JOB SUMMARY The Director, Physician Talent Acquisition and Relations accelerates practice growth and expands our clinical footprint by serving as the primary bridge between our platform and the physician community. By building trusted, high-touch relationships across residency programs, fellowship networks, and regional medical societies, this role drives top-tier physician acquisition well beyond traditional transactional recruiting. Additionally, by facilitating a concierge onboarding experience and maintaining open feedback channels with practice leadership, the role protects provider satisfaction and boosts long-term physician retention across our growing network. Mission, Culture & Values At Dane Street, we believe exceptional employee experiences create exceptional client experiences. Our culture is built on collaboration, continuous improvement, accountability, and care. We care for our customers, we care for our employees, and we care for one another. Every team member plays an important role in creating an environment where people feel respected, supported, empowered to grow, and inspired to do meaningful work. What You’ll Do Strategic Growth • Cultivate direct, high-touch relationships with residency directors, department chairs, fellowship programs, and prospective physician candidates across assigned regions to build a sustainable talent pipeline. • Clearly articulate the platform’s unique value proposition—strong supplemental income opportunity, clinical autonomy, administrative support, and long-term career growth within a PE-backed ecosystem—to prospective providers. • Maintain and manage an active database of physician leads, keeping warm pipelines continuously engaged well in advance of immediate hiring needs. Physician Engagement & Field Presence • Attend block-time physician meetings, clinical administrative sessions, and partner summits to build rapport with existing providers and gain a deep understanding of practice dynamics. • Lead representation at key regional and national medical specialty conferences, society meetings, and sponsored engagement events (e.g., physician dinners, CME sessions, networking happy hours). • Act as the face of the platform in the clinical community to establish long-term, relationship-driven candidate pipelines. Operational & Full-Cycle Recruitment Tasks • Deliver a seamless, concierge recruitment experience by managing practice site visits, community tours, partner dinners, and contract discussions alongside practice leadership. • Partner closely with practice operations and integration teams to execute smooth transitions and onboarding workflows for newly signed physicians. Collaboration & Provider Retention • Serve as an ongoing feedback loop between clinical providers and executive leadership to enhance provider satisfaction, mitigate burnout, and drive long-term retention. • Work cross-functionally with practice leadership, clinical heads, and PE platform partners to align talent acquisition strategy with overall practice growth targets. Compliance • Ensure all provider recruitment, outreach, and contracting activities comply with healthcare regulatory standards, organizational policies, and PE platform governance guidelines. • Maintain accurate and compliant records of candidate communications, site visits, and offer agreements within internal tracking systems. Other duties as assigned. What Makes This Role Successful: Success in this role means… • Being an embedded community presence: Moving beyond transactional recruiting by becoming a visible, trusted, and familiar figure across target medical communities, residency programs, and specialty events. • Building trusted relationships with executive presence: Earning the confidence of physician leaders, department chairs, and internal executive partners through high emotional intelligence, active listening, and healthcare credibility. • Driving sustainable pipeline growth: Consistently keeping warm talent pipelines engaged so key specialty vacancies are filled proactively rather than reactively. • Ensuring high provider retention: Creating a seamless transition from initial contact through post-onboarding, reducing physician turnover and enhancing clinical satisfaction. What Your First 90 Days May Look Like: • First 30 days: Shadow internal operations and practice leaders to deeply understand practice dynamics, platform value propositions (equity models, administrative support, clinical autonomy), and current provider staffing needs; begin mapping regional residency programs and key specialty societies. • First 31–60 days: Initiate field engagement by attending local block time sessions, partner meetings, and scheduled specialty dinners; take ownership of active physician pipelines and lead site visits and candidate interactions. • First 61–90 days: Establish a structured regional conference and event outreach calendar; launch proactive sourcing strategies for future hiring needs; establish feedback loops with newly onboarded physicians to refine retention strategies. Requirements EDUCATION/CREDENTIALS: Bachelor’s degree in Healthcare Administration, Business, Communications, or a related field. Must Haves: • 4+ years of experience in physician recruitment, physician liaison/sales, provider engagement, or healthcare business development within a hospital system, MSO, or PE-backed PPM organization. • Demonstrated track record of operating effectively in a fast-paced, PE-backed or rapid-growth environment. • Strong proficiency with ATS/CRM systems and candidate pipeline management. Preferred Qualifications: • Prior experience specifically within a private equity-backed Physician Practice Management (PPM) or MSO environment. • Established networks across medical residency/fellowship programs and regional medical societies within target specialties. WORKING CONDITIONS/PHYSICAL DEMANDS: Any lifting, bending, traveling, etc. required to do the job duties listed above. Reasonable accommoda