Senior Technical Recruiter, 6-Month Contract
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have an "About the role" section summarizing the role description. The mission and values maybe not needed; but we could include some about company in About the role? The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. However we can omit boilerplate like mission, values, EEO, scam warning. The mission statement is substantive? It's about company mission, not directly about role. Might be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. Mission is not exactly those, but could be considered generic company description. However we might keep it under About the role? The instruction: "Prefer a few substantive sections over many thin ones." Likely we should include About the role with description of what you'll do (the responsibilities). Actually responsibilities are listed under "What You’ll Do". So we can put that under Responsibilities. Requirements: "What You’ve Done". Qualifications maybe same as requirements? Could combine. Skills: maybe list specific skills like sourcing, AI curiosity, etc. Benefits: none given besides contract rate? Pay: we have contract rate $70-90 per hour, 40 hours per week. Also note about location/level could affect. That's pay info. Schedule: 40 hours per week (full-time). Benefits: not mentioned besides maybe none. So we may not include Benefits section if no specific benefits. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. Pay and Schedule are stated, so include them. Benefits not stated, so omit.
We need to include About the role maybe summarizing the role purpose: Senior Technical Recruiter six-month engagement to scale hiring across Engineering, Product, Data, Security, etc. Could be derived from "What You’ll Do" intro. That's substantive.
We must not repeat job title as heading. So no Senior Technical Recruiter
. Use About the role heading.
We need to use - for any list of duties/requirements/benefits. So for Responsibilities we should list each duty as
- . For Requirements/Qualifications/Skills we list each as
- . For Pay maybe just a
. Schedule maybe
.
We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all bullet points from What You’ll Do, What You’ve Done, What Leads To Success maybe as skills? Also OUR VALUES maybe not needed. Also contract rate details.
We need to decide which sections to use: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content for:
- About the role: brief description of role purpose (six-month engagement, scaling hiring across technical teams, partner with leaders, etc.)
- Responsibilities: list from "What You’ll Do": bullet points.
- Requirements: maybe from "What You’ve Done": bullet points.
- Qualifications: maybe overlapping with requirements; but we could treat "What You’ve Done" as Requirements, and "What Leads To Success" as Qualifications or Skills. However we need to avoid duplication. Could combine Requirements and Qualifications into one? But instruction says use headings only when posting has real specific content for it. We have content for both requirements (experience) and qualifications (success factors). Could treat "What You’ve Done" as Requirements, and "What Leads To Success" as Qualifications. Skills: maybe list specific skills like sourcing, AI curiosity, candidate management, data analysis, etc. Could extract from both.
But we must not invent or summarize away detail; we need to preserve all substantive info. If we split into multiple sections, we need to ensure we don't lose any info. Let's extract all bullet points.
From "What You’ll Do":
- Own technical searches end-to-end, from intake and sourcing through interviews, offers, and close.
- Understand that AI is changing the craft of recruiting and actively experiment with new tools and workflows.
- Be willing to build, fail, learn, and repeat until we get it right.
- Partner closely with Engineering, Product, Data, Security, and other technical leaders to develop recruiting strategies and solve difficult hiring problems.
- Independently manage a meaningful portfolio of technical searches, including specialized and senior-level roles.
- Build and engage strong candidate pipelines through proactive sourcing, referrals, networking, creative outreach, and AI-enabled tools.
- Advise hiring managers on talent markets, candidate profiles, interview strategy, and funnel performance.
- Help hiring managers build effective, competency-based interview processes and identify where AI can appropriately improve the process without replacing human judgment.
- Use recruiting data and funnel insights to identify bottlenecks, adjust strategies, and improve results.
- Deliver a thoughtful, high-touch candidate experience and effectively close candidates in competitive markets.
- Identify and test opportunities to make technical recruiting at Thyme Care more scalable, efficient, and effective.
From "What You’ve Done":
- 5+ years of technical recruiting experience, ideally in a high-growth startup or scale-up.
- Proven success recruiting across Software Engineering, Product, Data, Security, or other technical functions.
- Strong track record independently owning complex and hard-to-fill technical searches.
