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Cosmetic Physician Partners

Director, Talent Acquisition & Strategic Projects

Montreal, QC, Canada

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Job details

Posting language: English
Posted: Nov 9, 2026

Original job description

About the Role

Cosmetic Physician Partners (CPP) is seeking a strategic, innovative and hands-on Director, Talent Acquisition & Strategic Projects to join our corporate team on an 18-month maternity leave coverage contract, with the potential for a permanent opportunity.

This role will play an important part in advancing CPP's talent acquisition strategy, with a particular focus on specialized physician recruitment, experienced nurse injector recruitment and the integration of AI and technology into our recruiting processes.

Working closely with executive leadership, clinic partners, external recruitment agencies and the existing Talent Acquisition team, you will own and drive several high-impact recruitment initiatives and special projects across our growing network.

This is a hands-on player-coach leadership role. You will provide oversight, guidance and support to a team of high-volume recruiters, helping drive recruitment performance, consistency and accountability across the organization. At the same time, you will maintain your own recruitment portfolio, personally leading specialized searches and strategic hiring initiatives, including physician recruitment and experienced nurse injector recruitment.

What You Will Do

1. Physician Recruitment & Agency Partnerships

Oversee and manage external recruitment agency partnerships supporting physician searches, including plastic surgeons, dermatologists and aesthetic physicians.

Serve as a key point of contact between CPP, recruitment agencies and clinic leadership to ensure alignment on hiring priorities, expectations and timelines.

Establish clear service-level agreements (SLAs), recruitment standards, deliverables and performance expectations with agency partners.

Monitor agency performance, candidate pipelines, placement progress and recruitment costs to ensure partnerships are delivering results.

Identify opportunities to improve physician recruitment strategies, strengthen sourcing efforts and reduce reliance on external agencies over time.

Partner with clinic leaders and executive stakeholders throughout the search process, from initial intake through candidate selection, offer negotiation and onboarding.

2. Experienced Nurse Injector Recruitment

Develop and execute a proactive recruitment strategy focused on attracting experienced nurse injectors with established patient clientele.

Build and maintain a pipeline of high-performing nurse injectors across CPP's clinic network.

Develop compelling recruitment strategies and value propositions that differentiate CPP from competing medical aesthetics organizations.

Identify and engage passive candidates through direct outreach, networking, industry connections and targeted recruitment campaigns.

Partner with clinic leadership to understand compensation expectations, transition considerations and opportunities to attract established providers.

Track pipeline activity, candidate engagement and successful placements to continuously improve recruitment outcomes.

3. AI Integration & Talent Acquisition Innovation

Lead the integration of AI into sourcing, candidate screening, outreach, reporting and other recruitment workflows.

Research emerging recruitment technologies and recommend solutions that support CPP's growth and evolving hiring needs.

Develop standardized processes and workflows that leverage automation and AI while maintaining a strong candidate experience.

Measure the impact of implemented solutions through improvements in time-to-fill, recruiter productivity, candidate engagement and overall recruitment efficiency.

4. Strategic Projects & Talent Acquisition Initiatives

Take ownership of key Talent Acquisition projects and initiatives that support CPP's broader organizational goals.

Identify opportunities to streamline existing recruitment processes, improve reporting and strengthen communication between corporate TA and clinic leadership.

Support workforce planning initiatives by partnering with regional and clinic leaders to anticipate hiring needs and develop proactive recruitment strategies.

Monitor recruitment metrics, project milestones and outcomes, providing regular updates and recommendations to leadership.

Collaborate with the existing TA team to support consistency, alignment and the successful execution of recruitment initiatives across the organization.

Identify opportunities to strengthen CPP's employer brand and talent attraction strategies across the medical aesthetics industry.

5. Talent Acquisition Team Leadership & Oversight

Provide day-to-day leadership, guidance and oversight to the existing team of high-volume recruiters.

Establish clear recruitment priorities, performance expectations and accountability across the team.

