Job Developer, Healthcare Workforce

ABOUT US

Uplift Communities runs a healthcare workforce training program in New York City, funded by the city government through DYCD. We take adults who have been shut out of good careers, train them for 300 hours, place them in paid internships, and get them hired into clinics, nursing homes, pharmacies and hospitals.

Our participants are adults from underrepresented communities across New York City, 19 to 40. Many are working already. Many have children. Some are coming home from the system, and a record is never by itself a reason we turn someone away.

We are selective, we are demanding, and we are growing from 100 participants toward 1,000. The mission behind all of it is to transform 1 billion lives.

Training Workers and Building Leaders.

THE ROLE

You get our people hired.

That is the whole job, and it has two halves. The first half is outside the building: finding the clinics, practices, pharmacies, surgery centers, FQHCs and nursing homes across Manhattan, Brooklyn, the Bronx and Queens that will take our interns and hire our graduates. Cold calls. Walk ins. Follow up until you get a yes or a clear no.

The second half is inside the building: teaching our participants to run their own job search. How to apply. How to write a resume that survives 20 seconds. How to sit in an interview and not apologize for their history. How to follow up without being ignored. You will run sessions for groups and coach people one on one.

You will carry a caseload of roughly 40 to 50 participants, work alongside a second job developer and two case managers, and report to our Program Director.

WHAT YOU OWN

1) THE EMPLOYER PIPELINE

Build it and work it. Small sites move fastest because one person decides; that is where most of our placements come from. Your standard is 30 days confirmed and 90 days worked, meaning the sites for next month are already signed and the sites for the quarter after are already in conversation.

• Source, call and visit host sites and employers in the four boroughs

• Get the affiliation agreement signed and the site onboarded

• Keep the relationship warm after the placement, because the second placement at a site costs a fraction of the first

• Maintain the outreach tracker so the pipeline is a record, not a memory

The pitch you are carrying is a strong one. The host site pays nothing. The city pays the participant directly, up to 29 hours a week. Our job is to certify the hours. The site gets trained, supervised, accountable help at no payroll cost.

Say that accurately every time. Uplift does not pay the stipend and the intern is not the site's employee. Getting that wrong creates a real legal problem, so we are strict about it.

2) INTERNSHIP PLACEMENT

Every participant who completes training gets placed into a paid internship at 25 to 29 hours a week, up to 300 hours, inside the cohort window. There is a hard end date and it does not move. A participant you place late is a participant who loses hours and money they were counting on.

3) JOB PLACEMENT

Completers get hired. A job in healthcare is a job; the specialty does not have to match the certificate for the placement to count and for the person to be better off than they were. You work direct employers, staffing agencies and our own alumni network, and you stay on it through the first 90 days, because a placement that ends in week three helped nobody.

4) TEACHING THE JOB SEARCH

You are a trainer, not just a placer. Weekly workshops and daily coaching on applications, resumes, interviewing, professional communication and follow up. Our participants should be able to call a pharmacy themselves and ask for the hiring manager by name. Getting them there is your work, and it is the part that scales.

5) THE RECORD

Placements, employer contacts, case notes and outcomes entered accurately and on time in our systems and the city portal. Nothing counts until it is documented. Nothing gets reported until it is verified.

WHAT SUCCESS LOOKS LIKE

These are the numbers we are held to, and they are the numbers your bonus is built on.

• 100 percent of participants placed into internships before the cohort deadline

• 90 percent of training completers placed into jobs

• 85 percent of job placements still working at 90 days

• A live pipeline of signed host sites ahead of every cohort

• Records current at all times, with no backlog at quarter end

COMPENSATION

Base salary $60,000 to $75,000 a year depending on experience. Performance bonus up to $6,000 a year, paid quarterly, up to $1,500 a quarter:

• $500 Job placements. You hit the placement target for the completers on your caseload within 60 days of completion.

• $400 Internship placements. Every assigned participant placed before the cohort deadline.

• $400 Retention. 85 percent of your placements still working at 90 days.

• $200 Pipeline. Five new host sites or employers signed in the quarter.

One gate applies to all four. Your records and case notes must be current and verified at quarter end. If the data is not clean, the bonus does not pay that quarter, regardless of the placements. We report these numbers to the city and we will not report numbers we cannot stand behind.

REQUIREMENTS

• 2 or more years placing people into jobs: workforce development, staffing, recruiting, career services, reentry or a One Stop. Healthcare hiring on the employer side also counts.

• A track record you can put numbers to. Tell us how many people you placed, over what period, and how many were still there three months later.

• Willingness to cold call and walk in. This role does not work from behind email. If picking up the phone to a stranger drains you, this will be a hard year.

• Ability to stand in front of 15 to 30 adults and teach, and to coach one on one without talking down to anyone.

• Working knowledge of the NYC healthcare employer landscape, or the ability to build it fast.

• Comfort with trackers, a CRM and funder reporting. You will be asked to show your work.

• Fair chance hiring sense. Many of our participants are justice involved. You need to know which records actually bar a clinical placement in New York and which ones do not, or be ready to learn it quickly, and you need to be able to have that conversation with an employer without flinching.

• Full time availability, Monday to Friday, with the flexibility to be in the field in four boroughs.

• Authorized to work in the United States.

Nice to have: relationships with NYC clinics, nursing homes, FQHCs, community pharmacies or healthcare staffing agencies; Spanish; experience with DYCD, WIOA or another government funded program; CNA, CMAA, PCT or similar background.

HOW WE WORK, SO YOU CAN DECIDE IF IT SUITS YOU

A goal you keep putting off is a goal you can miss. The longer you wait to start on it, the easier it is to never start at all. When a participant falls behind we do not lower the bar for them, we go get them. Relentless on the deadline, generous with the person.

We expect you to disagree with us out loud. A job developer who only agrees is not much use to anyone, least of all the participants.

We also protect our name in the market. Every person you send to an employer is a bet on Uplift's reputation. Send someone who is not ready and you spend a relationship we will need for the next 50 people.

TO APPLY

Send a resume and answers to the questions below. Applications without the answers will not be reviewed.

• How many people did you personally place into jobs in your last role, over what period? How many were still employed at 90 days, and how do you know?

• Describe the last time you got a new employer to say yes to something they had never done before. What was the opening, and what was the objection you had to get past?

• You have 11 participants unplaced and 3 weeks until the deadline. Walk us through your first 48 hours.

• A participant with a 6 year old felony conviction finished CNA training. What do you do before you send her to a nursing home?

• An employer tells you they had a bad experience with a program like ours 2 years ago and will not take another intern. What do you say?

• What is the part of this job you expect to be worst at, and what would you do about it?