- Advanced sourcing skills with demonstrated success identifying and engaging passive technical talent.
- Experience partnering directly with technical leaders and confidently advising or pushing back when appropriate.
- Demonstrated curiosity around AI and emerging technologies, with a willingness to experiment with how they can improve recruiting.
- Strong candidate management, offer negotiation, and closing skills.
- Comfortable managing a significant req load and changing priorities with minimal oversight.
- Experience using recruiting data and funnel metrics to diagnose problems and improve results.
- Healthcare experience is not required. We care more about your ability to ramp quickly, learn the business, and deliver.
From "What Leads To Success":
- Members-first. Thyme Care’s mission and members matter to you, deeply.
- Technical recruiting expertise. You know how to find and engage great technical talent and can quickly develop credibility in new technical domains.
- AI curiosity. You believe AI will fundamentally change recruiting and want to help figure out how. You experiment, learn quickly, and aren’t afraid to try something that may not work the first time.
- Ownership. You can come in, get context quickly, and run. You identify problems early and take responsibility for getting searches across the finish line.
- Strong partnership. You build credibility with hiring managers and candidates through responsiveness, judgment, and clear communication. You’re comfortable pushing back when there’s a better approach.
- Agility and adaptability. You’re comfortable in a fast-moving environment where hiring needs, technology, and priorities can change quickly.
- Candidate-focused. You recognize that recruiting is a relationship business. Technology should make us better at building relationships, not replace them.
- Team mindset. Even in a six-month engagement, you operate as part of the team, share what you learn, and help improve how we recruit beyond your individual searches.
Also OUR VALUES: Act with our members in mind, Move with purpose, Seek diverse perspectives. Might be considered boilerplate? Could be included under About the role? But it's values; maybe we can include under About the role as part of company culture. However instruction says remove EEO/equal-opportunity/scam-warning boilerplate. Values not exactly those, but could be considered generic. Might be okay to keep? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep values if they are substantive. However they are not directly about the role but about company. Could be placed under About the role? Might be okay.
But we need to avoid too many thin sections. Perhaps we can combine About the role with mission and values? But we need to follow headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include About the role with a paragraph summarizing role and maybe include mission/values as part of that.
Now we need to decide what goes into Requirements vs Qualifications vs Skills.
Requirements: likely the "What You’ve Done" bullet points (experience, skills). Qualifications: maybe the "What Leads To Success" bullet points (attributes). Skills: maybe specific competencies like sourcing, AI experimentation, data analysis, candidate management, etc. But we risk duplication.
Better approach: Use Requirements for the "What You’ve Done" (experience). Use Skills for the specific skill sets mentioned (sourcing, AI curiosity, candidate management, data/funnel metrics, partnering with leaders, etc.). Use Qualifications maybe for the "What Leads To Success" (behavioral traits). However there is overlap.
But we must not create thin sections; we could combine Requirements and Qualifications into one section called Requirements? But headings list includes both; we can omit Qualifications if not enough distinct content. However we have distinct content for success factors; could be considered Qualifications. Let's keep both.
Now Benefits: none specific, so omit.
Pay: contract rate $70-90 per hour, 40 hours per week. Also note about location/level could affect. We'll include that as a
.
Schedule: 40 hours per week (full-time). Could be included in Pay section? But we need separate Schedule heading if stated. It's stated: "The contract rate for this role is $70-90 per hour, 40 hours per week." So schedule is 40 hours per week. We'll include Schedule section with that.
Now we need to ensure we don't repeat info. Pay section will mention rate; Schedule section will mention hours.
Now we need to output only HTML fragment, no /, no markdown.
We'll structure:
About the role
...
Responsibilities
- ...
...
Requirements
- ...
...
Qualifications
- ...
...
Skills
- ...
...
Pay
The contract rate is $70–90 per hour (may vary based on location or level).
Schedule
40 hours per week (full‑time).
We need to ensure we preserve all substantive info. Let's extract each bullet and ensure we include them somewhere.
Responsibilities bullets (list them exactly as in posting, maybe slight tweaks for clarity but preserve meaning). We'll copy them.
