A home health recruiter hires aides, caregivers, nurses and therapists for the towns and shifts where patients and clients need care. They post ads by county, call applicants back the same day, check licenses before an offer and fill each orientation class.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, home health care agencies · BLS, May 2025
We're looking for a Recruiter to keep aides, caregivers, nurses, and therapists coming in the door. You'll post jobs by county and shift, call applicants quickly, schedule interviews and orientation, and work with the Scheduler so hiring follows where new patients and clients need care.
2. Essential Duties and Responsibilities
Post and update job ads for each role, county, and shift.
Call applicants quickly, ask about availability, transportation, and experience, and book interviews.
Recruit nurses and therapists through schools, job boards, employee referrals, and professional networks.
Build relationships with CNA and home health aide training programs, nursing schools, and workforce centers.
Schedule orientation classes and hand new hires to HR for background checks, credential checks, and paperwork.
Work with the Scheduler and Office Manager on hard-to-staff areas and shifts.
Track applicants, sources, and hires in [your applicant tracking system].
3. Key Tasks / Daily Activities
Review new applications and call back the strongest applicants the same day.
Hold interviews in person or by video.
Check the list of open cases and shifts with the Scheduler.
Follow up with candidates waiting on paperwork, background checks, or orientation.
Remind new hires about orientation and their first visit.
4. Key Performance Indicators (KPIs)
Time from application to first contact: [your target].
Hires per month by role: [your target].
Applicants who show up for orientation: [your target].
New-hire retention: [your target].
Cost per hire: [your target].
5. Required Qualifications and Skills
[1+] years of recruiting, ideally high-volume hourly or health care recruiting.
Comfortable on the phone all day, with text and email follow-up.
Organized with an applicant tracking system and a full calendar of interviews.
Knows which license or certification each role needs, and confirms applicants hold it before an offer.
Keeps applicant information private.
6. Preferred Experience
Recruiting experience in home health, home care, or a staffing agency.
Contacts with local CNA programs, nursing schools, and workforce boards.
Speaks [a language common in your applicant pool].
7. Physical Requirements
Sitting at a desk on the phone and computer for long periods.
Setting up tables and carrying materials up to [25] pounds at job fairs.
With or without reasonable accommodation.
8. Work Environment and Schedule
Office-based in [office city], with local travel to job fairs and schools.
Regular hours: [Monday through Friday], with some evening interviews and orientations.
Hybrid work: [your policy].
9. Compensation and Benefits
Pay: [range and hourly or salary basis].
Additional pay: [overtime, bonus or incentive terms, or none].
Benefits: [health, dental, vision, retirement, paid time off, and when they start].
10. Company Culture and Overview
[Two or three sentences on what your company does, the area you serve, and the support a new recruiter gets in the first 90 days.]
11. How to Apply
[Apply link or email]. Our process: [phone interview, in-person interview, and next steps]. Contact [hiring contact] if you need an accommodation during the application process.
Need help filling this role? HireBus posts the ad, Iris interviews every applicant by phone before you do, and you decide who to hire. Start hiring now
The recruiter fills two different sets of jobs: licensed clinicians who make short skilled visits, and caregivers who work shifts in clients' homes. For both, living near the work matters, because a long drive to every visit wears people out fast.
Hire where the open cases are
Open hours bunch up in certain towns and shifts: weekend mornings in one county, overnights in another. Each week the recruiter reads the scheduler's open-case list. Then they write ads by town and shift, not one ad for the whole agency. An applicant who lives in that town and can work those shifts may be a better hire than a stronger one across the county.
A nurse needs a license where the patient is
Medicare's staff rules say a home health RN or LPN must be licensed in the state where they practice, and that means the patient's state. The Nurse Licensure Compact lets a nurse with a multistate license from their home state work in other compact states. A patient outside the compact needs a nurse licensed in that state. A temporary license is good only in the state that issued it. Before the offer, check each nurse on Nursys QuickConfirm, free to employers, or the issuing board's site. Source: Nurse Licensure Compact: What nurse employers need to know (2025 fact sheet).
Health questions wait for the offer
Your onboarding may include TB screening or a physical. Federal disability law bars medical questions and medical exams before a job offer. After a conditional offer you may require them, but only if every new hire in that job does the same. On the first call, stick to hours, the towns they can reach and their certificates. Medical results stay confidential, in a separate file. Source: EEOC: Pre-employment inquiries and medical questions and examinations.
Referrals help, but watch who they bring
Caregivers send friends and relatives, and that can be your best source. The EEOC warns that relying on word of mouth from a workforce that is mostly one group can break the law if nearly every new hire comes from that group. Post every opening publicly too. Keep ad wording neutral, since an ad can't favor or turn away applicants because of race, religion, sex, age, disability or another trait the law protects. Source: EEOC: Prohibited employment policies and practices.
