Senior Technical Recruiter - Software Engineering

NexHealth

9h•$110,000 - $185,000

About The Position

We’re hiring a Full Life Cycle Technical Recruiter to help scale NexHealth’s Engineering organization. In this role, you will own recruiting from intake through offer and close, partnering closely with Engineering leaders to deliver high-quality prospects across a range of software engineering roles. While this role will place significant emphasis on Senior (L5) and Staff (L6) Software Engineering hires, you’ll also support broader engineering hiring needs as the business evolves. You’ll operate as a trusted talent advisor—shaping hiring strategy, influencing decisions, and ensuring we consistently attract and close strong technical talent. This is a senior individual contributor role with high ownership, autonomy, and visibility.

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.

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.