Sr. Director, Surgeon Recruitment and Growth

Description

Position Summary

The Senior Director, Surgeon Recruitment & Growth will lead the strategy and execution of surgeon workforce planning, recruitment, onboarding, and early-career growth across Allied OMS. This role is responsible for ensuring the organization has the right surgeon talent, in the right markets, at the right time to support the long-term growth of existing practices, de novo locations, and the broader Allied OMS network.

The Senior Director will partner closely with Operations and physician leadership to assess current and future surgeon capacity needs, develop market-specific workforce plans, and build a proactive pipeline of oral and maxillofacial surgeon talent. Rather than recruiting only against immediate openings, this leader will develop long-term relationships with residents, practicing surgeons, residency programs, and other strategic talent sources to anticipate and fill future needs.

In addition to workforce planning and recruitment, the Senior Director will own the surgeon candidate experience from initial engagement through contract execution and transition into the organization. The role will also play a key role in the first-year growth and integration of newly recruited surgeons, coordinating operational readiness, mentorship, referral development, brand building, and participation in the Allied OMS Launch Lab program.

This position reports directly to the SVP of Operations and works closely with physician leaders, Operations, Human Resources, Marketing, Business Development and other members of the leadership team. 

Requirements

Surgeon Recruitment & Pipeline Development

• Own the end-to-end surgeon recruiting strategy and      achieve annual hiring goals by sourcing, engaging, screening, and      successfully placing high-quality oral and maxillofacial surgeons.
• Build and manage a national pipeline of residents,      fellows, and practicing surgeons through direct outreach, referrals,      professional networks, job boards, conferences, and residency      relationships.
• Maintain accurate candidate and pipeline activity,      with clear standards for follow-up, pipeline stages, and forecasting.
• Develop long-term candidate engagement strategies for      surgeons who may be several years away from a career transition.
• Serve as a strong ambassador for the Allied OMS      model, culture, growth opportunities, and doctor-led approach.

Candidate Experience, Interviews & Contracting

• Design and continuously improve a consistent,      high-quality candidate experience from initial contact through signing and      onboarding.
• Coordinate the multi-step interview process and serve      as the primary liaison among candidates, practice surgeons, and      leadership.
• Lead the offer and contract process from term sheet      through final employment agreement in partnership with leadership,      Finance, Human Resources, and legal counsel.
• Track candidate progress, identify barriers to      conversion, and implement strategies to improve interview-to-offer and      offer-to-sign rates.

Surgeon Onboarding, Integration & First-Year Growth

• Serve as the primary organizational relationship      owner for newly recruited surgeons from signing through their first year      of practice.
• Act as the onboarding quarterback, coordinating      structured onboarding across Operations, Marketing, Finance, Human      Resources, IT, Data, and other relevant departments, with clear points of      contact and ownership.
• Partner with Operations and practice leadership to      ensure operational readiness before start date, including staffing,      scheduling, equipment, referral development, and other market-specific      needs.
• Coordinate mentorship and first-year ramp support;      track early performance indicators, identify barriers to growth, and      coordinate interventions when needed.

Surgeon Workforce Planning & Strategy

• Develop and maintain a multi-year surgeon workforce      plan aligned with practice capacity, succession planning, market demand,      de novo development, and organizational growth priorities.
• Partner with Operations and physician leadership to      identify and prioritize current and future surgeon needs across the      network.
• Create market-specific recruiting strategies and      build proactive pipelines for anticipated needs before positions become      urgent.
• Provide leadership with regular visibility into      workforce needs, pipeline health, recruiting risks, and expected hiring      timelines.
• Partner with Business Development and Operations on      surgeon talent strategy for new markets, practice affiliations, and de      novo opportunities. 

Qualifications

• Bachelor’s degree required; advanced degree in      business, healthcare administration, human resources, or a related field      preferred.
• Significant experience in physician recruitment,      executive recruiting, healthcare operations, provider growth, or a related      field.
• Demonstrated ability to develop workforce plans and      translate organizational growth strategies into actionable recruiting      pipelines.
• Proven success recruiting physicians or other highly      specialized professionals in a competitive talent market.
• Strong understanding of the physician candidate      lifecycle, including sourcing, relationship development, interviewing,      contracting, onboarding, and retention.
• Ability to build credibility with surgeons,      residents, practice leaders, and senior executives.
• Strong project management, communication,      negotiation, relationship-building, presentation, and analytical skills.
• Ability to balance long-term strategic planning with      hands-on execution and a high degree of ownership and follow-through.

Travel Requirements

• Ability to travel regularly throughout the United      States for residency engagement events, After-Hours dinners, conferences,      candidate visits, surgeon onboarding initiatives, Launch Lab events,      practice visits, and other activities as directed by company leadership.      (~50%)

Why Allied OMS

• Rapidly growing, multi-state OMS platform 
• Opportunity to shape strategy at scale 
• High-impact role with direct influence on growth and      performance 
• Collaborative, clinically driven culture