Nurses and therapists compare offers
A nurse or therapist weighing your offer will have questions. How are visits paid? How many make a full day? How far apart are the homes, how often do weekends come up, and how long does charting take? A recruiter who knows the answers, and can set up a call with the director of nursing that day, keeps a good candidate from signing elsewhere first.
How much home health recruiters make
The closest BLS group for home health recruiters is human resources specialists. Human resources specialists who work for home health care agencies earned a median of $58,310 a year ($28.04 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $75,940 median for human resources specialists in all industries. About 9,410 of the 912,430 human resources specialists in that survey work for home health care agencies.
Hourly or salaried. If you add a per-hire bonus, pay it on new hires who are still working after their first months, not on offers accepted.
Home health care agencies
$58,310$58,310 median Middle half $48,000–$75,160 10th–90th $42,330–$95,360
All industries
$75,940$75,940 median Middle half $58,610–$99,380 10th–90th $47,180–$128,720
$25k$50k$75k$100k$125k$150k
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Home health care agencies
$42,330
$48,000
$58,310
$75,160
$95,360
All industries
$47,180
$58,610
$75,940
$99,380
$128,720
Skills to hire for, and what you can teach
Hire for these
Reaches each new applicant by phone the day they apply, and texts when a call goes to voicemail
Knows which license or certificate each role needs and how to confirm it
Recruits for the towns and shifts on the open-case list, not for headcount
Is honest with applicants about driving, weekends and short visits
Keeps applicant details private, including any health or background results
Teach these on the job
Your applicant tracking system and texting tool
How your state separates home health aides, nurse aides and personal care roles
Your orientation calendar and what HR needs before each class
Your pay rates by role, shift and county, and how mileage is paid
The aide programs, nursing schools and workforce centers near each branch
Recruiters live in an applicant tracking system, job boards and a texting tool, with the scheduler's open-case report open beside them. Ask candidates how many applicants they worked in a normal week and how they kept callbacks from slipping when interviews ran late.
Home health recruiter interview questions
They have their own page: 6 questions that test this job, what strong and weak answers sound like, and a work exercise to run with your finalists.
Run your applicant tracking reports for a couple of months before you fill in any target, then set them by branch with the HR manager.
Time from application to first contact
Time from when an application lands to the first call or text, from the applicant tracking system's time stamps. Look at evening and weekend applications on their own.
Hires per month by role
New hires who finished orientation, split into aides, caregivers, nurses and therapists. Set each count beside the open cases and shifts by county for the same month.
Applicants who show up for orientation
People booked for orientation who came, divided by all who were booked. For each no-show, note why: a missed reminder, a check still pending or another job.
New-hire retention
Take each month's orientation class and count who is still taking shifts or visits a few months on. Break it out by ad source and branch, because a source whose hires leave early costs more than its ad price shows.
Cost per hire
Ad spend, job fair costs, referral bonuses and the recruiter's time, divided by hires in the same period. Work it out by source so each job board has to earn its place.
Career path
SchedulerLearns the cases, the counties and which caregivers stay.
RecruiterFills open cases with aides, caregivers and clinicians.
Lead or clinical recruiterCovers several branches, or only nurse and therapist hiring.
HR managerRuns the checks, files and pay rules, and leads the recruiter.
How is a home health recruiter different from the HR manager?
The recruiter brings people to the door: ads, callbacks, interviews and a seat at orientation. Then the HR manager takes over. HR runs background and exclusion checks, keeps the personnel file, sets pay rules and handles employee issues later. Here the recruiter reports to HR, so agree on which checks must clear before an offer goes out.
How much does a home health recruiter make?
Human resources specialists who work for home health care agencies earned a median of $58,310 a year ($28.04 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $48,000 and $75,160 a year. Pay also depends on your local market, experience and bonus terms.
Is a bonus for referring caregivers a kickback risk?
It's a federal crime to knowingly and willfully offer or pay something of value to win or reward referrals of patients whose care is paid for by Medicare, Medicaid or another federal health care program. That's the Anti-Kickback Statute. A bonus for referring a job applicant who gets hired is about staffing, not patients, so write the plan to cover hires only. Anything that rewards staff for bringing in patients or clients needs a healthcare attorney's review first.
How fast should a recruiter call back caregiver applicants?
The same day, and within the hour during office hours if you can. Assume the applicant clicked apply at several other agencies that evening. Call first, text if there's no answer, and offer an interview time in that first conversation instead of promising to call back.
Should we hire caregivers before a case is open for them?
Within limits. A short list of cleared caregivers who are ready to step up lets the scheduler say yes to a new client the same week. Hire too far ahead and people quit while waiting for hours. Hire for the towns where referrals keep coming, and give each new hire a first shift date at orientation.
What should a caregiver job ad say?
The pay rate, the towns or county, the shifts open now, whether the job needs a car and a driver's license, how mileage and drive time are paid, and which certificates count. Name the next orientation date. Put pay and location in the first lines, so someone reading on a phone sees them without scrolling.
