Physician Sourcing Specialist

Job Summary The Physician Sourcing Specialist builds a proactive pipeline of qualified physicians for Eagle Telemedicine through research, market mapping, and consistent outbound prospecting. Working as an extension of Eagle's Physician Recruiting Team, the Specialist focuses primarily on Eagle’s designated priority specialties while maintaining flexibility to source across additional specialties based on pipeline opportunity and organizational need. The Specialist identifies and engages active and passive physician prospects, establishes preliminary fit and interest, and provides recruiters with documented warm handoffs. Formal candidate screening remains the responsibility of the Physician Recruiters. Base Rate $37.50/hour Additional Compensation Performance-based incentive opportunity Schedule 32-40 hours/week Assignment 6-month contract-to-hire opportunity Ideal Candidate Profile The ideal candidate is a researcher, prospector, and relationship builder with a strong hunter mentality and a proven record of achieving prospecting metrics. This individual is comfortable picking up the phone, engaging physicians who may not be actively seeking a new opportunity, following up persistently, and creating a reliable flow of qualified, interested physicians for recruiter handoff. Core Responsibilities Physician Sourcing & Prospecting • Develop and execute proactive sourcing strategies across Eagle’s designated priority specialties while maintaining flexibility to pursue qualified opportunities in additional specialties as organizational needs evolve. • Identify appropriate physician data sources; build, validate, clean, segment, and maintain specialty-specific prospect lists, market maps, and physician pipelines using physician databases, LinkedIn, job boards, professional networks, referrals, internet/Boolean search, AI-enabled tools, and other appropriate sources. • Research and validate physician information before outreach and identify both active and passive physician prospects. • Maintain long-term physician talent pools and adjust sourcing strategies based on specialty needs, response rates, and market feedback. Outbound Physician Engagement • Conduct consistent proactive physician outreach, with direct telephone prospecting as a core component of the role, supplemented by email, LinkedIn/InMail, HubSpot, DocCafe, text where appropriate, referrals, and other channels. • Use specialty-specific messaging and disciplined follow-up to engage passive physicians and communicate Eagle Telemedicine's physician value proposition. • Build relationships with physicians who may not be immediately available and capture relevant interests, preferences, timing, and potential barriers to engagement. Qualified Lead Handoff & CRM Management • Establish preliminary fit and interest before handoff, including appropriate specialty/subspecialty, relevant training or board status when applicable, general availability, licensing considerations when relevant, telemedicine interest, and willingness to speak with an Eagle recruiter. • Provide the assigned Physician Recruiter with a concise written candidate summary in HubSpot, including relevant background, outreach history, physician interests or concerns, and reason for interest in Eagle. • Maintain accurate and timely HubSpot records, source attribution, specialty categorization, outreach activity, and handoff documentation while minimizing duplicate records. • Track sourcing activity, physician engagement, and recruiter-accepted qualified handoffs. Quality of handoff will be weighted more heavily than raw contact volume. Team Collaboration & Specialty Prioritization • Participate in weekly Recruiting calls, All Specialty Needs Recruiting calls, Quarterly High-Need Specialty (HNS) identification calls, and other meetings as needed to stay aligned on physician demand and sourcing priorities. • Collaborate with the Head of Marketing on physician lead-generation initiatives; promptly follow up on Marketing-generated leads and provide feedback on lead quality, response, and downstream recruiting outcomes. • Adjust sourcing priorities as physician capacity, client demand, implementation timing, pipeline strength, or organizational priorities change. • Sourcing priorities will be driven by Eagle’s enterprise physician workforce needs and established Recruiting priorities and are not limited to individual client, facility, geographic, or business-development opportunities. Performance Expectations The Physician Sourcing Specialist will work against a defined sourcing scorecard reviewed regularly with Recruiting leadership. Initial targets are intended to establish a baseline and will be calibrated after the first 30–60 days based on specialty difficulty, physician availability, and actual conversion results. Recruiter feedback and downstream conversion results will be used to refine targeting, improve qualified-handoff quality, and increase Phone Screen → Clinical Interview conversion over the course of the Trial. There will not be a fixed daily call-volume requirement at launch. • Consistent outbound prospecting and multi-touch follow-up across assigned priority specialties. • Initial operating target of approximately 100–150 targeted first-touch outreaches and 5–8 qualified recruiter handoffs per week, subject to Trial calibration. • Recruiter acceptance of qualified handoffs, physician response/interest rates, and complete HubSpot/source-attribution documentation. • Timely handoff of qualified, interested physicians to the assigned recruiter. • Recruiter phone screens generated from Sourcer-originated candidates. • Completed Medical Leader clinical interviews generated from Sourcer-originated candidates, including High-Need Specialty interview volume. • Phone Screen → Clinical Interview conversion rate for Sourcer-originated candidates. • Signed MSAs resulting from Sourcer-originated candidates will be tracked as a downstream measure of sourcing effectiveness and overall Trial ROI. Required Skills & Competencies • Minimum of 2+ years of professional experience in talent sourcing, recruiting, executive search, inside sales, business development, cold-call prospecting, or a comparable outbound prospecting environment. • Proven record of meeting or exceeding defined prospecting, outreach, lead-generation, or conversion metrics. • Demonstrated comfort with proactive telephone prospecting and engaging passive candidates or professional prospects. • Strong written and verbal communication and relationship-building skills, including the ability to establish credibility with physicians and clinical professionals. • Experience using sourcing databases, job boards, LinkedIn, internet/Boolean search, professional networks, referrals, CRM/ATS platforms, or comparable prospecting tools. • Strong organizational skills and follow-through, with the ability to manage multiple specialty pipelines and large numbers of prospects at different stages of engagement. • Strong computer skills, including standard Microsoft Office applications, and comfort learning new CRM, sourcing, and AI-enabled tools. • Ability to work independently following training while consistently meeting activity, quality, and reporting expectations. Education & Experience • Bachelor's degree preferred; equivalent relevant professional experience will be considered. • Physician or healthcare sourcing experience strongly preferred; experience sourcing passive professional candidates required. • Experience with LinkedIn Recruiter, physician databases, healthcare job boards, HubSpot, or comparable platforms preferred. • Experience in a call center, inside sales, recruiting, or other structured outbound prospecting environment is highly desirable. • Direct physician recruiting experience is beneficial but not required; the primary focus of this role is physician sourcing and prospecting, not formal candidate screening. Physical & Availability Requirements • Prolonged periods of sitting at a desk and working on a computer and telephone. • Ability to work flexible hours as needed to support physician outreach windows, recruiting meetings, and specialty needs. • Travel is expected to be infrequent but may be required for select recruiting or organizational events.