Technical Recruiting Manager

NexHealth

6h•$143,700 - $215,500•Remote

About The Position

NexHealth's mission is to accelerate innovation in healthcare by connecting patients, providers, and developers. We’re building the infrastructure layer for modern healthcare, connecting thousands of fragmented, on-premise, and closed EHR systems into a single, modern platform that powers software, APIs, payments, and patient experiences across the ecosystem. The People & Talent Team at NexHealth is the engine behind our ability to attract, develop, and retain the talent that drives our mission forward. We partner closely with every function in the business to build a workforce that's equipped to solve real problems for healthcare providers and their patients. We don't just fill seats — we build teams with the craft, conviction, and capacity to scale. Talent acquisition at NexHealth is a competitive advantage, and we treat it that way. As Technical Recruiter Lead, you'll own the full-cycle technical hiring motion for NexHealth while managing and developing a small recruiting team. This is a player-coach role built for someone who thrives on the work itself just as much as enabling others — someone who has strong opinions about what great recruiting looks like and the credibility to back them up. You'll be a trusted partner to Engineering, Product and Design leadership, and a steady voice who helps the business make smart, high-conviction hiring decisions even when stakeholders push back.

Requirements

7+ years of full-cycle recruiting experience, including 2+ years managing a team of high-performing recruiters in a fast-paced, high-growth environment. You know how to coach, delegate, and hold people accountable while staying close to the work yourself.
A strong track record of hiring engineers and technical ICs and managers. You understand what good looks like across levels and disciplines, and you've developed technical context to evaluate candidates meaningfully and calibrate effectively with technical leaders.
A clear, well-developed point of view on what great technical talent looks like and the confidence to advocate for your assessment.
Proven ability to build trusted partnerships with leaders — influencing without authority and pushing back when something isn't right.
Demonstrated ownership mindset: you follow through, surface problems early, and take initiative rather than waiting to be asked.
Comfort operating in ambiguous environments where the process isn't fully built yet — and a bias toward building repeatable systems that make the team better over time.
Strong communication skills — clear and thoughtful with candidates, hiring managers, and leadership alike, and able to adapt your message to the audience.
Experience using data to understand pipeline health and recruiting performance, and translating that into action.

Nice To Haves

Experience recruiting at a B2B SaaS company.
Familiarity with technical assessments, take-homes, or structured interview design for engineering roles.
Exposure to compensation benchmarking tools such as Radford, Levels.fyi, or Carta Total Comp.
Experience building or refining an ATS workflow (Greenhouse, Gem).

Responsibilities

Design and own end-to-end recruiting strategy for our technical organization (Engineering, Product, and Design).
Own full-cycle recruiting execution — sourcing, evaluating, and closing candidates for roles ranging from individual contributors to managers.
Lead and develop a lean, effective team of recruiters, setting clear expectations, providing regular coaching, and building a culture of accountability and craft.
Partner with hiring managers to define role requirements, calibrate on candidates, and move quickly without sacrificing quality.
Build and maintain sourcing strategies that go beyond inbound — proactively building pipelines for hard-to-fill roles and future hiring needs.
Drive consistent interview practices across your team, including calibration sessions, structured feedback, and ongoing coaching on interviewing skills.
Surface recruiting data and insights to leadership in a way that informs decisions — pipeline health, time-to-fill, offer acceptance rates, and quality of hire feedback loop.
Collaborate with People Partners and Compensation to structure competitive, equitable offers and navigate complex or multi-party negotiations with confidence.
Contribute to process improvements across the talent acquisition function — identifying what's broken, proposing solutions, and owning implementation.