Senior Recruiter

Brellium is a company dedicated to improving the standard of care in the U.S. healthcare system through AI-powered technology. The Senior Recruiter will be responsible for end-to-end hiring across the organization, acting as a strategic partner to leaders and enhancing the company's recruitment processes and employer branding.

Responsibilities:

• Design and implement end-to-end recruiting processes across multiple departments (engineering, product, GTM, customer success, G&A), creating repeatable standards that maintain hiring bar even as volume scales
• Take our current MVP set up of Ashby ATS to a clean, leveraged system by configuring pipelines, training new users, and establishing data standards that enable you and hiring managers to diagnose bottlenecks and source effectiveness
• Act as a strategic thought partner to hiring managers at all levels of experience, asking the right diagnostic questions to help them clarify what they actually need to hire for and challenging assumptions when the bar or role scope doesn't make sense
• Modulate your communication style fluidly depending on your audience: speaking to engineers about technical hiring strategies, to GTM leaders about sourcing in niche markets, to founders about talent strategy, ensuring each stakeholder feels heard and supported in their language
• Understand what motivates different candidates and tailor your pitch accordingly, whether emphasizing technical challenge for an engineering hire, growth opportunity for a product manager, or culture fit for a customer success leader
• Run a full recruiting desk independently across multiple departments and candidate types, managing sourcing, screening, interview coordination, and closing without relying on others
• Prioritize candidate experience, ensuring every touchpoint reflects Brellium's values and leaves candidates with a positive impression of the company regardless of outcome yo build our employer brand and referral pipelines
• Move with urgency and bias to close, keeping hiring processes on track, unblocking bottlenecks when hiring managers slow down, and ensuring candidates don't stall in our funnel due to poor communication or logistics
• Use data from your ATS and recruiting funnel to diagnose where we’re winning and where we’re losing candidates, then invest your effort accordingly
• Establish clean data practices so that your funnel metrics are trustworthy: we want to know source quality, conversion rates by stage, time-to-close, and which hiring managers or departments need coaching based on their hiring velocity and quality
• Translate recruiting data into business insights you can share with leadership, identifying trends like which candidate pools are drying up, where you might be pricing yourself out, or which roles need repositioning based on conversion and source data