Senior Manager, Engineering Recruiting

OpenLoop Health•Des Moines, IA

About The Position

OpenLoop is seeking a Senior Manager, Engineering Recruiting to lead recruiting for its Engineering organization. Reporting to the Director of Technical Recruiting, this player-coach will partner with Engineering leaders to set hiring priorities, develop a recruiting team, and build processes that support the company’s growth. The role combines team leadership with personal ownership of engineering leadership searches, while developing scalable recruiting operations such as evergreen pipelines, team matching, interviewer readiness, and reporting. The successful candidate brings hands-on technical recruiting expertise, people-management experience, and experience scaling recruiting in a lean environment. They will turn hiring priorities into practical plans, use data to improve recruiting outcomes, and establish trusted partnerships with senior technical leaders.

Requirements

Technical recruiting experience with a strong foundation in Engineering hiring and a track record of personally delivering senior and leadership searches.
Approximately 2+ years of direct people-management experience, including coaching recruiters, setting expectations, and managing performance through formal review cycles.
Demonstrated success building or scaling Engineering recruiting processes while working with a lean team.
Familiarity with recruiting at scale, including evergreen pipelines, team matching, interviewer calibration, and structured assessment.
Ability to partner with senior Engineering leaders, clarify hiring needs, challenge assumptions, and communicate priorities and tradeoffs.
Ability to balance team leadership with hands-on ownership of critical searches.
Skill in using recruiting data to identify bottlenecks, prioritize improvements, and make decisions about resources and process.
Experience improving ATS workflows, reporting, and data quality.
Ability to adapt practices from larger organizations to a growing business with evolving needs and limited resources.
Clear, collaborative communication, including when hiring plans are at risk or priorities need to change.
Proactive and resourceful approach, with comfort building structure in an ambiguous environment.

Nice To Haves

Early-career recruiting or program-building experience.

Responsibilities

Lead, coach, and develop technical recruiting professionals, setting expectations, supporting growth, and managing performance.
Partner with Engineering leadership to turn business priorities into recruiting plans, align search priorities, and determine recruiting capacity.
Personally own engineering leadership hiring from initial conversations through assessment, offer negotiation, and closing.
Build and improve scalable recruiting processes, including evergreen pipelines, team matching, and structured interview approaches.
Establish interviewer pools and partner with hiring teams to improve calibration, interview quality, and candidate assessment.
Own recruiting delivery across the team, using pipeline health, pass-through rates, time to fill, and offer outcomes to identify issues and guide action.
Improve ATS data integrity and reporting, including requisition structures and workflows.
Allocate recruiting resources across critical searches, proactive pipeline development, and changing business needs.
Partner with People and compensation stakeholders to align hiring plans, leveling, and offer strategies with market conditions and internal expectations.
Help develop an early-career recruiting approach, including coordinated interview days and supporting processes.
Set standards for candidate experience, hiring-manager communication, and recruiting execution across the team.
Perform other duties as assigned.