Travel Recruiter - Adept Talent
AdeptID · United States · US
Sales
Remote
Nurse
Demand62
Career growth55
Healthcare fit58
Remote potential82
Salary band
USD 65k – 65k
5-year outlook
Recruiting compensation in healthcare staffing is typically a base plus placement-based incentives, so earnings scale with desk productivity and market demand rather than tenure. Recruiters who build a durable candidate book and repeat/redeployment relationships can do well, but income is cyclical and tied to travel nursing volumes; no figures are disclosed in this posting.
Clinical license
Not required
Applicant reach
narrow
Seniority
mid
Employment type
full-time
Date found
2026-11-06
Intelligence details
Flexible work details
- Engagement type
- Permanent
- Hours
- Full-time
- Eligible countries
- United States
- Profession fit
- Nurse
- Rate period
- Annual
Listing via Himalayas.
Eligibility, licensing, and location restrictions can change. Always confirm details on the source posting before applying.
Why this is worth applying to
Worth considering if you are a clinician who has already worked in healthcare staffing or recruiting and want desk ownership, AI tooling, and early-stage upside. Clinicians with no recruiting experience should treat this as a stretch role — the 3+ year healthcare recruiting requirement is a real screen.
Who should apply
Nurses or allied health professionals with prior healthcare staffing agency or travel nurse recruiting experience; clinicians who moved into in-house healthcare talent acquisition; former ICU/ER/Med Surg/OR nurses with agency-side sourcing or account management backgrounds; clinical staff who have run credentialing and placement workflows and want a full-desk, ownership-heavy role.
CV angle
Reframe clinical work as labor-market fluency rather than bedside care: lead with any agency, locum, in-house talent acquisition, credentialing, or placement coordination experience and quantify it (candidates sourced, time-to-fill, placements, redeployments, fill rate). Then position specialty knowledge (ICU, ER, Med Surg, Telemetry, OR, PACU, L&D, NICU) as candidate credibility and sourcing advantage, and name ATS/CRM and sourcing tools used. Do not claim recruiting tenure you do not have — instead show transferable pipeline management, stakeholder communication, and closing/compliance work from clinical or credentialing roles.
Skills to highlight
- Full-cycle recruiting (sourcing through placement)
- Travel nursing and healthcare candidate sourcing
- Clinical specialty fluency (ICU, ER, Med Surg, Telemetry, OR, PACU, L&D, NICU)
- Candidate engagement and closing
- Pipeline and desk management
- ATS/CRM and sourcing tools
- Credentialing and compliance coordination
- Redeployment and repeat-placement relationship management
Role summary
A full-desk healthcare recruiting role at Adept Talent, the staffing arm of AI company AdeptID, focused on placing travel nurses and allied clinicians. The recruiter owns their own candidate pipeline end to end — sourcing, outreach, engagement, closing, and redeployment — supported by AI-assisted prioritization tools, and is expected to operate independently while helping shape an early-stage team's playbook.
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