/26, 7:27:26 AM
CLOSING DATE:
11/27/26, 10:59:00 PM
Special Instructions:
To be fully considered for this position, all candidates must submit the following at the time of submission:
- A complete and accurate GSU application
- Resume
- Cover Letter (Recommended)
- Final candidates must provide three professional references.
LI-BD1
Georgia State University Values COMMUNITY: Fostering a distinctive shared identity and common purpose across our multi-campus university, IDENTITY, PLACEMAKING & BELONGING: Respecting the dignity and value of all people and perspectives through honorable conduct based on engagement, fairness, access, and civility, TRANSFORMATION: Intentionally pursuing knowledge, practice, and scholarly rigor to inspire lifelong learning, and to make our community and the world a better place INTEGRITY: Adhering to our values, mission, and the truth through respectful cooperation and effective stewardship of resources, EXCELLENCE: Achieving the highest standards and distinction in teaching, research, and service, STRATEGIC INNOVATION: Embracing invention and creativity in the pursuit of meaningful discovery using our collective talents.
USG Core Value Statement
The University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found online at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct. Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found online at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment Opportunity
Georgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual’s race, color, religion, sex, national origin, age, disability, genetic information, or protected veteran status.
Background Check
Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record.
Clery Disclosure of Campus Security Policy and Campus Crime:
Georgia State University is committed to its students' and employees' safety and security. It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office.
Please note, Georgia State University’s career board updates daily and requisitions are subject to be removed without prior notice or before the posting expires. Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status.
Nurse Recruiter Jobs by Experience Level
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Find Nurse Recruiter JobsNurse Recruiter Job Market
Who's Hiring
- TikTok28
- Cedars-Sinai Medical Center19
- Amazon17
- Prime Healthcare Services11
- Legora9
Top Industries Hiring
- Technology & Software40
- Healthcare & Medical Services34
- Construction & Real Estate19
- Electronics & Hardware8
- Banking & Financial Services8
What Employers Look For
The qualifications that appear most often in nurse recruiter jobs.
- Two or more years of full-cycle healthcare or nurse recruiting experience
- Proficiency with applicant tracking systems and HRIS platforms
- Knowledge of nursing licensure requirements and clinical credentialing processes
- Experience sourcing RNs and allied health professionals across multiple specialties
- Strong skills in candidate outreach, pipeline management, and offer negotiation
- Bachelor's degree in human resources, healthcare administration, or a related field
Tips for Your Nurse Recruiter Job Search
Tailor your resume to sourcing metrics
Nurse recruiters are measured on time-to-fill and offer acceptance rates. Quantify your previous hiring outcomes in those terms on your resume, hiring volume per quarter and specialty fill rates stand out far more than generic recruiting language.
Highlight clinical knowledge on your application
Employers want recruiters who can credibly screen nursing credentials. If you hold a clinical background or have recruited across specific specialties like ICU or OR, call that out prominently, it sets you apart from general healthcare recruiters.
Target postings by care setting not just title
Nurse recruiter roles differ significantly between acute care hospitals, travel staffing agencies, and home health organizations. Search by care setting alongside the title to find openings that match the candidate pipelines and workflows you already know.
Apply early to roles that fit
Migrate Mate lists nurse recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare for a sourcing scenario interview
Many hiring managers will ask you to walk through how you'd fill a hard-to-staff specialty role, like a traveling NICU nurse, under a tight deadline. Prepare a real example from your experience that covers sourcing channel, outreach, and close.
Negotiate using compliance knowledge
If you're experienced with credential verification workflows or state licensure requirements, name that explicitly in salary discussions, employers pay more for recruiters who reduce compliance risk and onboarding delays in regulated clinical settings.
Nurse Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most nurse recruiters?
TikTok, Cedars-Sinai Medical Center, and Amazon are hiring the most nurse recruiters right now, with openings concentrated in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Demand is strongest at large health systems and travel nursing staffing agencies.
How many nurse recruiter jobs are remote?
About 60% of nurse recruiter openings are fully remote or hybrid as of November 2026, reflecting how much of the sourcing and interview workflow has moved online. Roles focused on travel nurse placement and passive candidate outreach tend to be the most remote-friendly, while positions tied to on-site onboarding and credentialing are more likely to require in-person presence.
How do you become a nurse recruiter?
Most nurse recruiters start in either full-cycle recruiting or a clinical role, then move into healthcare talent acquisition. Building familiarity with nursing license requirements, specialty credentials, and clinical workflows is essential. Getting experience with applicant tracking systems, learning to source passive candidates, and developing relationships with nursing schools and staffing agencies will accelerate your path into the role.
Can you get a nurse recruiter job with little or no recruiting experience?
Yes, especially if you have a clinical background as an RN or allied health professional, since employers value your ability to credibly evaluate nursing candidates and speak to specialty requirements. Pivot by framing any hiring, onboarding, or training responsibilities from your clinical role as recruiting-adjacent experience, and target smaller health systems or staffing agencies that are more likely to train from within.
What does the nurse recruiter interview process look like?
Most nurse recruiter interviews include an initial screening call with HR, followed by a panel interview with a talent acquisition lead or hiring manager, and often a practical exercise such as sourcing a hard-to-fill specialty role or reviewing a candidate profile. Expect questions on your sourcing channels, how you manage high-volume pipelines, and your familiarity with clinical credentials and state licensure requirements.
Where can I find and apply to nurse recruiter jobs?
You can find and apply to nurse recruiter jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your specialty background and experience level, then apply directly to each listing from the page.
See All 1,885+ Nurse Recruiter Jobs
Find roles that match your experience and apply in just a few clicks.
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