About this role
Job summary
Make good recruitment happen before a vacancy becomes a service problem
Vertis Health is looking for a proactive, warm and determined Healthcare Recruitment Coordinator to help us find, attract and progress the people our growing healthcare services need. This is not a general administration role and success will not be measured by whether an advert has simply been posted. You will keep campaigns moving, improve how and where we reach candidates, review applications while vacancies are live and act early when the response is weak or off target.
You may already recruit in the NHS or healthcare; be at the beginning of an HR career with strong practical evidence and a desire to learn quickly; or bring substantial recruitment or NHS experience and want a flexible, purposeful next chapter. These are examples, not fixed routes. What matters is evidence that you can organise, communicate, use judgement and follow work through without constant chasing.
This is a 12-month fixed-term role, created to provide dedicated recruitment capacity during a period of service growth. An extension may be considered if the organisational need remains at that point, but cannot be guaranteed.
The salary is £25,500 per annum, pro rata, for 20 to 37.5 hours per week. Tuesday attendance at our Crabbs Cross office in Redditch is essential; the remainder can be worked flexibly on a hybrid basis.
Main duties of the job
You will coordinate allocated recruitment campaigns from approved vacancy through to accepted offer and a controlled handover into onboarding.
You will:
Turn vacancy requests into clear campaign plans, adverts, channels and review points;
Write accurate and engaging vacancy copy;
Use NHS Jobs, LinkedIn, healthcare networks, universities and other suitable routes intelligently;
Review applications promptly while campaigns are live and progress credible candidates without unnecessary delay;
Coordinate screening conversations, shortlisting, interviews, exercises and candidate communication;
Keep managers informed, follow up blockers and protect candidate interest;
Track source, candidate quality, next actions, owners, deadlines and risks;
Identify underperforming campaigns early and recommend practical recovery action;
Prepare accurate offer information and hand over cleanly to onboarding colleagues; and
Improve recruitment communications, trackers, templates and controls.
You will not independently decide salary, contractual exceptions, establishment, legal matters or deviations from safe recruitment requirements. These must be escalated through the agreed HR route.
Applications will be reviewed as they arrive and suitable candidates may be invited to interview before the closing date.
About us
Vertis Health is a GP federation founded in General Practice and shaped by the local practices and Primary Care Networks we serve. We deliver and support healthcare services across Worcestershire, with the value we create directed back towards stronger local services and primary care.
You will join an HR and Development team working across growing services, including adult and children's neurodevelopmental services, Primary Care Networks and our core organisation. This is a place where there is genuine room to improve how things work, but also a clear expectation that people take ownership, communicate early and maintain high standards.
Our employment offer includes:
Access to the NHS Pension Scheme;
Death-in-service cover;
27 days' annual leave plus bank holidays, pro rata;
The option to buy additional annual leave;
Hybrid and flexible working, including flexi time where service needs allow;
Structured induction, role-specific training and ongoing development;
Occupational health support; and
The opportunity to broaden your healthcare HR and recruitment experience.
We welcome applicants who can bring strong relevant evidence from different career backgrounds and will make reasonable adjustments throughout recruitment.
Job description Job responsibilities
Full details are available in the attached Job Description and Person Specification. The summary below explains the core purpose, responsibilities and boundaries of the post.
JOB PURPOSE:
The Healthcare Recruitment Coordinator will provide a proactive, organised and candidate-focused recruitment service across Vertis Health. The postholder will take allocated campaigns from an approved vacancy request through attraction, application review, shortlisting support, interview coordination and accepted offer.
They will improve adverts and routes to market, review applications promptly, identify suitable candidates, arrange rolling interviews, keep managers and candidates informed and maintain clear recruitment data. They will work closely with onboarding colleagues after offer acceptance and escalate pay, contractual, legal or compliance decisions outside their authority.
The role is fixed term for 12 months because Vertis Health needs dedicated recruitment capacity during a period of service growth and workforce mobilisation. An extension may be considered if that organisational need remains at the end of the term, but it is not guaranteed.
1. CAMPAIGN PLANNING AND LAUNCH
Turn an approved vacancy request into a clear campaign plan covering the target candidate, selection criteria, advert, channels, timetable and review points.
Check that the job description, salary, contract, hours, location, benefits and application instructions agree before publication.
Prepare accurate, attractive vacancy copy using the Vertis employer story and role-specific messages.
Confirm when and where the campaign is live, the closing date, application process and planned campaign checks.
2. PROACTIVE ATTRACTION AND SOURCING
Research where suitable candidates are likely to be found, including healthcare and NHS networks, LinkedIn, professional communities, universities and role-specific routes.
Carry out agreed direct sourcing and outreach and record how candidates first heard about the vacancy.
Develop and maintain candidate pipelines for recurring, specialist or difficult-to-fill roles.
Adapt search terms, campaign messages and routes to market when candidate quality or volume is weak.
3. APPLICATION REVIEW AND PROGRESSION
Review new applications promptly throughout each campaign and make evidence-based shortlisting recommendations.
Progress suitable candidates on a rolling basis, arranging screening conversations, interviews, exercises and panel availability without unnecessary delay.
Keep candidates informed and maintain warm contact between interview, offer and onboarding.
Identify gaps, inconsistencies, right-to-work questions or other concerns and route them appropriately.
