Senior Technical Recruiter

Senior Technical Recruiter - Software Engineering

Our healthcare system remains frustratingly analog. When you live in a world of one-tap car rides, instant meal delivery, and unlimited streaming, why do you still have to call to schedule a doctor's appointment and fill out a clipboard in the waiting room?

NexHealth's mission is to accelerate innovation in healthcare by connecting patients, providers, and developers. We're building the infrastructure layer for modern healthcare, connecting thousands of fragmented, on-premise, and closed EHR systems into a single, modern platform that powers software, APIs, payments, and patient experiences across the ecosystem.

About the People & Talent Team

At NexHealth, the People & Talent Team is the engine behind our ability to attract, develop, and retain the talent that drives our mission forward. We partner closely with every function in the business to build a workforce that's equipped to solve real problems for healthcare providers and their patients. We don't just fill seats—we build teams with the craft, conviction, and capacity to scale. Talent acquisition at NexHealth is a competitive advantage, and we treat it that way.

About the Role

We're hiring a Full Life Cycle Technical Recruiter to help scale NexHealth's Engineering organization. In this role, you will own recruiting from intake through offer and close, partnering closely with Engineering leaders to deliver high-quality prospects across a range of software engineering roles.

While this role will place significant emphasis on Senior (L5) and Staff (L6) Software Engineering hires, you'll also support broader engineering hiring needs as the business evolves. You'll operate as a trusted talent advisor—shaping hiring strategy, influencing decisions, and ensuring we consistently attract and close strong technical talent.

This is a senior individual contributor role with high ownership, autonomy, and visibility.

What You'll Do

• Hiring Strategy & Partnership
  • Partner closely with Engineering leaders to define role scope, leveling, and success profiles across software engineering roles.
  • Serve as a trusted advisor on hiring strategy, market dynamics, candidate tradeoffs, and compensation considerations.
  • Lead structured intake conversations to align on expectations, bar, and interview approach.
• End-to-End Recruiting Execution
  • Own full-cycle recruiting from intake through offer acceptance and close.
  • Manage a diverse requisition load with a strong focus on Senior (L5) and Staff (L6) engineers, while supporting additional engineering roles as needed.
  • Drive proactive sourcing using LinkedIn Recruiter, GEM, referrals, technical networks, and targeted outreach.
  • Conduct recruiter screens, manage interview process, facilitate debriefs, and guide hiring teams toward clear decisions.
  • Lead offer strategy and negotiations, partnering with hiring managers and People Ops to close candidates effectively.
• Pipeline & Candidate Experience
  • Build and maintain strong, forward-looking pipelines for critical engineering roles.
  • Deliver a high-quality, consistent candidate experience marked by clarity, responsiveness, and thoughtful engagement.
  • Maintain accurate pipeline tracking and documentation in Greenhouse (ATS).
• Metrics & Continuous Improvement
  • Track and analyze recruiting metrics including pipeline health, time-to-fill, funnel conversion, and offer acceptance.
  • Identify bottlenecks and recommend improvements to the hiring process, sourcing strategy, and interview efficiency.
  • Partner with Talent Ops and People Ops to improve tools, workflows, and recruiting standards.

What You'll Bring

• 7+ years of full life cycle technical recruiting experience in high-growth tech or startup environments.
• Strong experience hiring software engineers, with demonstrated success recruiting senior-level talent (L5/L6 or equivalent) and have a deep understanding of technical roles, leveling, and tradeoffs.
• Proven ability to partner with, influence, and challenge Engineering hiring managers constructively by bringing perspective.
• Advanced sourcing skills and experience closing passive technical candidates.
• Strong business judgment and comfort balancing quality, speed, and market realities.
• Excellent communication, organizational skills, and operational rigor. You know how to run a tight process without sacrificing candidate experience.
• Experience using Greenhouse or a comparable ATS.
• High ownership mentality with a bias for action and follow-through taking roles from intake to close.
• High growth mindset, you iterate based on data, feedback, and outcomes.

Compensation Actual salaries will vary depending on factors including but not limited to location, experience, and performance. The range listed is just the base salary component of NexHealth's total compensation package for employees. Other benefits may include stock options, an unlimited paid time off policy, and up to 100% coverage on medical, vision and dental insurance.

NexHealth Compensation Range

$110,000 - $185,000 USD

Benefits

• Full Medical, Dental, and Vision (up to 100% covered)
• 401K and commuter benefits
• Flexible PTO
• High-impact work that directly improves the healthcare experience for millions

Our Values

• Solve the customer's problems, not yours When making decisions, think from the perspective of the customer. It's easy to make decisions that make our lives simpler, but not the customers.
• Do the things others are not willing to do As a Nexer, always go after the hardest problems. Pursue things at the highest quality. Move at the fastest pace.
• Take ownership Act like a founder. Own your roles, destinies, mistakes, behavior, and our mission. The buck stops with each of us - no blaming or excuses.
• Say what's on your mind, with positive intent Be direct, proactive, transparent, and frequent in your communication.
• Default trust As a Nexer, you do not have to earn trust, trust is given to you by default. If we by default trust each other, our speed of communication, feedback, information sharing, and overall improvements will be a lot faster.
• Think in first principles We first identify the problem and then break it down to its fundamentals before diving into solutions. We constantly ask "why" to validate our assumptions.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We provide reasonable accommodation for individuals with disabilities to participate in the application or interview process. Contact View email address on click.appcast.io to request assistance.