Recruiter

Chamber Cardio•Washington, DC

7d•Remote

About The Position

Cardiovascular disease remains the leading cause of death in America. At Chamber, we’re rebuilding the system for cardiology, creating a world where outcomes, not volume, define success. We partner with independent cardiologists to help them lead population health efforts in their communities, equipping them with technology, data, and operational tools that turn complex insights into better care for patients. Our model blends clinical expertise, thoughtful design, and a modern operating platform that supports physicians, patients, and payers alike. We believe innovation and empathy go hand in hand, and by combining cutting-edge AI tools with a relentless focus on human care, we can transform heart health at scale.

Requirements

4–6 years of full-cycle recruiting experience, including 2+ years in-house at a startup.
Demonstrated ability to own the end-to-end hiring process: sourcing, screening, interview coordination, stakeholder management, and offer negotiation through close.
Strong project management skills and attention to detail; able to juggle multiple searches and keep processes moving in a fast-paced environment.
Strong sourcing toolkit, including comfort with LinkedIn Recruiter and other channels to identify, engage, and convert talent.
Ability to recruit across diverse functions and seniority levels, and to partner effectively with multiple hiring managers at once.
Comfort operating in ambiguity and building process while doing—you can make progress without a perfect playbook.
Confident, clear communicator who can build rapport internally and externally and represent Chamber’s brand with candidates.
Curiosity about AI and an interest in using it to work smarter without compromising quality.

Nice To Haves

Healthcare startup experience
Experience supporting hiring in value-based care

Responsibilities

Own end-to-end recruiting across multiple open roles, including sourcing, screening, interview scheduling, and next-step coordination.
Partner with hiring managers to define role needs and build an effective hiring plan (profile, sourcing approach, interview process, and evaluation criteria).
Proactively source and engage candidates through job boards, LinkedIn, referrals, and targeted outreach—bring creative, high-signal pipelines to priority roles.
Assess candidates, guide them through the process, and present calibrated slates to hiring teams; gather feedback and adjust strategy as needed.
Serve as a Chamber ambassador—sharing our mission, model, and team story with candidates throughout the funnel.
Deliver a candidate experience that is organized, transparent, and high touch from first outreach through close.
Track and report recruiting health metrics (e.g., time-to-fill, stage conversion, offer acceptance) and flag risks early to the Director of Talent.
Own the buildout of scalable recruiting foundations—scorecards, interview loops, sourcing strategies, and clean ATS workflows—in partnership with the Director of Talent.
Maintain disciplined pipeline management—accurate stages, timely follow-ups, and clear notes to keep searches moving.
Experiment with AI-enabled recruiting tools and workflows to increase efficiency while protecting quality and candidate experience.
Stay current on market trends, compensation ranges, and recruiting best practices to keep Chamber competitive.
Support and strengthen our employer brand through compelling role storytelling, consistent messaging, and candidate-facing content.
Continuously improve how we attract talent—testing new channels and approaches to reach the right candidates.
Act as a trusted thought partner to hiring managers—coaching on interview quality, sharing best practices, and raising the bar on hiring decisions.
Bring market intelligence (talent landscape, compensation benchmarks, and competitive insights) to inform role design and closing strategy.
Represent Chamber externally—through events, outreach, and social channels—to expand our network and strengthen our employer brand.