Senior Technical Recruiter

Role Overview

• Partner with engineering and technical leadership to scope roles, define success criteria, and align on the talent bar before sourcing begins.
• Build and work targeted pipelines for senior technical roles — engineers, researchers, clinical technologists — using outbound sourcing, referrals, and creative channels.
• Design and run structured interview processes that assess competency, not just credentials.
• Coach hiring panels on calibration, bias mitigation, and decision quality.
• Own candidate experience end to end — every touchpoint, every close-out, regardless of outcome.
• Build close plans early; understand what candidates care about and engage those levers before offers go out.
• Track key metrics (cycle time, offer acceptance, quality of hire) and use them to improve the process, not just report on it.
• Manage multiple requisitions simultaneously without letting speed erode quality.
• Automate or eliminate low-value work — scheduling, logistics, debrief coordination — so recruiter time compounds where it matters.

Requirements

• 5+ years of full-cycle recruiting experience, with at least 3 years focused on technical or engineering roles.
• Demonstrated ability to assess technical talent — you understand what strong looks like for software engineers, ML researchers, or equivalent roles and can evaluate candidates beyond the resume.
• Experience building structured interview processes and influencing how hiring decisions get made.
• Track record of closing senior candidates in competitive markets — you've navigated counteroffers and competing opportunities before.
• Comfort with data: you track your own metrics, know what they mean, and act on them.
• Strong written and verbal communication — you can write a crisp intake brief and hold a direct, useful debrief conversation.
• Experience in a fast-moving startup or high-growth environment.

Benefits

• The mission is real. Healthcare access is a genuine crisis. The work you do here connects directly to patients who need care they can't currently get.
• The caliber of the team is high. You'll recruit alongside and for people who set the bar — which means your work will be challenged, supported, and taken seriously.
• Strategic influence, not just execution. Recruiting at Hippocratic AI is a leadership function. You'll shape how the company thinks about talent, not just fill the pipeline someone else designed.
• Equity upside. You'll share in the outcome you help build.