Cross Country is looking for top talent to join our team! Cross Country is a market-leading, tech-enabled workforce solutions and advisory firm with more than four decades of industry experience and insight helping clients tackle complex labor-related challenges. Diversity, equality, and inclusion are at the heart of the organization's overall corporate social responsibility program as t is closely aligned with our core values to create a better future for its people, communities, and stockholders. Most recently named one of the 'Top Places to Work' by US News and World Report, and a Most Loved Workplace by Newsweek Magazine, Cross Country is committed to excellence in delivery of its services and was the first public company to earn The Joint Commission Gold Seal of Approval for Health Care Staffing Services Certification with Distinction.


Job Title:	Recruiter I	Job Code:	2861
Reports to:	Recruitment Manager or Director	FLSA:	Exempt
Department:	2000 Recruitment (CCE Therapy)	Revision Date:	11/2024
BASIC PURPOSE The Recruiter is responsible for managing the end-to-end recruitment process, from sourcing candidates to placing them in appropriate roles, ensuring a smooth and efficient process for both candidates and clients. They build sound relationships with candidates, generate referrals, and prospect new candidates through independent recruiting strategies. The Recruiter must meet the company's expected metrics and KPIs by producing quality candidates for open job orders. They must provide excellent customer service while meeting the goals and needs of field personnel.
ESSENTIAL FUNCTIONS Develop and implement innovative sourcing strategies (e.g., social media, job boards, networking, referrals) to attract top talent. Build and maintain a strong candidate pipeline by utilizing various platforms (LinkedIn, Indeed, niche job boards) and targeted outreach. Regularly review open job orders and proactively source candidates for immediate and future staffing needs. Leverage outside-the-box techniques to expand candidate pools and maintain a steady flow of qualified candidates. Review resumes and applications, conducting phone, video, and in-person interviews to assess candidate qualifications and cultural fit. Evaluate skills, experience, and behavioral traits to identify top candidates for client roles. Prepare and submit candidate profiles to hiring managers and clients, facilitating interview schedules and feedback sessions. Convert recruits to working candidates by collaborating with internal teams and clients to place new hires effectively. Build and nurture strong, long-term relationships with candidates, ensuring a positive experience throughout the hiring process. Communicate effectively with candidates and clients to resolve any concerns, negotiate job offers, and ensure alignment on expectations. Maintain regular contact with placed candidates to track their performance and ensure client satisfaction. Provide guidance to clients on staffing trends, candidate availability, and industry best practices. Extend job offers to selected candidates, negotiate compensation packages, and manage the offer acceptance process. Coordinate with hiring managers and HR to finalize compensation, benefits, and other employment terms. Ensure that all necessary pre-employment checks (background, references, etc.) are completed before candidates are placed. Manage the onboarding process for new hires, ensuring a smooth transition into the company and a positive start. Track and report on key recruitment metrics (e.g., time-to-fill, cost-per-hire, source of hire) to assess the effectiveness of recruitment strategies. Maintain accurate and up-to-date records in the applicant tracking system (ATS) to document candidate interactions, placements, and recruitment activities. Consistently achieve performance targets, including number of candidate profiles, interviews, hires, and placement goals. Provide regular updates to internal teams and clients regarding recruitment progress, placement status, and challenges. Work closely with hiring managers and account managers to understand staffing needs, job requirements, and team dynamics. Regularly communicate with clients to ensure alignment on candidate profiles, job specifications, and hiring timelines. Offer strategic recommendations to clients on workforce planning, hiring practices, and improving employee retention. Promote the company's employer brand through recruitment marketing campaigns, job postings, and social media outreach. Represent the company at job fairs, networking events, trade shows, and other recruitment activities to build a strong talent pipeline. Assist in developing and placing advertisements in journals, job boards, and direct mail to increase visibility and attract diverse talent. Negotiate pay rates with field staff to ensure margin goals are met while remaining competitive in the market. Ensure candidate files are complete and compliant with both company and client credentialing requirements. Continuously evaluate the effectiveness of recruitment strategies, sourcing methods, and candidate placement processes. Actively participate in regular staffing meetings, training sessions, and other company-sponsored events to stay updated on industry trends and best practices. Provide feedback and recommendations to management for improving recruitment and staffing processes. All other duties as assigned. Must have the ability to perform the essential functions of the job with or without reasonable accommodation.
