Caregiver CNA Healthcare Recruiter Home Care Greenville SC

Hiring a Caregiver and CNA Recruiter for a growing home care agency in Greenville, South Carolina. Lead full-cycle recruiting, hiring, and onboarding for caregivers, CNAs, and HHAs.

1.      Why This Role Is Different

This is not a transactional recruiting role. 

You will own and build the caregiver pipeline that determines whether seniors in our community receive care at home—or go without it. You will have the autonomy to design sourcing strategies, the creativity to build a compelling employer brand, and the influence to shape hiring standards that directly impact care quality and business growth. 

If you are motivated by ownership, creativity, performance-based income, and strategic influence, this role is built for you. 

This role is best suited for someone who understands that caregiver recruiting is not transactional staffing—it is mission-critical talent selection in a service industry where character, reliability, and compassion determine outcomes. If you have primarily recruited for corporate or credential-driven roles without deep exposure to service-based hiring, this role will require a meaningful shift in approach.

2.     Position Overview

We are seeking a high-performing Healthcare Recruiter – Home Care to attract, engage, and hire compassionate, reliable, and skilled caregivers across Greenville County and the Upstate region. 

You will operate as both a talent acquisition leader and workforce strategist—building a consistent pipeline of caregivers with strong personal care, dementia care, and interpersonal skills, while continuously improving recruiting systems, messaging, and conversion performance.

3.     What You’ll Own (Autonomy & Strategic Influence)

• Full ownership of caregiver recruiting strategy and execution

• Authority to test, refine, and scale sourcing channels and messaging

• Direct impact on hiring standards, caregiver quality, and retention outcomes

• Influence over employer branding, recruiting technology utilization, and process design

• Visibility into leadership decisions tied to growth, staffing capacity, and client satisfaction

4.     Key Responsibilities:

4.1  Caregiver Recruitment & Sourcing

• Design and execute multi-channel recruiting strategies to build a high-quality caregiver pipeline

• Own and optimize job postings across Apploi, HelloHire, and major job boards (Indeed, Google Jobs, etc.)

• Actively source candidates through:

  • Social media recruiting (Facebook groups, Instagram, community networks)

  • Local outreach (CNA programs, training schools, workforce centers)

  • Referral programs and external recruiting channels

• Continuously test and improve messaging, targeting, and conversion rates

4.2  Candidate Screening & Selection:

Service Industry Talent Expertise (Critical Requirement)

Caregivers are service industry professionals operating in high-trust, high-empathy environments. This role requires a recruiter who understands how to:

·         Evaluate candidates beyond resumes—assessing attitude, service mindset, emotional intelligence, and reliability

·         Identify individuals who will represent the organization in clients’ homes with professionalism and compassion

·         Make hiring decisions with the same discernment and care as if selecting a caregiver for your own family member

Recruiting in-home care is fundamentally different from recruiting for corporate or professional roles—success requires strong instincts for people, service behavior, and cultural fit, not just credentials, to include:

• Conduct structured phone, video, and in-person interviews

• Evaluate candidates for:

  • Compassion and emotional intelligence

  • Reliability and accountability

  • Communication and relationship-building skills

  • Experience with ADLs and dementia care

• Leverage video interview tools (including HelloHire) for scalable screening

• Maintain high hiring standards while balancing speed-to-fill

4.3  Hiring Process & Candidate Experience

• Own the candidate journey from first touch through offer acceptance

• Ensure a fast, professional, and engaging hiring experience

• Partner with operations to align hiring with real-time client needs

• Maintain documentation and compliance throughout the hiring process

4.4  Onboarding & Early Retention (90-Day Ownership)

·         Lead end-to-end onboarding for all caregiver hires

·         Conduct orientations (virtual and/or in-person)

·         Ensure all pre-employment requirements are completed accurately and on time

·         Set clear expectations around role, schedule, and performance standards

