Nicole Pazera

Directed specialty doctor recruitment across 270+ practices in 37 states, serving as the primary talent leader supporting 6 Regional Directors and the Vice President of Operations. Oversaw resident flow for three specialty divisions, with three Partner Doctors reporting directly to me for strategic pipeline management and placement. Strengthened overall DSO brand awareness by developing recruitment strategies that honored the unique identity of each individual practice while maintaining alignment with enterprise‑level growth objectives.

• Managed 60–90 specialist requisitions concurrently while maintaining an active pipeline of 60–100 candidates across multiple specialties, ensuring timely fulfillment of hiring needs.
• Increased offer acceptance by 27%, improving overall hiring velocity and reducing vacancy impact across all regions.
• Achieved 91% specialty hiring completion (Jan–May 2026), delivering 40 FTE hires and 47 total hires within five months.
• Led recruitment for legacy specialist roles including Oral Surgery, Endodontics, and Periodontics, ensuring continuity and long‑term practice stability.
• Built a forecasting model to predict the full life cycle of specialist recruitment, improving workforce planning and regional staffing accuracy.
• Implemented AI‑driven recruitment enhancements using Claude, Copilot, and iCIMS ATS, optimizing workflows, reporting, and candidate engagement.
• Established a white‑glove recruitment process and launched a loan‑repayment program to strengthen competitive positioning.
• Partnered with Regional Directors, C‑Suite, and Marketing to conduct intake calls for new requisitions, aligning hiring strategy with organizational goals and enhancing recruitment effectiveness.
• Cultivated strong relationships with Program Directors nationwide; organized and led resident dinners, presentations, and engagement events.
• Designed and executed resident engagement programs to strengthen early‑career pipelines and increase long‑term conversion rates.
• Drafted provider contracts and facilitated negotiations between candidates and regional leadership.
• Administered iCIMS ATS, optimizing workflows, automations, and reporting dashboards to enhance recruitment operations and improve data-driven decision-making.

Oversaw Talent Acquisition strategy, scalability, and operational excellence across 36 practices in 4 states, leading end‑to‑end recruitment, retention, and onboarding for 4 Regional Directors and 36 Office Managers. Directed all hiring initiatives with a heavy focus on Specialty Doctor recruitment, ensuring strong pipeline development, practice stability, and alignment with organizational growth objectives.

• Instituted processes, technologies, and workflow enhancements that improved organizational efficiency and strengthened TA operational performance.
• Led, guided, and developed enterprise‑wide Talent Acquisition strategies to support organizational growth, workforce planning, and long‑term scalability.
• Built and implemented SLA, SOP, and KPI frameworks, establishing performance standards and driving measurable improvement across TA function.
• Developed and executed targeted recruitment strategies to attract qualified specialty providers, including Oral Surgeons, Pediatric Dentists, Periodontists, and General Practitioners.
• Managed the Talent Acquisition department and partnered closely with Practice Managers to ensure alignment between hiring needs, staffing priorities, and practice performance.
• Built and maintained a robust candidate network to support future hiring needs and strengthen long‑term pipeline sustainability.
• Collaborated with hiring managers, Regional Operations, and Executive Leadership to define workforce objectives, refine job requirements, and ensure strategic alignment.
• Designed and launched a successful referral program, increasing referral participation and contributing to a 26% referral rate.
• Developed job marketing strategies for Doctor Recruitment and Practice Recruitment, enhancing visibility and candidate quality across all specialties.
• Prepared regular reports on recruitment trends, labor market shifts, and pipeline performance to inform executive decision‑making.
• Continuously optimized TA processes to support organizational scalability and evolving business needs.
• Strengthened employer brand positioning and promoted the organization as an employer of choice to attract top clinical and non‑clinical talent.
• Mapped and executed scalability plans for the Talent Acquisition function as the organization expanded into new markets and practice locations.
• Implemented a streamlined vendor staffing approach, improving temporary staffing efficiency and increasing overall practice performance.
• Increased applicant responses by 15% through optimized job advertisements across five targeted job boards.
• Developed and updated standards, policies, and workflows, resulting in improved operational efficiency and stronger TA governance.
• Increased doctor hires by 45%, strengthening specialty coverage and reducing vacancy impact across practices.
• Drafted provider contracts and facilitated negotiations between candidates and regional leaders, ensuring alignment with compensation models and organizational standards.
• Strengthened employer brand, streamlined vendor partnerships, and enhanced recruitment marketing strategies.
• Collaborated with regional and executive leaders on workforce planning, ensuring proactive staffing strategies and future‑focused pipeline development.
• Built scalable TA processes, standards, and workflows to support continued organizational growth and operational excellence.

Talent Acquisition Manager (12/2020-10/2023)

Talent Acquisition Integration Manager (10/2020-12/2020)

Directed Talent Acquisition operations for a Dental Partnership Organization (DPO) supporting 90+ practices across 15 states, overseeing recruitment for Doctors, Specialty Doctors, and Staff. Led a high‑performing team of 7 recruiters (4 Staff/Hygiene and 3 Doctor/Specialty) and built scalable hiring strategies that aligned with organizational growth and regional workforce needs.

