- Pengalaman
- 3–6 tahun
- Gaji
- USD 110,000 – USD 140,000 / year
- Lowongan
- 1
- Diposting
- 4 jam yang lalu
- Mode kerja
- Bekerja dari rumah
- Kelayakan
- Experienced recruiters with 3 to 6 years in the field who can hire across technical, GTM, and customer-facing functions are suitable for this role. Both in-house recruiters and strong agency professionals moving into internal recruiting can apply. Additional advantage is given to candidates with ex…
- Melanjutkan
- Wajib mendaftar
Deskripsi pekerjaan
Role Overview
This position is for a senior recruiter who can help the business scale hiring across several important functions, including Customer Success and Account Management, forward-deployed engineering and integrations, go-to-market roles spanning provider and pharma, AI research, and other core teams. The role is built for someone who works with speed, follows a disciplined process, and is comfortable using modern recruiting technology and automation to identify, prioritize, and engage strong candidates. Leadership, employee, and investor networks should be used as helpful accelerators, not as the primary sourcing engine.
Core Responsibilities
- Take ownership of end-to-end hiring for priority positions, from intake through offer close.
- Lead kickoff discussions with hiring managers to define role success criteria, scorecards, sourcing strategy, and hiring timelines.
- Find candidates proactively through LinkedIn, direct email outreach, communities, referrals, events, and AI-enabled sourcing tools, especially for specialized profiles such as clinical implementation, healthcare IT integration, clinical workflow account management, and AI research.
- Evaluate candidates, coordinate interview stages, gather feedback, and keep hiring moving quickly.
- Manage the offer stage, including compensation alignment, negotiation support, and closing strategy, while maintaining a strong candidate experience.
- Develop repeatable sourcing playbooks tailored to different functions such as Customer Success, Account Management, FDE/Integrations, Sales, and AI Research.
- Use modern talent intelligence and sourcing platforms to build high-quality candidate slates efficiently and refine pipeline quality through experimentation and iteration.
- Apply structured scorecards and AI-assisted workflows within ATS or interview intelligence tools to improve screening, debriefs, and decision-making without harming the candidate experience.
- Create targeted outreach sequences with personalized messaging, adjacent-company mapping, and automated follow-ups while preserving a thoughtful, high-touch tone for senior and niche candidates.
- Build lightweight automation or agentic workflows to speed up intake documents, sourcing queries, outreach drafts, and candidate summaries for hiring managers.
- Monitor funnel data such as time-to-fill, pass-through rates, source performance, and close rates, then recommend process improvements.
- Partner with leadership on role design, level setting, market calibration, and compensation guidance, including considerations for NYC versus remote hiring.
- Help prioritize the hiring roadmap so openings are filled efficiently.
- Coordinate scheduling and candidate communication with a polished, white-glove approach, especially for senior-level searches.
Success in the First 90 Days
- You have established strong working relationships with leadership and key hiring managers and can independently run effective intake meetings.
- You have successfully delivered hires in at least two to three priority areas, such as Account Management/Customer Success, clinical operations, FDE/Integrations, or Sales.
- You have launched a repeatable sourcing motion and improved both hiring speed and candidate signal quality.
- Candidates consistently describe the experience as fast, clear, respectful, and confident.
Required Background
- 3 to 6 years of recruiting experience, with in-house experience preferred; strong agency-to-internal candidates are also welcome.
- Success recruiting across at least two of the following areas: technical roles, go-to-market roles, or Customer Success/Account Management roles.
- Strong outbound sourcing and closing ability, with comfort using proactive outreach.
- Excellent process discipline, including organized tracking, clear communication, structured scorecards, and fast iteration.
- Proven ability to use modern recruiting tools and automation to improve hiring throughput.
Preferred Experience
- Exposure to healthtech, healthcare IT, clinical research technology, or other fast-growing AI-enabled healthcare environments.
- Experience hiring in New York City and/or within in-office cultures.
- Background supporting startups that are scaling quickly and handling multiple searches with different candidate profiles at the same time.
Compensation
The compensation range for this role is $110,000 to $140,000 per year.