4. MANAGER AND CANDIDATE COORDINATION
Clarify campaign priorities, criteria, timescales and panel availability with recruiting managers before launch.
Provide clear updates showing status, next action, owner, deadline and risk.
Follow up shortlisting, feedback and approvals so delays do not cost good candidates.
Provide warm, professional and timely communication at every candidate touchpoint.
5. OFFER, SAFE RECRUITMENT AND HANDOVER
Coordinate conditional offer information once the appointment decision and terms are approved.
Give onboarding colleagues a complete, accurate handover including approved terms, records and known checks or risks.
Maintain visibility through pre-employment checks and start-date planning without duplicating onboarding ownership.
Do not independently vary salary, contract terms, employment checks or appointment conditions; escalate exceptions.
6. DATA, REPORTING AND IMPROVEMENT
Maintain a live recruitment tracker for every campaign, including source, pipeline stage, next action, owner, deadline, risk and anticipated start date.
Monitor reach, application volume, candidate quality, source effectiveness and time to shortlist, interview and offer.
Escalate underperforming campaigns early with evidence and a proposed recovery plan.
Produce clear weekly updates and improve templates, handovers, communications and controls within agreed authority.
SCOPE AND BOUNDARIES:
The postholder will own campaign planning, advert drafting and publication, regular application monitoring, source tracking, agreed sourcing and outreach, shortlisting coordination, interview logistics, candidate communication, recruitment data and campaign recovery recommendations.
They will work jointly with recruiting managers on role scoping, selection criteria and interview design. Appointment decisions, salary, contractual terms, establishment, legal advice, policy exceptions and deviations from safe recruitment requirements remain with the authorised manager or HR lead.
GENERAL REQUIREMENTS:
The postholder will maintain confidentiality; support fair, inclusive and accessible recruitment; follow data protection, safeguarding and information-governance requirements; undertake required training; and carry out other duties reasonably consistent with the role.
HOW TO APPLY USING THE CV ROUTE:
NHS Jobs does not accept a CV file upload. Please copy and paste your CV details into the CV section. At the beginning of your CV text, include brief responses under these three headings:
1. Relevant foundation: What experience, study or transferable background would help you succeed in healthcare recruitment?
2. Proactivity: Tell us about a time you noticed that a process, campaign or piece of work was not succeeding. What did you personally do next?
3. Campaign judgement: A healthcare vacancy has attracted applicants, but very few meet the intended profile. What would you check and do while the campaign is still live?
Applications will be reviewed as they arrive. Suitable candidates may be invited to interview before the closing date.
Person Specification
Approach and Judgement Essential
Proactive, persistent and able to follow actions through to a clear outcome. Able to distinguish between completing an administrative activity and achieving the intended recruitment result. Able to manage competing vacancies, candidate queries, panel availability and deadlines without losing accuracy or momentum. Able to make sound decisions within agreed authority and escalate risks, delays and exceptions promptly. Able to attend the Crabbs Cross office in Redditch every Tuesday.
Desirable
Experience working in a growing, changing or service-mobilisation environment. Flexibility to support occasional recruitment events or visits to other Vertis locations.
Qualifications Essential
A good standard of written English and numeracy, or equivalent practical experience. Evidence of learning or development relevant to recruitment, HR, business administration, customer service or healthcare.
Desirable
A Level 3 or higher qualification in HR, recruitment, business, administration or a related subject. CIPD Foundation, recruitment training or other relevant continuing professional development.
Experience Essential
Evidence of coordinating work involving several people, actions and deadlines and taking responsibility for moving it to completion. Evidence of noticing when work was not succeeding, investigating why and taking sensible action without waiting to be chased. Experience communicating professionally with customers, candidates, colleagues or stakeholders and handling sensitive information carefully. Experience using digital systems, spreadsheets or trackers to maintain accurate records and provide clear updates. Evidence of researching an audience, service or problem and turning that information into a practical action or clear communication.
Desirable
Experience supporting recruitment, HR, onboarding, workforce coordination or candidate attraction. Experience in the NHS, primary care, healthcare, social care or another regulated environment. Experience recruiting specialist, clinical or hard-to-fill roles. Experience using NHS Jobs, TRAC, ESR, Sage HR, LinkedIn or another recruitment or HR system.
Safe recruitment and healthcare context Essential
Understands the importance of confidentiality, accurate records, right-to-work checks and role-appropriate pre-employment checks. A genuine interest in healthcare workforce and the ability to learn NHS and primary care standards, language and pressures quickly.
Desirable
Practical knowledge of NHS employment checks or healthcare pre-employment processes. Knowledge of DBS, occupational health, references, qualifications or professional registration checks.
Communication, attraction and candidate care Essential
Warm, clear and professional written and verbal communication. Able to write accurate and engaging candidate-facing material. Able to research suitable audiences and channels and identify practical ways to reach them. Committed to fair, inclusive, respectful and accessible recruitment.
Desirable
Experience improving vacancy adverts, candidate messages, recruitment content or employer communications. Experience using professional networks, job boards, talent pools, universities or recruitment events to build candidate interest.
Employer details Employer name Vertis Health
Address 38 Kenilworth Close
Crabbs Cross
Redditch
B97 5JX
United Kingdom
Employer's website https://www.vertishealth.org.uk/ (Opens in a new tab)