Role Overview

Own proactive sourcing strategy for Dentists, Hygienists, and Dental Assistants across tend’s studio markets — building diverse, qualified pipelines that match our growth plan and studio opening calendar.
Use advanced Boolean, LinkedIn Recruiter, dental school databases, association directories, niche job boards, and creative channels to surface passive candidates who aren’t actively looking.
Qualify leads and transition high-potential candidates to recruiters with clear context and warm handoffs — so no momentum gets lost between sourcing and outreach.
Craft personalized, on-brand outreach that reflects Tend’s voice and resonates with clinicians — and continuously test and refine messaging to improve response and conversion rates.
Own the clinical CRM — segmenting talent pools, building nurture campaigns, and keeping engagement warm between when a candidate enters the pipeline and when they’re ready for a conversation.
Design and execute multi-touch outreach sequences informed by data: what’s generating replies, what’s converting to interviews, and what’s falling flat.
Pull contacts from external sources (dental school databases, association member lists, event attendees, purchased lists) and import, tag, and segment them cleanly in the CRM.
Partner with the VP of TA on employer brand initiatives, referral programs, and recruiting events that feed the pipeline and strengthen Tend’s presence in the clinical talent market.
Maintain clean, well-tagged candidate data so the team can pull accurate pipelines, market insights, and reporting at any time.
Act as a Greenhouse power user and day-to-day administrator — updating job templates, scorecards, approval workflows, user permissions, and reporting dashboards for clinical hiring.
Keep the ATS clean and trustworthy: monitor data integrity, ensure candidates move through stages accurately, and coach the team on consistent system use.
Build and maintain recruiting reports and dashboards that track pipeline health, sourcing channel effectiveness, conversion rates, and time-to-fill — turning data into clear recommendations.
Stay close to the dental talent market — tracking compensation trends, competitor moves, and labor data that inform how we hire and what we lead with in outreach.
Contribute to a recruiting culture that’s fast, thoughtful, and high-quality — sharing sourcing wins, raising the bar on candidate experience, and helping teammates grow.

Requirements

3+ years of sourcing or talent acquisition experience, with demonstrated ownership of proactive pipeline building — not just posting and reviewing applicants.
Hands-on CRM experience with real depth: segmentation, nurture campaigns, multi-touch outreach sequences, data uploads from external sources, tagging strategy, and measurable engagement outcomes.
Advanced sourcing skills — Boolean, LinkedIn Recruiter, niche job boards, association directories, and creative channel development. You can find candidates that others miss.
Greenhouse experience as both a user and an administrator — job setup, templates, scorecards, permissions, workflows, and reporting.
A marketer’s instinct: comfort with outreach sequencing, A/B testing messaging, and thinking in terms of conversion at every stage of the funnel.
Strong reporting orientation — comfortable building dashboards, pulling data, and communicating what the numbers mean in plain language.
Clear, concise written communication — you write outreach candidates actually reply to and updates recruiters and hiring managers actually use.
Ability to operate independently in a remote environment with strong self-direction, organization, and follow-through.

Benefits

Health insurance
401(k) matching
Flexible work hours
Paid time off
Professional development opportunities

Tend

Open Positions (1)

Operations

Sourcing and CRM Program Manager