Senior Recruiter

Senior Recruiter

Brellium's mission is to improve the standard of care across the US healthcare system. We've built AI-powered technology that helps healthcare providers deliver safer, higher-quality care - starting with the first real-time medical review platform built to fix clinical and compliance risks before they impact patients. Each year, 1 in 20 people in the U.S. experiences a medical diagnostic or compliance-related mistake. Most providers lack the time, staffing, and tools to mitigate these issues - so they go unnoticed, impacting care quality and increasing clinical and financial risk. Brellium is building the AI-powered platform that helps providers deliver safer, more consistent care by mitigating risk early and aligning patient visits with clinical best practices. Our goal is to give every provider in the U.S. the tools to deliver clinically excellent, data-driven care - at scale. Brellium was founded in 2021. Since then, we've grown to serve over 250,000 providers across all 50 states who use Brellium to take better care of their patients and ensure data-driven, compliant care. We're a Series A company with over $30MM in funding from First Round Capital, Left Lane Capital, and Menlo Ventures.

Build

• Design and implement end-to-end recruiting processes across multiple departments (engineering, product, GTM, customer success, G&A), creating repeatable standards that maintain hiring bar even as volume scales.

• Take our current MVP set up of Ashby ATS to a clean, leveraged system by configuring pipelines, training new users, and establishing data standards that enable you and hiring managers to diagnose bottlenecks and source effectiveness.

Influence

• Act as a strategic thought partner to hiring managers at all levels of experience, asking the right diagnostic questions to help them clarify what they actually need to hire for and challenging assumptions when the bar or role scope doesn't make sense.

• Modulate your communication style fluidly depending on your audience: speaking to engineers about technical hiring strategies, to GTM leaders about sourcing in niche markets, to founders about talent strategy, ensuring each stakeholder feels heard and supported in their language.

• Understand what motivates different candidates and tailor your pitch accordingly, whether emphasizing technical challenge for an engineering hire, growth opportunity for a product manager, or culture fit for a customer success leader.

Deliver

• Run a full recruiting desk independently across multiple departments and candidate types, managing sourcing, screening, interview coordination, and closing without relying on others.

• Prioritize candidate experience, ensuring every touchpoint reflects Brellium's values and leaves candidates with a positive impression of the company regardless of outcome to build our employer brand and referral pipelines.

• Move with urgency and bias to close, keeping hiring processes on track, unblocking bottlenecks when hiring managers slow down, and ensuring candidates don't stall in our funnel due to poor communication or logistics.

Analyze

• Use data from your ATS and recruiting funnel to diagnose where we're winning and where we're losing candidates, then invest your effort accordingly.

• Establish clean data practices so that your funnel metrics are trustworthy: we want to know source quality, conversion rates by stage, time-to-close, and which hiring managers or departments need coaching based on their hiring velocity and quality.

• Translate recruiting data into business insights you can share with leadership, identifying trends like which candidate pools are drying up, where you might be pricing yourself out, or which roles need repositioning based on conversion and source data.

We are committed to offering a comprehensive and competitive total rewards package, including robust health benefits, commuter benefits, and meaningful ownership opportunities through equity. Compensation decisions are made holistically, ensuring fairness and alignment with market benchmarks while recognizing individual contributions and potential.

Benefits offered include:

• 401(k) Retirement Savings Plan

• Equity Compensation

• Dinner Provided via DoorDash & stocked kitchen for NY employees

• Medical, Dental, and Vision coverage coverage of up to 100% premiums for you and your family

• HSA / FSA

• 11 paid holidays each year

• Unlimited PTO

• Training and professional development

• Hybrid Work Schedule (4 days onsite, 3 if located > 1 hour away)

What it means to be "One of Us"

Bias to Action: Brellium teammates do not wait to make reversible decisions or seek unnecessary approval. We quickly decide and move forward. If the decision was incorrect, we quickly reverse it and move forward.

Thinks for themselves: Brellium teammates do not take things at face value. We ask "why" until base truth is reached. If a better solution is present, Brellium teammates use it, regardless of status quo.

Negative Maintenance: The opposite of high maintenance isn't low maintenance - it's negative maintenance. Brellium teammates are poised under pressure, self-motivated, self-improving, self-disciplined, self-aware, and non-defensive.

Expect Excellence : We hold ourselves to exceptionally high and continuously rising standards. We strive for thoughtfulness in our decision making, and for speed and quality in our execution. We acknowledge trade-offs and communicate proactively.

Communicate with Clarity : Brellium teammates communicate concisely, directly, and purposefully. We optimize for ensuring our points are easily understood the first time.

We are aware of fraudulent job offers claiming to be from Brellium. All legitimate communication comes from brellium.com, or View email address on talent.com, and we will never ask for money or sensitive personal information as part of our hiring process. If there are any questions please direct them to View email address on talent.com