Requirements bullets from "What You’ve Done". We'll list them.
Qualifications bullets from "What Leads To Success". We'll list them.
Skills bullets: we need to decide what to put here. Could extract specific skill mentions: sourcing, AI experimentation, candidate management, offer negotiation, data/funnel metrics, partnering with technical leaders, building pipelines, advising hiring managers, etc. But many of these are already in Responsibilities or Requirements. To avoid duplication, maybe we can omit Skills section if no distinct skill content beyond those already covered. However the instruction says we can include Skills section only if posting has real specific content for it. The posting does mention skills like "Advanced sourcing skills", "Strong candidate management, offer negotiation, and closing skills", "Experience using recruiting data and funnel metrics", "Demonstrated curiosity around AI and emerging technologies". Those are skills. We could put them under Skills. But
. Schedule maybe
. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all bullet points from What You’ll Do, What You’ve Done, What Leads To Success maybe as skills? Also OUR VALUES maybe not needed. Also contract rate details. We need to decide which sections to use: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have content for: - About the role: brief description of role purpose (six-month engagement, scaling hiring across technical teams, partner with leaders, etc.) - Responsibilities: list from "What You’ll Do": bullet points. - Requirements: maybe from "What You’ve Done": bullet points. - Qualifications: maybe overlapping with requirements; but we could treat "What You’ve Done" as Requirements, and "What Leads To Success" as Qualifications or Skills. However we need to avoid duplication. Could combine Requirements and Qualifications into one? But instruction says use headings only when posting has real specific content for it. We have content for both requirements (experience) and qualifications (success factors). Could treat "What You’ve Done" as Requirements, and "What Leads To Success" as Qualifications. Skills: maybe list specific skills like sourcing, AI curiosity, candidate management, data analysis, etc. Could extract from both. But we must not invent or summarize away detail; we need to preserve all substantive info. If we split into multiple sections, we need to ensure we don't lose any info. Let's extract all bullet points. From "What You’ll Do": - Own technical searches end-to-end, from intake and sourcing through interviews, offers, and close. - Understand that AI is changing the craft of recruiting and actively experiment with new tools and workflows. - Be willing to build, fail, learn, and repeat until we get it right. - Partner closely with Engineering, Product, Data, Security, and other technical leaders to develop recruiting strategies and solve difficult hiring problems. - Independently manage a meaningful portfolio of technical searches, including specialized and senior-level roles. - Build and engage strong candidate pipelines through proactive sourcing, referrals, networking, creative outreach, and AI-enabled tools. - Advise hiring managers on talent markets, candidate profiles, interview strategy, and funnel performance. - Help hiring managers build effective, competency-based interview processes and identify where AI can appropriately improve the process without replacing human judgment. - Use recruiting data and funnel insights to identify bottlenecks, adjust strategies, and improve results. - Deliver a thoughtful, high-touch candidate experience and effectively close candidates in competitive markets. - Identify and test opportunities to make technical recruiting at Thyme Care more scalable, efficient, and effective. From "What You’ve Done": - 5+ years of technical recruiting experience, ideally in a high-growth startup or scale-up. - Proven success recruiting across Software Engineering, Product, Data, Security, or other technical functions. - Strong track record independently owning complex and hard-to-fill technical searches. - Advanced sourcing skills with demonstrated success identifying and engaging passive technical talent. - Experience partnering directly with technical leaders and confidently advising or pushing back when appropriate. - Demonstrated curiosity around AI and emerging technologies, with a willingness to experiment with how they can improve recruiting. - Strong candidate management, offer negotiation, and closing skills. - Comfortable managing a significant req load and changing priorities with minimal oversight. - Experience using recruiting data and funnel metrics to diagnose problems and improve results. - Healthcare experience is not required. We care more about your ability to ramp quickly, learn the business, and deliver. From "What Leads To Success": - Members-first. Thyme Care’s mission and members matter to you, deeply. - Technical recruiting expertise. You know how to find and engage great technical talent and can quickly develop credibility in new technical