QUALIFICATIONS Minimum of 1 year of experience in full-cycle recruiting from sourcing, screening to candidate placement, across various roles, preferably in the healthcare or education industry. Proven ability to work in fast-paced environments with high-volume recruitment needs. Preferably in staffing agency, direct hire placements, or large-scale recruiting. Experience with both temporary/contract and permanent placements is preferred. Excellent negotiation and sales skills a must. Professional phone etiquette and strong presentation skills. Strong ability to build and manage candidate relationships, including pre/post-assignment engagement. Strong organizational skills with the ability to manage multiple job orders and meet deadlines. Ability to independently establish, place, and manage candidates on assignment. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).Experience with Google Drive (Docs, Sheets, Forms) preferred. Familiarity with recruitment tools, applicant tracking systems (ATS), and candidate management platforms.Experience with professional networking platforms such as LinkedIn Recruiter.Strong communication skills, with the ability to effectively engage with candidates and clients. Preferred Skills & Competencies: Experience in sales, business development, or client management within a staffing or recruitment environment is highly desirable. Ability to understand and prioritize client staffing needs, delivering effective talent solutions. Strong ability to identify, screen, and place top talent across a variety of roles and industries. Skilled in negotiating job offers, including salary, benefits, and other terms, while maintaining margin goals. Strong interpersonal and communication skills, with the ability to engage effectively with candidates, hiring managers, and clients at all levels. Excellent communication skills with the ability to interact clearly and professionally with various stakeholders. Strong organizational skills with the ability to manage multiple requisitions and client relationships simultaneously in a high-volume environment. Excellent time management skills, with the ability to prioritize tasks and meet deadlines. Strong problem-solving and analytical skills, with a proactive approach to overcoming challenges and achieving recruitment goals. Ability to think critically and make decisions that balance client needs with business objectives. Ability to work independently with minimal supervision, while also collaborating effectively as part of a team. Results-oriented and self-motivated, with a drive to meet or exceed recruitment and placement targets. High level of confidentiality and discretion when handling sensitive candidate and client information. Education: High school diploma or equivalent required. Bachelor's degree in Human Resources, Business Administration, or related field or other similar discipline preferred; or equivalent combination of education and sufficient experience to successfully perform the essential functions of the job.
CRITICAL COMPETENCIES FOR SUCCESS Must have accountability and ownership of the established goals and being self-driven, motivated to successfully achieving those goals. Must be a self-starter with the ability to make independent decisions and the judgment to know when to seek advice. Must have professional communication skills such as listening, presenting, and clearly expressing ideas in a written and/or oral format along with being persuasive. Ability to manage competing demands and changing priorities. Must have ability to multi-task, using time efficiently to prioritize workload and meet deadlines. Must be proficient in MS Office, utilizing search engines and social media sites, comfortable with posting jobs and conducting candidate searches and utilizing company databases. Ability to work independently as well as collaborate successfully within a team environment with the understanding that culture and having a positive, professional attitude at all times. Must be amicable and work well with others; willingness to assist colleagues when needed. Must have the desire to provide impeccable customer service to clients and HCPs and going above and beyond to fulfill those needs. Communicate clearly and meet assigned deadlines within timelines provided. Strong analytical, organizational skills, and problem-solving skills, in an independent manner.
WORK CONDITIONS: Open work area in an office environment. Must be able to remain in a stationary position 80% of the work schedule Up to 5% travel time to attend events and any trainings. Must be able to work a flexible schedule including weekend hours, as needed. Must have the ability to work in a fast-paced, rapidly changing environment, while maintaining a calm demeanor and positive attitude during stressful situations. Must be comfortable spending a large portion of the day making outbound phone calls. Employees must possess comfort in learning, training, and engaging with others virtually through Microsoft Teams and Zoom. Must be able to work in a cubicle setting. REMOTE WORKER:(if applicable) Must be able to successfully dedicate full attention to job duties during work hours Must have an office like environment to work in with minimal noise and disruption Must have reliable high-speed internet and the ability to connect equipment directly to a modem or router Must meet all standards and requirements of the Company's Telecommuting Policy

