About Lifeforce

We are in the early stages of a generational shift in how people approach their health. No longer satisfied with the reactive, fragmented care offered by the traditional healthcare system, millions of people are taking a more proactive approach. They want to understand how their bodies work, take control of how they feel and perform, and invest in living longer, healthier lives. Lifeforce is leading this shift as the world's largest longevity medicine program.

Founded alongside clinical and scientific leaders from Cleveland Clinic, Massachusetts General Hospital, and Harvard Medical School, Lifeforce brings together the diagnostics, expertise, and treatments people need to understand and optimize their health, both today and for decades to come. Our comprehensive program combines advanced diagnostics, expert clinicians, dedicated health coaches, and personalized supplement, pharmaceutical, and lifestyle protocols. All delivered from home, at the price of a gym membership.

Overview

Lifeforce is hiring a Clinical Recruiter to run full-cycle hiring across three tracks: on-site Registered Nurses for Ultimate Longevity Centers (ULC), our in-person locations; remote longevity clinicians (NPs, PAs, MDs, and DOs) for our telehealth practice; and remote corporate roles across the company, in partnership with our HR Manager. You'll own a high-volume req load across markets nationwide and be the first hire on a recruiting team that is just getting built.

We're expanding fast. Our clinician network is growing across more states, and through ULC, our franchise network, we're opening physical locations that bring proactive, in-person care to communities across the country. Every one of those centers needs on-site nurses, and our telehealth practice needs remote NPs, PAs, MDs, and DOs licensed across many states. As the company grows, our corporate teams are growing too. This role hires for all three.

You'll report to the Head of Talent, who owns the clinical recruiting strategy. You'll own the desk: sourcing, screening, managing hiring stakeholders, and closing candidates. You'll also help shape the scorecards, interview structure, and funnel benchmarks that let us scale hiring without dropping quality.

About the Engagement

This is a full-time, temp-to-hire role. The temp period starts January 1, 2027, and runs through mid-May 2027. We can start a week or two earlier if that works better for you. The role may then convert to a permanent, full-time position. That decision depends on how the temp period goes and on the team's hiring needs at the time.

Full-Cycle Recruiting

• Own a high-volume req load end to end, from intake through signed offer, across three tracks: on-site RNs for ULC locations, remote telehealth longevity clinicians, and remote corporate roles.
• Partner with the HR Manager on corporate hiring: align on role requirements, run searches, and coordinate interview loops and offers.
• Run intake meetings with hiring managers to set role requirements, licensure and credentialing needs, and realistic timelines for each market.
• Screen for clinical qualifications and for the hospitality and member-experience mindset our care model depends on.
• Draft and extend offers, close candidates, and hand off cleanly to Clinical Onboarding and Credentialing.

Sourcing & Pipeline

• Build local RN pipelines in every center market ahead of each ULC opening, and national pipelines of remote clinicians with the right state licenses.
• Source passive clinicians through LinkedIn, job boards, nursing and provider associations, and niche clinical communities.
• Source remote corporate talent through LinkedIn, referrals, and startup and health-tech networks.
• Target analogous talent pools: staffing agencies, GLP-1 and weight-loss clinics, med spas, and high-volume outpatient settings.
• Run structured screens covering licensure status, compact and multi-state availability, compensation alignment, and role fit.

Process & Hiring Engine

• Use and help refine the scorecards, interview structure, and decision frameworks the Head of Talent sets, and flag what isn't working.
• Track applicant-to-interview-to-hire ratios by market so we can forecast pipeline against headcount targets.
• Document repeatable playbooks for RN and provider hiring that hold up as volume grows.

Reporting & Tools

• Keep the ATS clean and current at all times.
• Send hiring managers organized candidate summaries and pipeline updates on a set cadence.
• Report on time-to-fill, pipeline conversion by market, offer acceptance, and source effectiveness.
• Use AI tools to speed up sourcing, personalize outreach, and sharpen screening, without losing a great candidate experience.

Market Intelligence

• Bring the team data on RN and provider supply, compensation by market, and multi-state licensing considerations.
• Stay current on telehealth, longevity medicine, and outpatient clinical talent trends.

What Success Looks Like

• During the temp period (January to mid-May): Learn our clinical roles, markets, and hiring managers, and take full ownership of open RN and remote clinician reqs. Build warm pipelines in every active market, get the ATS clean, and set a baseline on time-to-fill and funnel conversion.
• After conversion: On-site RN hiring keeps pace with each new ULC opening, remote clinician hiring keeps pace with telehealth demand by state, and corporate roles fill on time in partnership with the HR Manager. Hiring managers trust your slates and your read on candidates. You're running all three tracks in parallel, and the playbooks and benchmarks you helped build let the team forecast hiring and scale without starting from scratch.

Required Qualifications

• 3-7 years of full-cycle recruiting, with most of it in clinical or healthcare provider hiring.
• Proven high-volume on-site RN hiring across multiple markets nationwide, including markets new to you.
• Experience hiring remote or telehealth providers (NPs, PAs, MDs, or DOs), including screening for multi-state licensure.
• Working knowledge of nursing licensure (including the Nurse Licensure Compact), multi-state licensing, and credentialing.
• Track record sourcing passive clinical candidates through traditional and creative outreach.
• Able to screen for clinical qualifications and for hospitality, communication style, and member-experience fit.
• Proficient with at least one ATS (Lever, Greenhouse, or equivalent). Lever highly preferred.
• Manages many open reqs at once without dropping candidate experience.
• Clear written and verbal communication.
• Self-directed and effective in a fully remote environment.

Preferred Qualifications

• Experience in telehealth, digital health, or concierge, longevity, or preventive medicine.
• Recruiting for multi-site, retail, or franchise healthcare locations.
• Experience recruiting for remote corporate or non-clinical roles at a startup or health-tech company.
• Background in both startup and enterprise healthcare settings, or at a clinical staffing agency.
• Familiarity with RVU-based, per diem, and 1099 compensation models for clinical roles.
• Uses AI tools in the recruiting workflow today.

Traits for Success

• Sees missing structure as an opportunity and helps build it.
• Can make the case to accomplished clinicians for why a fast-growing longevity company is the right next move.
• Mission-driven and curious about the future of health and longevity.
• Moves fast on volume while holding a high bar for accuracy and candidate experience.
• Builds strong relationships with candidates and hiring managers alike.
• Owns every req and prioritizes well without close oversight.
• Thrives in a fast-moving, high-growth environment.

What We Offer

• Remote working environment
• Company-provided computer and other required equipment
• A path to a permanent, full-time role
• On conversion: a generous benefits package including Healthcare, Dental, Vision, and Life Insurance, plus a complimentary Lifeforce Membership

We are committed to fostering a diverse and inclusive workplace and encourage candidates from all backgrounds to apply.

Please note that job scams are on the rise. If you are contacted for this role, it will be from a team member with an email address domain of @mylifeforce.com. Our company does not use Microsoft Teams and will never ask you to disclose your banking information.