Technical Recruiter

Latent•San Francisco, CA

14h•$170,000 - $199,000

About The Position

Latent is the enterprise pharmacy intelligence platform. Our clinical AI streamlines prior authorizations, appeals, and 340B compliance, so patients start therapy faster and care teams spend less time on paperwork. We raised an $80M Series A led by Spark Capital and Transformation Capital, with General Catalyst, McKesson Ventures, Conviction, and Y Combinator. 60+ health systems run on Latent, including Yale New Haven, Mount Sinai, UCSF, and Ochsner. We move fast, operate with high ownership, and build products that directly improve patient care. We're looking for a Recruiter who can independently own searches from pipeline development through close. This is a hands-on role for someone who is comfortable sourcing their own candidates, managing inbound, partnering closely with hiring managers, and ultimately being accountable for hiring outcomes—not just recruiting activity. Within your first 3–6 months, we expect you to build and manage healthy pipelines across your roles and consistently drive an average of 2–3 hires per month.

Requirements

Experience recruiting for software and technology companies, with a strong understanding of how to identify and engage talent in competitive technical markets.
Strong sourcing ability. You know how to build a pipeline from scratch and aren't dependent on inbound candidates or referrals to deliver.
Experience owning searches end-to-end, including intake, sourcing, candidate management, hiring manager partnership, offer, and close.
High ownership and accountability.
Comfortable operating in ambiguity and moving quickly while still exercising good judgment.
Strong communicator who can build trust with candidates and hiring managers without overcomplicating things.

Nice To Haves

A mix of agency and in-house recruiting experience, particularly at high-growth startups.
Experience recruiting across different company stages—from early-stage startups to larger technology companies.
Experience joining a company during a period of rapid growth and helping build recruiting processes without adding unnecessary complexity.

Responsibilities

Own searches end-to-end. Partner with hiring managers to define the profile and interview process, build the pipeline, manage candidates through interviews, and close.
Build your own pipeline. Proactively source and engage high-quality candidates rather than relying primarily on inbound or referrals.
Create clarity with hiring managers. Develop a strong understanding of what great looks like, use candidate data and market feedback to sharpen the profile, and keep searches moving when there is ambiguity.
Manage pipeline health. Know where every search stands, identify gaps early, and take action before a pipeline becomes a problem.
Deliver consistent hiring outcomes. Build toward an average of 2–3 hires per month while maintaining a high bar for candidate quality.
Help us get better. Bring judgment and ideas to how we source, interview, close, and operate as a recruiting team as Latent continues to scale.