The above declarations are not intended to be an "all inclusive" list of the duties and responsibilities of the job described, nor are they intended to be such a listing of the skills and abilities required to perform the job. Rather, they are intended only to describe the general nature of the job and be a reasonable representation of its activities.

Cross Country is an Equal Opportunity Employer (EOE) - Veteran/Disability

I have read and understand the responsibilities of this position.

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Cross Country Healthcare Incentive Plan

Division:			Cross Country Staffing
Business Unit:		Cross Country Education
Participant Role(s):		Recruiter
Effective Date:		April 21, 2025
How Incentives are Earned for Account Management:	100% of the plan participant's commissions are earned as a percentage of the average monthly gross profit generated by him/her during the prior 13-week period. The commission rate is determined by the average monthly gross profit generated by the participant during the period. The commission rate is then applied to the average monthly gross profit generated to yield the commission earnings.,,


Plan Components

Metric	Weight	100% of commissions are earned in connection with average monthly gross profit generated by the participant during the prior 13-week period1, 2, 3
Gross Profit $	100%

Commissions Scale

Gross Profit Generated for the Month	Commission Rate	The commission rate is determined by the average monthly gross profit generated by the participant during the prior 13-week period. Commission reports will include revenue generated from recruited field professionals in all system utilized by Cross Country Education.

$0-$45,000	7.00%
$45,001-$80,000	8.00%
>$80,000	9.00%

Monthly Bonus Opportunity

Eligibility Criteria	Bonus Rate	A monthly bonus opportunity is available for permanent placements / conversions. The plan participant is eligible to receive a bonus equal to 10% of the fees collected for each permanent placement / conversion.
Permanent Placement / Conversion	10% of fees collected



Plan Rules and Disclaimers
1 Employee must be actively employed in an eligible position at the time incentives are calculated in order to be eligible for payment. Any amount earned in connection with this plan is subject to applicable withholdings. 2 "Gross profit generated" is defined as the gross profit recorded in, and reported by, the company's financial systems at the time incentive plan calculations are performed, and is subject to fluctuation for timeliness of billing, adjustment for burden rates, and accounting transactions conducted through the course of normal business operations. The gross profit figures reported in the company's incentive calculations shall be the prevailing measure upon which incentive calculations are based. 3 "Monthly average" is defined as the aggregate value for the 13-week period, which is divided by three (3). 4 Upon issuance of this incentive plan, the plan participant ceases to be eligible to participate in any incentive plan for which he or she may have previously been eligible. 5 The Company reserves the right to discontinue or amend this plan before, during, or after any period, as it may determine in its sole judgment. 6 This incentive plan shall be maintained confidentially, and is hereby deemed for internal use only

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Cross Country Healthcare

Administrative Rules for Incentive Compensation Plans

(Effective June 1, 2024)

These Administrative Rules ("Rules") apply to all incentive compensation plans (the "Plans") maintained by Cross Country Healthcare and its affiliates ("Cross Country"). Cross Country maintains several incentive plans for the benefit of its employees. These Rules are designed to provide an administrative structure that applies to all of the Plans, while giving individual business units or personnel groups the ability to structure the calculation of its incentives to meet their specific needs.

1. Rules Prevail over Individual Plans. To the extent there is any conflict between any of these Rules and any Plan, these Rules shall apply unless the Plan has language to expressly state that the Plan prevails. Approval of the Chief Financial Officer of Cross Country must be obtained in order for an individual Plan to override any of these Rules. These Rules supersede the rules of any prior variable compensation plan that an employee was previously compensated under.

2. Incentive Calculations. In the event any incentive award in any Plan is based on a percentage of salary, the employee's actual annual (or, as applicable, quarterly or monthly) base salary earnings will be used in the calculation of the incentive amounts. Incentive award payments will be rounded up to the next full dollar denomination, as appropriate.

3. Termination of Employment. No incentive award is paid unless the employee is actively employed with Cross Country when the payment is made; except that awards may be paid (a) if the Plan states that an employee is not required to be actively employed with Cross Country at the time of the payment or (b) payment of the incentive is required by applicable law, including compliance with any minimum wage laws.

4. Leaves of Absence. Where an employee is absent for any part of a Plan's incentive period, as a result of an approved leave of absence, any payment made under a Plan will be pro-rated to reflect the proportion of the Plan's incentive period worked in active employment.

5. Newly Eligible Employees. If an employee becomes eligible for participation in a Plan as a new hire or through a transfer to a new position during any performance period, the employee may be permitted to participate upon gaining eligibility for such Plan and any payment made under the Plan will be pro-rated to reflect the proportion of the Plan's incentive period during which the employee worked after becoming eligible.

6. Employees Who Transfer to New Position within Cross Country. An employee who, during any time period during which an incentive is calculated, transfers from one position to another position within Cross Country that is under a different incentive program shall be eligible to receive pro- rated awards under each respective incentive plan, based on the amount of time that the employee spends working under each Plan during the relevant calculation periods. These rules shall also apply if a different Plan is implemented for an employee who has not transferred to a new position, although it is the desire of Cross Country to only change or substitute incentive plans to coincide with the end or beginning of an incentive calculation period.

7. Timing of Incentive Payments. Payment under a Plan will generally be made (a) for annual incentive awards, 2 months after the end of the Plan year; or (b) for quarterly or monthly incentive awards, as set forth in the Plan.

