APLA Health’s mission is to achieve health care equity and promote well-being for the LGBT and other underserved communities and people living with and affected by HIV. We are a nonprofit, federally qualified health center serving more than 14,000 people annually. We provide 20 different services from 15 locations throughout Los Angeles County, including: medical, dental, and behavioral health care; PrEP counseling and management; health education and HIV prevention; and STD screening and treatment. For people living with HIV, we offer housing support; benefits counseling; home health care; and the Vance North Necessities of Life Program food pantries; among several other critically needed services. Additionally, we are leaders in advocating for policy and legislation that positively impacts the LGBT and HIV communities, provide capacity-building assistance to health departments across the country, and conduct community-based research on issues affecting the communities we serve. For more information, please visit us at .

We offer great benefits, competitive pay, and great working environment!

We offer:

  • Medical Insurance
  • Dental Insurance (no cost for employee)
  • Vision Insurance (no cost for employee)
  • Long Term Disability
  • Group Term Life and AD&D Insurance
  • Employee Assistance Program
  • Flexible Spending Accounts
  • 10 Paid Holidays
  • 5 Personal Days
  • 10 Vacation Days
  • 12 Sick Days
  • Metro reimbursement or free parking
  • Employer Matched 403b Retirement Plan

This is a great opportunity to make a difference!

This position will pay $58,240 – $69,635 annually. Salary is commensurate with experience.


Under the direction of the Associate Director of Human Resources, the Recruiter is responsible for the successful recruitment of positions using a variety of creative and effective recruitment methods.


· Consults with hiring managers to define specific recruitment needs and plan the hiring process.

· Develops job postings for company web site as well as other recruitment sources including social media.

· Researches association publications, web sites and other appropriate resources on which to post opportunities.

· Researches and attends job fairs, conferences and other recruitment opportunities.

· Identifies and source candidates on job boards, resume databases, professional networks and through referrals.

· Assist with the development of promotional materials, such as banners and posters to be used in recruitment events.

· Reviews resumes/CVs/applications and phone screens candidates to verify work history, education, training, job skills, and to seek salary requirement to determine fit for the organization.

· Interviews candidates when necessary for positions in order to present best candidates to hiring manager.

· Refers qualified applicants to hiring manager.

· Manages all communication with candidates from the moment they apply until they get onboard.

· Maintains an on-going candidate tracking worksheet/database reflecting documentation of open positions, where positions were posted, interviews scheduled, conversation had, offers made or not made, offers accepted or not accepted, reasons for offers declined, etc.

· Follows up and obtains feedback from interviewers and candidates after interview to determine interest on all parties’ behalf in a timely manner.

· Consults with the Associate Director of Human Resources regarding contingent salary offers.

· Notifies HR Coordinator of the approved offer and the coordinator will generate the contingent offer letter and place the applicant in background.

· Track the status of the background checks.

· Generate final offer letters to be signed by the Director of Human Resources.

· In conjunction with the HR Coordinator, arrange for onboarding of hired staff.

· Tracks and verifies all invoices and funds spent on external recruitment resources; including job postings, ad placements, third party placement fees, etc. Analyzes effectiveness of advertising and resources used.

· Contacts new hires after 30 and 60 days to determine satisfaction with the process and assess opportunities for improvement.

· Stays current on local, regional and national hiring trends and practices; researches competitor’s activities to keep informed of changes affecting APLA’s ability to hire and retain top talent. Provides to the Director of Human Resources input to improve hiring related processes.


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