Senior Technical Recruiter - Software Engineering

NexHealth is a company focused on transforming healthcare by connecting patients, providers, and developers. They are seeking a Senior Technical Recruiter to lead full life cycle recruiting for software engineering roles, emphasizing senior and staff level hires while enhancing the overall candidate experience.

Responsibilities:

• Partner closely with Engineering leaders to define role scope, leveling, and success profiles across software engineering roles
• Serve as a trusted advisor on hiring strategy, market dynamics, candidate tradeoffs, and compensation considerations
• Lead structured intake conversations to align on expectations, bar, and interview approach
• Own full-cycle recruiting from intake through offer acceptance and close
• Manage a diverse requisition load with a strong focus on Senior (L5) and Staff (L6) engineers, while supporting additional engineering roles as needed
• Drive proactive sourcing using LinkedIn Recruiter, GEM, referrals, technical networks, and targeted outreach
• Conduct recruiter screens, manage interview process, facilitate debriefs, and guide hiring teams toward clear decisions
• Lead offer strategy and negotiations, partnering with hiring managers and People Ops to close candidates effectively
• Build and maintain strong, forward-looking pipelines for critical engineering roles
• Deliver a high-quality, consistent candidate experience marked by clarity, responsiveness, and thoughtful engagement
• Maintain accurate pipeline tracking and documentation in Greenhouse (ATS)
• Track and analyze recruiting metrics including pipeline health, time-to-fill, funnel conversion, and offer acceptance
• Identify bottlenecks and recommend improvements to the hiring process, sourcing strategy, and interview efficiency
• Partner with Talent Ops and People Ops to improve tools, workflows, and recruiting standards

Requirements:

• 7+ years of full life cycle technical recruiting experience in high-growth tech or startup environments
• Strong experience hiring software engineers, with demonstrated success recruiting senior-level talent (L5/L6 or equivalent) and have a deep understanding of technical roles, leveling, and tradeoffs
• Proven ability to partner with, influence, and challenge Engineering hiring managers constructively by bringing perspective
• Advanced sourcing skills and experience closing passive technical candidates
• Strong business judgment and comfort balancing quality, speed, and market realities
• Excellent communication, organizational skills, and operational rigor. You know how to run a tight process without sacrificing candidate experience
• Experience using Greenhouse or a comparable ATS
• High ownership mentality with a bias for action and follow-through taking roles from intake to close
• High growth mindset, you iterate based on data, feedback, and outcomes