Remote Recruiter - Senior Care - Full Time

Seven Starling is revolutionizing women's behavioral health through our clinically-validated virtual care platform. As a venture-backed, rapidly scaling startup at the forefront of maternal healthcare innovation, we've developed a groundbreaking clinical model that combines specialized therapy, peer support, and medication management to effectively treat perinatal mood disorders. We've established strategic partnerships with leading health plans including UnitedHealthcare, Cigna, Blue Cross Blue Shield, and Aetna, plus a growing network of OBGYN clinics nationwide, positioning us for accelerated growth in the $50B+ women's behavioral health market.

We’re hiring our first Senior Corporate Recruiter to build the recruiting playbook and hiring philosophy for some of our fastest growing teams, Sales & Partnerships and Operations. You’ll own full-cycle recruiting and pipeline generation, reporting to our Director of People Operations.

You’re the first person candidates talk to at Seven Starling, and the people you hire go on to be the first voice our OBGYN partners and patients hear. You’ll partner with amazing hiring managers to build a process that is curated, sustainable, and ready to scale as we do. Learn the roles and needs of our hiring managers. Work with them to build a structured hiring profile and sourcing strategy for each repeat role to refine the search and pipeline building. Take over all open Sales and Operations pipelines in Lever.

Make your first few hires and use that success to further align on ideal candidate profiles. Run recruiting for all assigned job requisitions on your own. Have a clear opinion on what is working well and what needs to be refined in the hiring process, from outreach communications to interview setup to final offer.

Share pipeline data with the Director of People Operations and hiring managers. Use what you have learned to draft a repeatable, best-in-practice playbook for repeat roles.

Own the corporate recruiting strategy. Decide where and how we find talent for each Sales and Operations role: which companies, titles, and markets to go after and which hiring channels should be kept. Hit our hiring targets. Set a pipeline plan for each role, track it weekly, and flag early when we are off pace. We expect you to reach your hiring targets and know how you got there.

Own the hiring journey and experience. Primary focus on Sales and Operations hiring from intake through signed offers with a warm handoff for onboarding.

Track pipeline conversion, time to fill, and offer acceptance. Share what you see with the Director of People Operations and use it to improve each hiring stage.

Build a network of future hires, and show up in the communities where great people already are. Let referrals, events, and past conversations feed your pipeline.

Run screener meetings to agree on the candidate profile, timeline, and pipeline health, and keep hiring managers updated along the way.

Turn what works into repeatable processes with the Director of People Operations. 5+ years of full-cycle recruiting for primarily sales and metrics-driven positions, ideally high-volume, with a record of consistently hitting hiring targets. A strong talent sourcer, comfortable with cold outreach. You can show how you have found candidates who weren’t actively looking and how you have built a candidate pipeline from nothing. Experience hiring sales or operations role (field sales, inside sales, or healthcare is a plus).

Candidates and hiring managers should feel like you’re on their side, and you’re honest with them about the position.

Comfortable with targets and accountability, and proficient with ATS systems and recruiting tools.

Experience at a venture-backed startup

Full-time; remote

Meaningful equity package with significant upside potential

Competitive parental leave policy

One-time stipend to enhance your work from home experience

Medical, dental, and vision insurance

Virtual team events

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