At Tend, we’re redefining what it means to go to the dentist — thoughtfully designed studios, exceptional clinicians, and technology that makes care feel seamless. Behind every great studio experience is a team of talented clinicians, and behind every great hire is a sourcing strategy that actually works.

We’re looking for a Sourcing & CRM Program Manager to own top-of-funnel pipeline building for our clinical roles — Dentists, Hygienists, and Dental Assistants — across tend’s growing studio footprint. This is not a passive sourcing seat. You’ll build and execute an outreach strategy, own the CRM end-to-end, keep Greenhouse running cleanly, and bring a marketer’s mindset to how we engage and nurture clinical talent. You’re equally comfortable analyzing pipeline data and crafting a personalized outreach sequence that actually gets a response.

This is a contract role (with contract-to-hire potential) reporting to the VP of Talent Acquisition. It’s fully remote and US-based.

What You’ll Do

Clinical Sourcing & Pipeline Building

• Own proactive sourcing strategy for Dentists, Hygienists, and Dental Assistants across tend’s studio markets — building diverse, qualified pipelines that match our growth plan and studio opening calendar.
• Use advanced Boolean, LinkedIn Recruiter, dental school databases, association directories, niche job boards, and creative channels to surface passive candidates who aren’t actively looking.
• Qualify leads and transition high-potential candidates to recruiters with clear context and warm handoffs — so no momentum gets lost between sourcing and outreach.
• Craft personalized, on-brand outreach that reflects Tend’s voice and resonates with clinicians — and continuously test and refine messaging to improve response and conversion rates.

CRM Strategy, Campaigns & Nurture

• Own the clinical CRM — segmenting talent pools, building nurture campaigns, and keeping engagement warm between when a candidate enters the pipeline and when they’re ready for a conversation.
• Design and execute multi-touch outreach sequences informed by data: what’s generating replies, what’s converting to interviews, and what’s falling flat.
• Pull contacts from external sources (dental school databases, association member lists, event attendees, purchased lists) and import, tag, and segment them cleanly in the CRM.
• Partner with the VP of TA on employer brand initiatives, referral programs, and recruiting events that feed the pipeline and strengthen Tend’s presence in the clinical talent market.
• Maintain clean, well-tagged candidate data so the team can pull accurate pipelines, market insights, and reporting at any time.

Greenhouse Administration & ATS Management

• Act as a Greenhouse power user and day-to-day administrator — updating job templates, scorecards, approval workflows, user permissions, and reporting dashboards for clinical hiring.
• Keep the ATS clean and trustworthy: monitor data integrity, ensure candidates move through stages accurately, and coach the team on consistent system use.
• Build and maintain recruiting reports and dashboards that track pipeline health, sourcing channel effectiveness, conversion rates, and time-to-fill — turning data into clear recommendations.
• Support testing, feedback, and ongoing optimization of sourcing and recruitment technologies as the team’s stack evolves.

Operational Effectiveness & Team Support

• Stay close to the dental talent market — tracking compensation trends, competitor moves, and labor data that inform how we hire and what we lead with in outreach.
• Contribute to a recruiting culture that’s fast, thoughtful, and high-quality — sharing sourcing wins, raising the bar on candidate experience, and helping teammates grow.

Who You Are

You bring a marketer’s mindset to recruiting — you think in sequences, segments, and conversion rates, not just resumes and req counts. At Tend, our values and competencies guide how we work, how we hire, and how we show up for each other.

Tend Values

Tend to Others — You treat every candidate interaction as if it matters, because it does. You represent Tend with care, follow through on your commitments, and stay focused on the outcomes that drive the business: strong pipelines, quality hires, and a recruiting team that can count on you to deliver.

Be Brave Enough to Lead — You speak up when a sourcing strategy isn’t working, push back when a search is misaligned with market reality, and bring ideas to the table even when they’re uncomfortable. You lead from your seat, not just from a title.

Savor the Ride — Clinical sourcing is a long game, and you bring steady energy to it. You celebrate pipeline wins, stay composed through hiring surges, and help the team stay engaged and motivated through the grind of a fast-moving recruiting environment.

Embrace Our Differences — You actively build diverse pipelines, challenge sameness in sourcing, and welcome feedback from recruiters and hiring managers with different perspectives than your own. You assume positive intent and keep communication direct and respectful.

Rooted in Growth — You reflect on your own performance, seek coaching, and stay curious about new tools, channels, and techniques. You treat every search — and every campaign — as a chance to sharpen your craft.

Role-Based Competencies

Build the System, Not Just the Search — You see how sourcing, CRM, ATS, and reporting connect into a single recruiting engine — and you design workflows with that full picture in mind. You don’t just fill today’s req; you build infrastructure that makes the next 50 easier.

Market Like a Recruiter — You apply real marketing discipline to how you engage candidates: segmenting audiences, testing messaging, analyzing what converts, and running multi-touch campaigns that build relationships over time — not just one-off cold outreach.

Translate Data into Decisions — You’re comfortable building dashboards, pulling funnel data, and turning pipeline numbers into clear recommendations. You don’t just report what happened — you explain what it means and what to do next.

What You Have

• 3+ years of sourcing or talent acquisition experience, with demonstrated ownership of proactive pipeline building — not just posting and reviewing applicants.
• Hands-on CRM experience with real depth: segmentation, nurture campaigns, multi-touch outreach sequences, data uploads from external sources, tagging strategy, and measurable engagement outcomes.
• Advanced sourcing skills — Boolean, LinkedIn Recruiter, niche job boards, association directories, and creative channel development. You can find candidates that others miss.
• Greenhouse experience as both a user and an administrator — job setup, templates, scorecards, permissions, workflows, and reporting.
• A marketer’s instinct: comfort with outreach sequencing, A/B testing messaging, and thinking in terms of conversion at every stage of the funnel.
• Strong reporting orientation — comfortable building dashboards, pulling data, and communicating what the numbers mean in plain language.
• Clear, concise written communication — you write outreach candidates actually reply to and updates recruiters and hiring managers actually use.
• Ability to operate independently in a remote environment with strong self-direction, organization, and follow-through.

Highly Preferred Experience

• Background in DSO, dental, veterinary, medical, or other multi-site healthcare talent markets.
• Experience with outbound sourcing tools.
• Exposure to employer branding, referral programs, or recruiting marketing initiatives.
• Familiarity with workforce planning, market mapping, or compensation benchmarking.

Physical Requirements

This position requires the ability to perform the essential job duties listed, with or without reasonable accommodation:

• Ability to sit and work at a computer for extended periods.
• Adequate vision (with or without correction) to read screens, documents, and reporting dashboards for sustained periods.
• Manual dexterity to operate a keyboard, mouse, and related equipment.
• Ability to communicate effectively via phone, video, email, and instant messaging with candidates, hiring managers, and internal teams.
• Occasional travel (a few times per year) for team meetings, recruiting events, or studio visits.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

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