Senior Technical Recruiter
Job description
About the role
Healthcare operations rely on complex manual work to bridge gaps that technology cannot yet fill, and they depend on people to keep critical internal processes running.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
The conversion of raw candidate interest into qualified pipelines happens through structured sourcing strategies designed to build diverse talent pools. Engineering, Product, and Design workflows are organized into full recruitment cycles that move from requirements to signed offers. Hiring partners translate role requirements into clear job descriptions so expectations reach the right candidates at the right time. Candidate screenings assess technical capability while interview coordination synchronizes availability across multiple time zones. Transparent communication maintains a positive candidate experience from first contact to final decision. Recruiting metrics capture hiring outcomes so the team can refine sourcing and selection methods continuously. End-to-end workflows connect talent acquisition to deployment, ensuring that mission-critical roles are staffed efficiently.
Requirements
The posting states a bachelor's degree requirement. A minimum of 5+ years of experience recruiting for high-growth technology companies, preferably B2B SaaS, is required. Proven success placing technical professionals across Engineering, Product, and Design functions demonstrates readiness for the role. Full-cycle recruiting skills must include negotiating offers and articulating equity value to candidates clearly. Effective collaboration with hiring managers and stakeholders is necessary across distributed teams and shifting priorities. A strong commitment to fostering a positive and engaging candidate experience guides daily decisions and interactions. Familiarity with ATS platforms, ideally Ashby, supports efficient and consistent workflows. The ability to manage multiple projects and tasks ensures reliable delivery even under tight deadlines. Thriving in fast-paced environments across various time zones is essential for consistent performance. Creating a dynamic and inclusive workplace practices is part of the standard approach to team building. Prior experience with healthcare hiring is a significant advantage that can strengthen your contribution.
Practical notes
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
About the company
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.
About the company
Healthcare operations have always depended on people to bridge the gaps that technology couldn't. It relies on complex manual work to carry out critical internal processes, yet most health systems don't have enough resources to properly automate these tasks, leaving them stuck in outdated, labor-intensive SOPs.