Monitor recruiter KPIs, pipeline activity, productivity and hiring results to ensure the team is performing against established goals.

Coach and support recruiters through complex hiring challenges, sourcing strategies and stakeholder management.

Identify opportunities to improve team workflows, recruitment processes and overall productivity.

Balance leadership responsibilities with hands-on recruitment, personally managing specialized and strategic searches as needed.

What Success Looks Like

Within the first 18 months, success in this role will include:

Physician Recruitment: Strong, productive agency partnerships with clear SLAs, accountability and measurable recruitment outcomes, resulting in successful physician placements.

Nurse Injector Pipeline: A sustainable pipeline of experienced nurse injectors with established clientele, resulting in successful placements across CPP clinics.

AI & Innovation: Successful implementation and adoption of AI-powered recruiting solutions that demonstrate measurable improvements in efficiency, productivity or recruitment costs.

Strategic Execution: Successful ownership and completion of key TA projects, with clear deliverables and measurable business impact.

Stakeholder Partnership: Strong relationships with clinic leadership, executive stakeholders, agency partners and the corporate Talent Acquisition team.

Who We Are Looking For

8+ years of progressive Talent Acquisition, executive search or recruitment experience, ideally within healthcare, medical aesthetics, physician recruitment or a multi-location organization.

Demonstrated experience recruiting hard-to-fill, specialized or high-value positions, particularly physicians, healthcare professionals or senior-level talent.

Experience managing external recruitment agencies, including contract negotiations, SLAs, performance management and placement expectations.

Strong understanding of proactive sourcing strategies, passive candidate engagement and pipeline development.

Experience implementing recruitment technology, automation or AI solutions, with a genuine interest in leveraging innovation to improve business outcomes.

Proven ability to independently manage complex projects, prioritize competing initiatives and deliver results.

Strong business acumen, analytical capabilities and experience using recruitment metrics to inform decisions.

Exceptional communication and relationship-building skills, with the ability to influence stakeholders at all levels.

A self-starter who is comfortable working independently, navigating ambiguity and taking ownership of initiatives from concept through execution.

Experience within the medical aesthetics, plastic surgery or healthcare industry is considered a strong asset.

Bilingual English and French is an asset.

Why Join CPP?

Opportunity to make a meaningful impact within a rapidly growing medical aesthetics organization.

Exposure to executive leadership and the opportunity to influence company-wide recruitment strategies.

Opportunity to introduce innovative technologies and shape the future of Talent Acquisition at CPP.

Work alongside a collaborative corporate team and a network of leading medical aesthetics professionals.

Potential to transition into a permanent opportunity following the 18-month contract, based on business needs and mutual fit.

Contract Details: This is an 18-month full-time contract to provide maternity leave coverage. There is potential for the position to transition into a permanent role following the contract period, subject to business needs.

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More about this job

Responsibilities

The Director will lead talent acquisition strategy, focusing on physician and nurse injector recruitment while integrating AI into hiring workflows. They will also manage external agency partnerships and provide leadership to the internal recruitment team.

Requirements

Candidates must have 8+ years of progressive recruitment experience, preferably in healthcare or medical aesthetics. Strong expertise in executive search, agency management, and implementing recruitment technology is required.

Skills

Talent acquisition
Physician recruitment
Executive search
AI integration
Strategic planning
Agency management
Nurse injector recruitment
Workforce planning
KPI management
Stakeholder management
Recruitment technology
Process improvement
Employer branding
Data analysis
Leadership

Benefits

Maternity leave coverage
Potential for permanent opportunity
Professional development

Visa sponsorship

Not detected in the job text

Keywords

Talent Acquisition
Physician Recruitment
Medical Aesthetics
AI Integration
Executive Search
Healthcare
Agency Management
Nurse Injector
Workforce Planning
KPIs
Recruitment Strategy
Automation
Employer Branding
Strategic Projects
Business Acumen
Candidate Sourcing
Pipeline Development
Stakeholder Engagement
Process Optimization
Performance Management

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