Sr. Recruiter & Talent Acquisition Specialist

Scene Health

19d•$75,000 - $100,000•Remote

About The Position

Scene Health is hiring a full-time Recruiter & Talent Acquisition Specialist to own hiring end to end, from workforce planning to signed offer. The role finds, attracts, and hires talent across all departments while shaping the company's long-term talent acquisition approach. It combines day-to-day full-cycle recruiting with employer branding, pipeline building, and hiring process improvement. The recruiter partners closely with hiring managers, leadership, and operational leaders to understand staffing requirements, monitor turnover and performance trends, anticipate hiring needs, and help ensure capacity supports service delivery and growth. The role uses recruiting and workforce data to establish metrics and independently recommend actions to leadership. The position manages 15–25 open requisitions at a time, from intake through accepted offer, and includes sourcing, screening, interview coordination, offer negotiation, workforce forecasting, pipeline and employer-brand development, outreach programs, vendor relationships, ATS administration, metrics reporting, manager training, compliance, and onboarding handoffs. Success is measured against first-year targets including average time to fill under 45 days, offer acceptance of at least 85%, hiring manager and candidate experience scores of at least 4.5/5, 90-day retention of at least 90%, and 40% or more of hires from referrals and direct sourcing. Other success measures include a monthly rolling 90-day hiring forecast, identifying staffing gaps before service levels are affected, and maintaining qualified candidates for recurring, high-turnover roles. The role is fully remote. Candidates must be eligible to work in the United States; visa sponsorship is not available. Scene Health describes itself as an equal-opportunity workplace committed to building an inclusive and diverse team.

Requirements

3+ years of full-cycle recruiting experience, in-house or agency.
Bachelor's degree in human resources, business, or a related field, or equivalent experience.
Proven sourcing skill, including Boolean search and LinkedIn Recruiter.
Hands-on experience with the Rippling ATS.
Strong written and verbal communication skills and comfort influencing senior leaders.
Ability to manage many open roles at once without dropping details.
Working knowledge of U.S. employment law and EEO hiring practices.
Sound judgment and discretion with confidential information.
Bilingual Spanish ability is required.
Must be eligible to work in the United States; visa sponsorship is not available.

Nice To Haves

Experience hiring in healthcare and technology industries.
Experience with both high-volume and executive or specialized searches.
Certification such as SHRM-CP, PHR, AIRS, or LinkedIn Certified Professional Recruiter.
Track record building employer branding or campus recruiting programs.
Comfort using recruiting analytics and AI sourcing tools.

Responsibilities

Manage 15–25 open requisitions at a time from intake meeting to accepted offer.
Write and post job descriptions across job boards, social media, and the careers page.
Source passive candidates through LinkedIn Recruiter, Boolean search, referrals, and networking.
Screen résumés and conduct phone screens to assess skills, motivation, and culture-add.
Coordinate interviews and keep candidates informed throughout the process.
Extend offers, negotiate compensation within approved bands, and close candidates.
Partner with leadership on workforce planning and hiring forecasts.
Own rolling hiring forecasts based on turnover, growth, capacity, and staffing requirements.
Build talent pipelines for recurring and hard-to-fill roles.
Strengthen the employer brand through content, events, and candidate experience.
Run campus, career fair, and community outreach programs.
Manage relationships with external agencies and job board vendors.
Keep the applicant tracking system accurate and current.
Track and report hiring metrics, including time to fill, source of hire, and pipeline conversion.
Train hiring managers on structured, fair interviewing.
Advance diversity, equity, and inclusion in sourcing and selection.
Ensure compliance with EEO, OFCCP (if applicable), and state hiring laws.
Hand off new hires smoothly to onboarding.
Monitor quality of hire and other metrics identified as critical to the company.
Identify and escalate projected staffing gaps before service levels are affected.
Maintain qualified candidates for recurring, high-turnover roles.