Senior Recruiter

Who you are 5+ years of full-cycle recruiting experience, with at least 3 years focused on sales, technical or engineering roles Experience building structured interview processes and influencing how hiring decisions get made Track record of closing senior candidates in competitive markets — you've navigated counteroffers and competing opportunities before Comfort with data: you track your own metrics, know what they mean, and act on them Experience in a fast-moving startup or high-growth environment Bachelor's Degree required Background recruiting for AI, ML, or healthcare technology companies or companies that partner closely with health systems Experience building recruiting infrastructure from an early stage — playbooks, scorecards, leveling guides Familiarity with clinical or regulated hiring contexts Exposure to compensation strategy and offer construction at senior IC or leadership levels What the job involves As a Senior Recruiter, you'll sit at the center of that mission The teams you build will shape how quickly and how well this technology reaches patients This isn't a role for someone who wants to move fast and fill seats It's for someone who wants to hire with precision, earn the trust of leaders, and leave a mark on how a category-defining company grows Hire people who perform Quality of hire, time to productivity, and business impact all roll up here. The recruiter's job isn't placing butts in seats — it's ensuring the people hired actually deliver. That means rigorous competency assessment, clean handoffs to the hiring manager, and tracking whether predictions made in the loop turned out to be true Run a fast, efficient process Cycle time, cost per hire, and automation live here. Speed comes from tightening handoffs and eliminating low-value work, not from rushing candidates. When scheduling, note-taking, and debrief logistics run smoothly, recruiter time goes where it actually matters Win the candidate Offer acceptance and candidate experience are two sides of the same coin. Candidates who feel respected and informed throughout the process sign offers. That means close plans built early, honest communication, and every candidate getting a proper close-out regardless of outcome Be a trusted partner to the business Hiring manager partnership and strategic alignment sit here. A recruiter who kicks off every role against a clear spec, keeps the HM calibrated through the loop, and can connect closed roles to business outcomes earns a different kind of influence than one who just fills requisitions #J-18808-Ljbffr