Senior Talent Recruiter

What You’ll Do

• Own full-cycle recruiting for priority roles
• Run intake/kickoff meetings with hiring managers; define success profiles, scorecards, sourcing strategy, and timelines
• Source proactively via LinkedIn, outbound email, communities, referrals, events, and AI-powered tools—especially for niche roles
• Screens candidates, manage interview loops, collect feedback, and keep processes moving fast
• Drive offer process (comp calibration, closing strategy, negotiation support) and ensure a high-close-rate candidate experience
• Build a modern recruiting engine
• Stand up repeatable sourcing playbooks by function (CS, AM, FDE/Integrations, Sales, AI Research)
• AI-enabled sourcing at scale: use modern talent intelligence + sourcing tools to generate high-quality slates quickly (e.g., SeekOut, hireEZ, Findem, Gem) and continuously improve pipeline quality via testing/iteration
• AI-accelerated screening & signal capture: leverage structured scorecards plus AI-assisted workflows (within your ATS and/or interview intelligence tools) to tighten screening, debriefs, and decision-making without sacrificing candidate experience
• AI-assisted outreach & personalization: create high-conviction, persona-specific outreach sequences (role-based messaging, adjacent-company mapping, follow-up automation) while keeping a high-touch tone for senior and niche candidates
• Custom workflows (bonus): build lightweight custom agentic workflows to speed intake docs, sourcing queries/Booleans, outreach drafts, and candidate “short memos” for hiring managers—practical automation that measurably improves throughput
• Track funnel metrics (time-to-fill, pass-through rates, source performance, close rates) and recommend changes
• Be a strategic partner to leadership
• Advise on leveling, role design, and market realities (NYC vs remote, title calibration, compensation bands)
• Help prioritize hiring plans to ensure speed to close
• Coordinate scheduling and candidate comms with a high-touch, white-glove approach—especially for senior hires

What Success Looks Like (First 90 Days)

• You’ve built strong relationships with leadership and the core hiring managers and can run tight intakes independently
• You’ve shipped hires in at least 2–3 priority functions (e.g., AM/CS, ClinOps, FDE/Integrations, Sales)
• You’ve stood up a repeatable sourcing motion and improved our speed and signal quality. Candidates consistently rate their experience highly (fast, clear, respectful, high-conviction)

Ideal Background

• Must-haves: 3–6 years recruiting experience (in-house preferred; strong agency-to-internal candidates considered), proven success recruiting across at least two of: technical roles, GTM roles, CS/AM roles, strong outbound sourcing and closing skills—high comfort with proactive outreach, demonstrated ability to use modern recruiting tooling and automation to increase throughput
• Nice-to-haves: Healthtech / healthcare IT / clinical research tech exposure or other high growth AI enabled healthcare experience, experience recruiting in NYC and/or for in-office cultures, experience recruiting at or for startups looking to scale rapidly / managing multiple searches with varied personas simultaneously

Compensation Range

$110K - $140K