domains. - AI curiosity. You believe AI will fundamentally change recruiting and want to help figure out how. You experiment, learn quickly, and aren’t afraid to try something that may not work the first time. - Ownership. You can come in, get context quickly, and run. You identify problems early and take responsibility for getting searches across the finish line. - Strong partnership. You build credibility with hiring managers and candidates through responsiveness, judgment, and clear communication. You’re comfortable pushing back when there’s a better approach. - Agility and adaptability. You’re comfortable in a fast-moving environment where hiring needs, technology, and priorities can change quickly. - Candidate-focused. You recognize that recruiting is a relationship business. Technology should make us better at building relationships, not replace them. - Team mindset. Even in a six-month engagement, you operate as part of the team, share what you learn, and help improve how we recruit beyond your individual searches. Also OUR VALUES: Act with our members in mind, Move with purpose, Seek diverse perspectives. Might be considered boilerplate? Could be included under About the role? But it's values; maybe we can include under About the role as part of company culture. However instruction says remove EEO/equal-opportunity/scam-warning boilerplate. Values not exactly those, but could be considered generic. Might be okay to keep? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep values if they are substantive. However they are not directly about the role but about company. Could be placed under About the role? Might be okay. But we need to avoid too many thin sections. Perhaps we can combine About the role with mission and values? But we need to follow headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include About the role with a paragraph summarizing role and maybe include mission/values as part of that. Now we need to decide what goes into Requirements vs Qualifications vs Skills. Requirements: likely the "What You’ve Done" bullet points (experience, skills). Qualifications: maybe the "What Leads To Success" bullet points (attributes). Skills: maybe specific competencies like sourcing, AI experimentation, data analysis, candidate management, etc. But we risk duplication. Better approach: Use Requirements for the "What You’ve Done" (experience). Use Skills for the specific skill sets mentioned (sourcing, AI curiosity, candidate management, data/funnel metrics, partnering with leaders, etc.). Use Qualifications maybe for the "What Leads To Success" (behavioral traits). However there is overlap. But we must not create thin sections; we could combine Requirements and Qualifications into one section called Requirements? But headings list includes both; we can omit Qualifications if not enough distinct content. However we have distinct content for success factors; could be considered Qualifications. Let's keep both. Now Benefits: none specific, so omit. Pay: contract rate $70-90 per hour, 40 hours per week. Also note about location/level could affect. We'll include that as a
. Schedule: 40 hours per week (full-time). Could be included in Pay section? But we need separate Schedule heading if stated. It's stated: "The contract rate for this role is $70-90 per hour, 40 hours per week." So schedule is 40 hours per week. We'll include Schedule section with that. Now we need to ensure we don't repeat info. Pay section will mention rate; Schedule section will mention hours. Now we need to output only HTML fragment, no /, no markdown. We'll structure:
About the role
...
Responsibilities
- ... ...
Requirements
- ... ...
Qualifications
- ... ...
Skills
- ... ...
Pay
The contract rate is $70–90 per hour (may vary based on location or level).
Schedule
40 hours per week (full‑time).
We need to ensure we preserve all substantive info. Let's extract each bullet and ensure we include them somewhere. Responsibilities bullets (list them exactly as in posting, maybe slight tweaks for clarity but preserve meaning). We'll copy them. Requirements bullets from "What You’ve Done". We'll list them. Qualifications bullets from "What Leads To Success". We'll list them. Skills bullets: we need to decide what to put here. Could extract specific skill mentions: sourcing, AI experimentation, candidate management, offer negotiation, data/funnel metrics, partnering with technical leaders, building pipelines, advising hiring managers, etc. But many of these are already in Responsibilities or Requirements. To avoid duplication, maybe we can omit Skills section if no distinct skill content beyond those already covered. However the instruction says we can include Skills section only if posting has real specific content for it. The posting does mention skills like "Advanced sourcing skills", "Strong candidate management, offer negotiation, and closing skills", "Experience using recruiting data and funnel metrics", "Demonstrated curiosity around AI and emerging technologies". Those are skills. We could put them under Skills. But