Technical Recruiter

Pivotal Health•Los Angeles, CA

14h

About The Position

We’re looking for a Technical Recruiter who knows how to build in ambiguity and move fast without lowering the bar. This is not a “post and pray” role. You’ll own technical hiring end to end; from shaping the role with hiring managers to closing candidates who have options. Some searches will be highly specialized. Others will require pace and volume. You’ll need to know when to slow down and when to push. You’ll operate as both a strategic partner and a hands-on builder, someone who can influence hiring decisions, bring real market insight to the table, and continuously improve how we hire as we scale. If you’ve worked in agency recruiting, you’ll feel right at home here. We value urgency, accountability, and the ability to read a market. This is a high-impact role with real ownership over how we build our technical teams.

Requirements

5+ years of recruiting experience, including meaningful time in an agency environment
Experience hiring technical roles across different functions and seniority levels
Comfortable operating in startup or high-growth environments
Strong sourcing instincts; you know how to build a pipeline from scratch
Confident influencing hiring managers and pushing back when needed
Data-informed but not data-paralyzed
Highly organized and able to manage multiple searches simultaneously
Resilient, accountable, and energized by building

Nice To Haves

Experience recruiting in early-stage or scaling startup environments (Seed through Series C)
Experience building or improving recruiting systems (interview design, workflows, tooling, hiring programs)
Exposure to broader people or talent programs (onboarding, employer brand, workforce planning, DEI, performance calibration)

Responsibilities

Own technical hiring from start to finish: Run full-cycle recruiting across a range of technical roles and levels. Source proactively, build strong pipelines, and close exceptional talent.
Partner deeply with hiring managers: Help define role scope, calibrate expectations, shape interview processes, and drive alignment. You won’t just “take reqs” — you’ll help design them.
Bring real market insight: Provide data on talent pools, compensation trends, timelines, and competitive landscape. Help leaders understand trade-offs and make informed decisions.
Balance speed with bar: Operate with urgency while protecting quality. Know how to keep momentum without cutting corners.
Improve how we hire: Use data to identify bottlenecks, refine workflows, improve candidate experience, and evolve our recruiting strategy as the company grows.
Build scalable programs: Contribute to sourcing strategies, interview training, employer brand efforts, and other recruiting initiatives that increase leverage over time.