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Talent Acquisition Consultant, Physician and Faculty

June 25, 2026

Title: Talent Acquisition Consultant, Physician & Faculty

Location: United States

Human Resources

Job Id JR221433

Job Type Full time

Job Description:

The Scientist, Physician and Faculty recruitment team within Talent Acquisition is hiring a consultant to support physician and faculty recruitment. The incumbent will drive the growth of academic clinical and research programs by supporting the identification and engagement of high-caliber physicians and scientists, and guiding them through the faculty hiring process. They will partner closely with department/division leaders to align recruitment efforts with strategic, clinical, and academic priorities. They will provide market insights and maintaining a strong pipeline of future talent. The recruiter will be expected to be on site 1-2 days each week.

JOB RESPONSIBILITIES

Strategy and Program Development - Work with business unit leadership on the development and implementation of long-term and short term recruitment initiatives and talent pipelines that align with the staffing needs of the business unit. Develop recommendations for program improvements based on staffing trends and workforce supply. Stay abreast of best practices in recruitment branding and marketing, talent identification and engagement, candidate selection and onboarding. Recommend changes to processes, systems and technology based on knowledge. Collaborate with leaders and HR colleagues to support existing programs and potentially new programs, aid in development of current staff for future talent needs. Train, support and mentor staff on processes, techniques, and procedures. Champion change and model behaviors, as well as the appropriate mindset to embrace and support change initiatives.
Recruiting and Placement - Conduct full life-cycle recruitment activities (sourcing, applicant assessment, selection, hiring and on boarding) for assigned divisions/positions with a high degree of complexity. Complexity may be driven by the level of the positions, external market shortage, technical skill set, partnership work with division's strategy and similar factors. Develop pipelines of qualified candidates for key positions by program development or employing passive candidates sourcing strategies. Advise and assist departments in candidate attraction, identification and selection decisions based on candidate performance success indicators, EEO/AA, and fair employment practices. Comply with and support Cincinnati Children's EEO/Affirmative Action in recruitment and selection.
Measurement, Analysis and Systems - Utilize metrics to evaluate the effectiveness of recruitment, selection and placement. Develop recommendations for program improvements based on trends identified in the evaluation process. Lead the generation of ideas and approaches to improve the effectiveness of existing programs and create new programs. Participate in and/or lead process improvement efforts, pilots and technology selection. Recommend sourcing strategies and techniques to to other team members.
Consulting - Coach and counsel managers on matters related to candidate attraction and identification, selection, onboarding, compensation, and general management practices consistent with personnel policies and applicable employment laws. Develop understanding of clients specific recruitment needs and maintain positive working relationships in order to provide guidance and make appropriate recommendations. Counsel applicants regarding minimum requirements, career opportunities and transfer/promotion policy interpretation. Counsel employees in interpretation of employment policies and procedures, compensation related to transfer or promotional opportunities and career progression.
Sourcing - Work in partnership with division leaders to develop, implement and execute targeted sourcing strategies for higher level positions or specialized searches. Actively research and stay abreast of effective sourcing techniques and technology; share information and train formally/ informally the recruitment team on utilization. Assist in evaluating sourcing products and services. May facilitate external search vendor for high level or extremely difficult to recruit positions.

Work with business unit leadership on the development and implementation of long-term and short term recruitment strategies and talent pipelines. Conduct full life cycle recruitment activities for complex divisions.

JOB QUALIFICATIONS:

Bachelor's degree in a related field
5+ years of work experience in a related job discipline

PREFERRED QUALIFICATIONS:

Experience recruiting physicians, faculty, or advanced clinical/research roles within academic medical centers or health systems
Experience with specialized or hard-to-fill searches requiring national/international outreach
Expertise in sourcing niche passive candidates through conferences, networks, and specialty channels
Strong understanding of physician and faculty labor markets
Excellent verbal and written communication skills
Prior experience in high-touch recruitment or executive search
Flexibility to adjust to changing needs and schedules

Primary Location

Remote

Schedule

Full time

Shift

Day (United States of America)

Department

Talent Acquisition

Employee Status

Regular

FTE

1

Weekly Hours

40

*Expected Starting Pay Range

*Annualized pay may vary based on FTE status

$81,723.20 - $104,208.00

About Us

At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.

Cincinnati Children's is:

Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)
One of the nation's America’s Most Innovative Companies as noted by Fortune
Consistently certified as great place to work
A Leading Disability Employer as noted by the National Organization on Disability
Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)

We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.

Comprehensive job description provided upon request.

Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

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5. HOW DO YOU PROCESS INFORMATION?

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Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

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Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

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Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...