Technical Recruiter

About the role

This is a super critical and exciting time for the company. We've 4x'd our team to 60 people and eight figures in revenue, and we're doubling every couple of months. We're compounding on massive product initiatives while thoughtfully building the culture and people behind LatchBio.

Responsibilities

• Sourcing and closing the people who make rapid scaling possible across assay platforms including spatial transcriptomics, scRNA-seq, proteomics, genomics, biosurveillance, omics, and emerging fields.
• Working closely with Saul, our Technical Recruiter, day to day, and directly with our founders, COO Jordan, Chief of Staff Daniel, and 4-6 hiring managers at a time.
• Runs 40+ intro calls a week and scales 30+ hires a quarter without losing the culture that makes this team work.

Requirements

• Opinionated. You have real points of view on candidates and process, and you defend them.
• Comfortable with shifting priorities. Goals move fast here; you move with them.
• Relentless about quality. "Good enough" isn't in your vocabulary.
• Culture advocate. You actively protect and reinforce what makes Latch's team work.
• Growth-minded. You're always looking for the sharper version of how you operate.
• Obsessed with the mission of building the best team and company in the world.
• Personable and a genuine front-face for Latch. Often a candidate's first real impression.
• Curious to the point of digging. You ask why, and keep asking, until you understand a candidate's reasoning — not just their resume. That curiosity extends to the science itself, not just the pipeline.
• Strong on the fundamentals. Detail-oriented, an active listener, high emotional intelligence, and disciplined with your time across a high-volume pipeline.

Qualifications

• First-principles based, sharp judgment on signal over pedigree, biased toward speed, obsessed with closing over just booking calls (we have a 95% closing rate).
• Protective of candidate experience even in rejection.

Skills

• Full-cycle recruiting: outreach, screening (technical and cultural), scheduling, hiring manager feedback loops, negotiation, and close.
• Clean, trustworthy ATS: accurate pipeline stages and records, always.
• Rejections: handled with the same care and respect as offers.
• Hiring manager alignment: work with founders, ops, and 4-6 hiring managers at a time to define hiring goals and archetypes.
• New hire check-ins: periodic touch-points to help new hires integrate and keep culture consistent as we scale.
• Process & ops support: optimize and automate recruiting to keep scaling 30+ hires a quarter without breaking quality.
• Broaden into broader ops/strategy work (office moves, cross-team needs, general ops) when there's bandwidth.
• Build the best recruiting function in the industry: not just filling roles — building the reputation and machine behind every hire.

Benefits

• Compensation & logistics: Base Salary $140K–$180K + Relocation Bonus (if applicable)
• Health plan: 100% premium-covered Blue Shield Platinum health plan
• Equity: FSA Plan - 401k Contributions
• Flexible hours: strictly in-person, Monday-Friday, at our Mission Bay, SF office
• Free meals: everyday - Lunch and Dinner
• Waterfront office: near Oracle Park
• Work closely with Nix — our office dog

Pay

$140K–$180K base salary

Schedule

Strictly in-person, Monday-Friday, at our Mission Bay, SF office