Talent Acquisition & Insights Partner

Recor Medical•Palo Alto, CA

66d•$125,000 - $142,000

About The Position

At Recor Medical, we are pioneering Ultrasound Renal Denervation (uRDN) therapy to treat hypertension, the leading cardiovascular risk factor in the world. With our Paradise™ uRDN System, we’re on a mission to provide the millions of people who suffer from hypertension with a non-drug and minimally invasive option to lower their blood pressure. Join us on our journey and make a meaningful impact on the lives of people around the globe. Position Summary The Talent Acquisition & Insights Partner is a full‑cycle recruiting role responsible for supporting hiring across all client groups at Recor Medical. In addition to managing a high‑volume requisition load, this role partners closely with hiring managers, HR Business Partners, and Compensation to deliver a consistent, data‑informed hiring experience. Given Recor’s size and growth stage, this role also flexes into Talent Acquisition Analyst responsibilities, providing recruiting metrics, pipeline insights, and operational reporting to inform hiring decisions and improve hiring efficiency. This is a highly hands‑on role ideal for a recruiter who thrives in dynamic environments, balances execution with insight, and can operate independently across multiple functions.

Requirements

Bachelor’s degree or equivalent experience
6–9+ years of full‑cycle recruiting experience, preferably in life sciences, medtech, biotech, or regulated industries
Demonstrated ability to manage a high requisition load across multiple job families
Strong experience with: Applicant Tracking Systems (ATS)
LinkedIn Recruiter and other sourcing tools
Recruiting analytics, reporting, and dashboards
Comfort working with Excel and recruiting data to generate insights
Experience partnering closely with HRBPs, Compensation, and hiring leaders
Highly organized with strong attention to detail
Data‑literate recruiter who is comfortable using metrics to guide decisions
Ability to build executive-ready dashboards and presentations
Strong communicator who can influence hiring managers and stakeholders
Ability to prioritize effectively in a fast‑paced, evolving environment
Collaborative, proactive, and service‑oriented mindset
Commitment to equitable, inclusive hiring practices
Strong written and verbal communication skills
Self-starter driven to execute and continually improve
Strong intellectual curiosity with the desire to learn best practices and improve effectiveness
Ability to operate in a dynamic business environment
Ability to effectively coordinate cross-functionally
High degree of discretion, confidentiality, and sound judgment

Responsibilities

Full‑Cycle Recruiting: Manage end‑to‑end recruitment for a diverse portfolio of roles across: Engineering, R&D, clinical, quality, operations, commercial sales and corporate functions
Own approximately 30–35 open requisitions at any given time, adjusting based on business priorities
Partner closely with hiring managers to define role requirements, hiring timelines, and interview strategies
Develop and execute sourcing strategies using LinkedIn Recruiter, referrals, direct outreach, and networking
Manage all stages of the candidate lifecycle within the ATS, ensuring a high‑quality candidate experience
Support offer development in collaboration with Compensation and HRBPs
Hiring Manager & HRBP Partnership: Serve as a trusted recruiting advisor to hiring managers, providing market insight, pipeline updates, and hiring recommendations
Coach interviewers on structured interviewing, candidate assessment, and feedback quality
Partner with HRBPs to align hiring plans with workforce planning, headcount, and business needs
Support confidential and priority searches as needed
Talent Acquisition Analytics & Insights (Cross‑Functional Focus): Create and maintain recruiting dashboards and reports, including: Open and closed requisitions, Time‑to‑fill and time‑in‑stage, Source of hire and pipeline health, Diversity representation within the candidate funnel
Analyze recruiting data to identify trends, risks, and opportunities for improvement
Translate data into clear, actionable insights for hiring managers and HR leadership
Ensure data integrity within the ATS and reporting tools
Support continuous improvement of recruiting processes through data‑driven recommendations
Process Improvement & Employer Brand: Help enhance recruiting processes to improve efficiency, consistency, and candidate experience
Support employer branding initiatives, including job posting optimization and candidate communications
Contribute to a diversity‑focused sourcing strategies and equitable hiring practices
Assist with TA projects related to tools, reporting, initiatives, implementations or process optimization