8. Tax Withholding. Any payment under a Plan will be subject to applicable deductions or withdrawals as required or authorized by law, including without limitation federal, state and/or local taxes and deductions authorized by the employees or otherwise allowed in compliance with applicable law.

9. Application of Rules to Individual Employees. To the extent permitted by applicable law, these Rules and the terms of any Plan may be applied differently for different employees in relation to the same or similar events.

10. Amendments to Individual Plans. An individual Plan may be modified prospectively only, and any modification must be effective as of the following January 1 unless consent of the Chief Financial Officer of Cross Country is obtained in advance.

11. No Employment Rights or Contract. Participation in any Plan is not to be considered an employment and/or contractual agreement. Nothing in any Plan confers on any person any right to continued employment or to receive an incentive award.

12. Interpretations of Plans. Interpretations, determinations, and actions regarding a Plan's administration, eligibility and incentive calculations shall be made by an individual or committee designated by Cross Country for each Plan and shall be binding on all employees or beneficiaries unless such interpretation or determination is arbitrary and capricious.

13. No Trust Created. Nothing in these Rules or any Plan shall be construed as giving any employee or his or her legal representative, or designated beneficiary, any claim against any specific assets of Cross Country as imposing any trustee relationship upon Cross Country in respect of the employee or his or her beneficiary. Cross Country shall not be required to segregate any assets in order to provide for the satisfaction of the obligations hereunder. If and to the extent that an employee or his or her legal representative or designated beneficiary acquires a right to receive any payment pursuant to a Plan, such right shall be no greater than the right of an unsecured general creditor of Cross Country.

14. Governing Law. These Rules and the Plans, and the granting of payouts, shall be subject to all applicable federal and state laws, rules and regulations, and to such approvals by any regulatory or governmental agency as may be required. The laws of the State of Florida shall apply to these Rules and the Plans.

15. No assignment of Benefits. An employee's rights and interests under a Plan, including any payment previously made to such person or any amounts payable under a Plan may not be assigned, pledged, or transferred, except in the event of the employee's death, to a designated beneficiary in accordance with a Plan, or in the absence of such designation, to the employee's estate.

16. Code Section 409A. It is intended that any payments under each incentive plan be exempt from the application of Code Section 409A as short-term deferrals under Treasury Regulation Section 1.409A-1(b)(4). In the event that any payout does not qualify for treatment as a short-term deferral, it is intended that such amount will be paid in a manner that satisfies the requirements of Section 409A of the Code. These Rules and each individual Plan shall be interpreted and construed accordingly. To the extent that any payment under an incentive plan is deferred by the employee to a non-qualified deferred compensation plan that is subject to Code Section 409A, payment of those amounts will be determined under the rules of that plan.

17. Overpayments of Incentives. In the event Cross Country determines that any payment pursuant to a Plan was incorrect due to a miscalculation of financial results or other performance criteria or due to misrepresentation or other misconduct by an employee, Cross Country has the authority in its sole discretion to recoup any amount overpaid as a result of such miscalculation, including through a reduction in future payments of incentives or other compensation, to the extent permitted by applicable law.

18. Confidentiality. These Rules and the Plans are confidential information. Any disclosure, distribution, copying or use of these Rules or a Plan document other than for use in Cross Country's business is strictly prohibited. Employees who make improper use or disclosure of the Rules or a Plan document are subject to discipline including termination. In addition, Cross Country may bring legal action to protect its interests against those who misappropriate confidential information, including employees, former employees and other third parties.

19. Right to Amend Rules. Cross Country may amend these Rules at any time by written action of its Chief Financial Officer.

IN WITNESS WHEREOF, these Rules have been adopted by Cross Country, effective as of June 1, 2024.

Company equipment(laptop, monitor, keyboard, mouse headset) will be provided directly to you for use during employment.

Benefits

Cross Country offers a competitive compensation, benefits, and wellness program, including Medical Insurance, Dental Insurance, Vision Insurance, Life Insurance, Disability Insurance, Voluntary Insurance, 401(k) plan, Tuition Assistance, and Pet Insurance. The company offers a variety of Wellness options through Burnalong, which offers a robust online platform of classes and programs as well as local gym access.

Cross Country is an Equal Opportunity Employer (EOE) - Veteran/Disability

#IND123

Cross Country Healthcare, Inc.
47,500 USD-47,500 USD
medical insurance, dental insurance, life insurance, vision insurance, tuition assistance, 401(k)
United States
Jun 16, 2025

Recruitment (CCE) - Recruiter