• Managed daily operations and leadership expectations across 90+ practices in 15 states, ensuring alignment between practice needs, workforce planning, and organizational growth—while serving as the primary leader for all Specialty Provider recruitment.
• Monitored team-wide recruiting strategies and ensured compliance with updated procedures, enhancing consistency, quality, and operational excellence across all regions.
• Built and implemented SLA, SOP, and KPI frameworks to standardize performance, strengthen accountability, and deliver measurable improvements in recruitment outcomes.
• Led a high‑performance team of 7 recruiters (4 Staff/Hygiene and 3 Doctor/Specialty), enhancing capability, efficiency, and collaboration across the Talent Acquisition function.
• Developed and scaled both Practice Recruitment and Doctor/Specialty Recruitment teams to support rapid expansion and evolving community needs.
• Carried all Specialty Requisitions and hard‑to‑fill provider roles, serving as the organization’s subject‑matter expert for Oral Surgery, Endodontics, Periodontics, and other high‑demand specialties.
• Designed a world‑class candidate and hiring manager experience, improving satisfaction, communication, and overall recruitment quality across specialty and general provider pipelines.
• Proactively sourced specialty providers aligned with long‑term workforce planning, building sustainable pipelines and strengthening practice stability.
• Drove the internal referral program, increasing referral participation and achieving a 26% referral rate, contributing directly to specialty hiring success.
• Increased Specialty Doctor hires by 10 year‑over‑year in Oral Surgery, improving coverage and reducing vacancy impact across high‑volume practices.
• Implemented ATS dashboards for Executives, Regional Leaders, and Practice Managers, resulting in a 25% reduction in turnaround time for applicant response and workflow completion.
• Achieved 4.9/5.0 satisfaction through Practice Satisfaction Surveys, demonstrating strong partnership, responsiveness, and service delivery across all specialty divisions.
• Managed TA Center of Excellence, focusing on sourcing strategy, recruitment marketing, specialty pipeline development, and best-practice optimization to strengthen recruitment efforts.
• Administered iCIMS ATS, optimizing workflows, reporting, automation, and user training for practice and corporate teams—improving specialty recruitment visibility and performance.

Autism Learning Partners operates in 32 states with 43 locations, providing ABA services to children on the autism spectrum. Supported 5 Regional Directors across multi‑state territories, overseeing recruitment strategy, workforce planning, and talent pipeline development to meet growing clinical demand.

• Cultivated strong relationships with regional and clinical leaders, enhancing collaboration and elevating recruitment outcomes.
• Increased applicant responses by optimizing job advertisements across four targeted job boards, improving visibility and candidate flow.
• Managed a five‑state territory and oversaw 20–30 active requisitions, ensuring timely, high‑quality hiring across all clinical roles.
• Directed and executed full‑cycle recruiting, from intake and sourcing through offer management and onboarding.
• Built strong relationships with leadership and applicants, enhancing communication, trust, and long‑term engagement.
• Collaborated with Marketing to drive applicant flow through targeted campaigns and enhanced job branding.
• Created sourcing strategies and managed HR and temporary staffing reports to optimize workforce planning and support operational efficiency.
• Managed weekly internal posting reports and temporary staffing metrics to ensure accuracy, compliance, and alignment with organizational needs.

Oversaw specialty doctor recruitment strategy for a 117‑practice Dental Support Organization, partnering with 5 Regional Managers and practice leadership across Florida and Georgia.

• Functioned as the primary recruiter for Doctor and Specialty Doctor hiring, managing full-cycle recruitment and placement in high-volume, high-need markets.
• Developed targeted sourcing strategies to attract Oral Surgeons, Pediatric Dentists, Periodontists, and General Dentists, enhancing specialty coverage and supporting practice performance.
• Successfully hired 34 specialty doctors per year, consistently meeting aggressive hiring goals and reducing vacancy impact across the region.
• Managed all phases of recruitment, including intake, defining hiring needs, job posting, sourcing, screening, interviewing, offer management, and onboarding coordination.
• Analyzed employment-related data and prepared recruitment reports, facilitating workforce planning and informed executive decision-making.
• Built sourcing pipelines and candidate networks, addressing future hiring needs and contributing to long-term organizational growth.
• Developed job marketing strategies and optimized job advertisements across targeted job boards, increasing applicant responses and improving candidate quality.
• Managed weekly internal posting reports, HR metrics, and temporary staffing reports to ensure operational accuracy and alignment with practice needs.
• Strengthened recruitment operations by implementing scalable processes, improving communication with regional leaders, and enhancing overall hiring efficiency.

Supervised 23 clinics and managed 49 direct reports, ensuring consistent operational performance, staffing stability, and patient‑centered service delivery.

• Planned and directed daily assignments for Patient Service Representative teams, enhancing workflow efficiency and front-office operations.
• Delivered weekly and monthly training across all 23 clinics, strengthening staff capability, service quality, and compliance with organizational standards.
• Coordinated patient schedule changes to improve clinic effectiveness and enhance overall patient experience.
• Directed daily clinic operations, implementing workflow improvements that streamlined processes and reduced operational friction.
• Reduced turnover through strategic hiring, targeted training, and ongoing employee development initiatives.
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