Recruiter [Remote]

About Chamber

Cardiovascular disease remains the leading cause of death in America. At Chamber, we’re rebuilding the system for cardiology, creating a world where outcomes, not volume, define success. We partner with independent cardiologists to help them lead population health efforts in their communities, equipping them with technology, data, and operational tools that turn complex insights into better care for patients.

Our model blends clinical expertise, thoughtful design, and a modern operating platform that supports physicians, patients, and payers alike. We believe innovation and empathy go hand in hand, and by combining cutting-edge AI tools with a relentless focus on human care, we can transform heart health at scale.

Role Overview

We’re hiring our first Recruiter to join the Talent team and partner with the Director of Talent to support hiring across Chamber. You’ll run full-cycle recruiting across every function — technical, operations, finance, clinical, and growth. You’ll maintain candidate pipelines while developing new ones, proactively identifying and reaching out to qualified leads to inspire them to consider a career at Chamber.

This is a generalist recruiter role, and you’ll partner closely with Chamber’s leadership team to attract and acquire top talent. To succeed, you’ll be a versatile, adaptable recruiter who can flex between functions seamlessly. It’s a high-volume, full-cycle role with total ownership across sourcing, screening, and pipeline management — you’ll be directly responsible for growing the team quickly while maintaining an extremely high bar.

This is a builder seat. Our recruiting process and infrastructure are still being put in place, so you’ll need to be comfortable making sound decisions without a complete playbook and take an active role in building and continuously improving how we hire. The ideal candidate has some exposure to using AI in recruiting or brings a genuine curiosity for how we can leverage AI to hire more efficiently without losing quality or what makes Chamber’s candidate experience unique.

Key Responsibilities

Full-Cycle Recruiting

• Own end-to-end recruiting across multiple open roles, including sourcing, screening, interview scheduling, and next-step coordination.

• Partner with hiring managers to define role needs and build an effective hiring plan (profile, sourcing approach, interview process, and evaluation criteria).

• Proactively source and engage candidates through job boards, LinkedIn, referrals, and targeted outreach—bring creative, high-signal pipelines to priority roles.

• Assess candidates, guide them through the process, and present calibrated slates to hiring teams; gather feedback and adjust strategy as needed.

• Serve as a Chamber ambassador—sharing our mission, model, and team story with candidates throughout the funnel.

• Deliver a candidate experience that is organized, transparent, and high touch from first outreach through close.

• Track and report recruiting health metrics (e.g., time-to-fill, stage conversion, offer acceptance) and flag risks early to the Director of Talent.

Building Recruiting Infrastructure

• Own the buildout of scalable recruiting foundations—scorecards, interview loops, sourcing strategies, and clean ATS workflows—in partnership with the Director of Talent.

• Maintain disciplined pipeline management—accurate stages, timely follow-ups, and clear notes to keep searches moving.

• Experiment with AI-enabled recruiting tools and workflows to increase efficiency while protecting quality and candidate experience.

• Stay current on market trends, compensation ranges, and recruiting best practices to keep Chamber competitive.

• Support and strengthen our employer brand through compelling role storytelling, consistent messaging, and candidate-facing content.

• Continuously improve how we attract talent—testing new channels and approaches to reach the right candidates.

Cross-Functional Partnership

• Act as a trusted thought partner to hiring managers—coaching on interview quality, sharing best practices, and raising the bar on hiring decisions.

• Bring market intelligence (talent landscape, compensation benchmarks, and competitive insights) to inform role design and closing strategy.

• Represent Chamber externally—through events, outreach, and social channels—to expand our network and strengthen our employer brand.

What You’ll Achieve in Your First 90 Days

• Ramped fully on open searches and built strong, trusted relationships with hiring managers and the leadership team.

• Built a sourcing engine (inbound + outbound) that consistently generates qualified candidates across priority roles.

• Closed your first hires at Chamber and contributed to measurable improvements in time-to-fill and candidate experience.

• Supported the design of scalable workflows and tooling to support a growing TA function.

Requirements

• 4–6 years of full-cycle recruiting experience, including 2+ years in-house at a startup.

• Demonstrated ability to own the end-to-end hiring process: sourcing, screening, interview coordination, stakeholder management, and offer negotiation through close.

• Strong project management skills and attention to detail; able to juggle multiple searches and keep processes moving in a fast-paced environment.

• Strong sourcing toolkit, including comfort with LinkedIn Recruiter and other channels to identify, engage, and convert talent.

• Ability to recruit across diverse functions and seniority levels, and to partner effectively with multiple hiring managers at once.

• Comfort operating in ambiguity and building process while doing—you can make progress without a perfect playbook.

• Confident, clear communicator who can build rapport internally and externally and represent Chamber’s brand with candidates.

• Curiosity about AI and an interest in using it to work smarter without compromising quality.

• Preferred: healthcare startup experience; bonus if you’ve supported hiring in value-based care.

Chamber Values

Our values guide how we lead, collaborate, and care:

• Low Ego: We stay grounded, curious, and open to feedback.

• Empathy: We build trust through compassion and thoughtful communication.

• Courage: We take action, think critically, and challenge ideas respectfully.

• Ownership: We follow through with integrity and hold ourselves to high standards.

• Grit: We push through ambiguity, move with urgency, and solve problems with horsepower and heart.

Location

Remote, with a preference for candidates based in Nashville.