·         Serve as the primary point of contact during onboarding

·         Conduct structured check-ins and gather feedback throughout each new hire’s first 90 days, providing timely support and intervention to maximize retention

4.5  Ongoing Workforce Engagement & Support

·         Design, implement, and manage a quarterly caregiver training and development program aligned with client needs and regulatory expectations

·         Send and reinforce access to the online employee handbook, ensuring ongoing awareness of policies, expectations, and resources

·         Respond to external caregiver reference checks in a timely, professional manner

·         Load and maintain caregiver pay rate adjustments accurately within internal systems

·         Triage and refer payroll-related questions and issues to the payroll provider, ensuring resolution and clear communication back to caregivers

4.6  Pipeline, Metrics & Optimization

• Manage candidate workflows within Apploi, HelloHire, and WellSky

• Track and improve key metrics:

  • Applicant flow

  • Interview-to-hire conversion

  • Time-to-fill

  • 90-day retention

• Use data to refine recruiting strategy and increase ROI

4.7  Employer Branding & Market Positioning

• Build and promote a compelling caregiver value proposition

• Create engaging recruiting content for social platforms

• Position the organization as an employer of choice in the Greenville / Upstate market

• Develop partnerships with local training programs and community organizations

5.     Qualifications

• 2+ years of recruiting experience (healthcare, home care, or high-volume staffing preferred)

• Proven ability to manage and optimize full-cycle recruiting processes

• Experience with ATS platforms and hiring tools (Apploi and/or HelloHire preferred)

• Strong interviewing and candidate assessment capabilities

• Experience with social media recruiting and digital sourcing strategies

• Highly organized, self-directed, and performance-driven

·         Demonstrated success recruiting service industry talent (healthcare, home care, hospitality, retail, or similar high-touch roles strongly preferred)

·         Proven ability to assess soft skills, reliability, and caregiver “calling”—not just technical qualifications

·         Strong intuition and judgment in selecting candidates suited for in-home, client-facing environments

·         Experience hiring for roles where retention, consistency, and trust are critical success factors

6.     What Success Looks Like

• Consistent pipeline of qualified, mission-driven caregivers

• Reduced time-to-fill across open shifts and cases

• High 90-day caregiver retention

• Measurable improvement in sourcing and conversion performance

• Strong employer brand presence in Greenville County and surrounding markets

·         High-quality hires who demonstrate compassion, professionalism, and service excellence in client homes

·         Strong alignment between caregiver capabilities and client needs, resulting in fewer call-offs, better continuity of care, and improved client satisfaction

7.      Compensation & Growth

• Competitive base salary + performance-based incentives tied to hiring outcomes

• PTO and training benefits

• Opportunity to expand into Talent Acquisition leadership or workforce strategy roles

• Direct visibility into business growth and operational impact

8.     Why Join Us

• Autonomy: You will not be micromanaged—you will be trusted to build and execute

• Creativity: You can test, iterate, and innovate across sourcing channels and messaging

• Impact: Your hires directly affect client care and company growth

• Income Upside: Performance is recognized and rewarded

• Purpose: Your work enables seniors to remain safely at home

Apply Today

If you are a driven recruiter who wants ownership, influence, and the ability to build something meaningful—not just fill roles—we encourage you to apply.

Equal Opportunity Employment & Compliance

We are an equal opportunity employer and prohibit discrimination and harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age (40 or older), disability, genetic information, pregnancy, military or veteran status, or any other characteristic protected by applicable federal, state, or local law. We also prohibit retaliation against individuals who report discrimination or participate in investigations. 

All employment offers are contingent upon successful completion of applicable pre-employment requirements, which may include background checks, drug screening, reference checks, and verification of eligibility to work in the United States, in accordance with federal and state laws. 

As a provider of non-medical home care services, certain positions may be subject to additional state regulatory requirements and client-specific standards. These may include credential verification and other role-specific compliance obligations, as applicable. 

We are committed to maintaining a safe, compliant, and professional environment for both our clients and our employees.