Technical Talent Acquisition Partner

Tennr•New York, NY

1d•Onsite

About The Position

Tennr builds technology that removes the bottlenecks in healthcare and helps patients get the care they need. The engineers who build that product are exceptional, and finding them requires someone who is equally sharp. We’re hiring a Technical TA Partner who knows how to find great engineers before they’re looking, can talk shop without losing credibility, and has the creative instincts to cut through the noise that has become standard in technical recruiting. If your pipeline starts with a LinkedIn search, this probably is not the role for you. If it starts with a GitHub commit history, a conference talk, or a Slack community you have been part of for years, keep reading.

Requirements

You have 3 or more years of full-cycle technical recruiting experience at high-growth startups or top-tier tech companies where the bar for engineering talent is genuinely high.
You have an existing network of strong engineers built on actual relationships with people who will take your call, not just LinkedIn connections.
You are technically fluent and can speak intelligently about tech stacks and architecture tradeoffs.
You write outbound messages that earn strong response rates because your messages are genuinely worth responding to, and you can show us examples.
You have sharp market awareness and know which companies are producing top engineering talent right now, where compensation is moving, and what candidates are actually weighing.
You have an ownership mentality: you track your own funnel, flag your own problems, and propose your own solutions.

Nice To Haves

Familiarity with healthcare tech, SaaS, or AI-enabled products would allow you to speak credibly about what Tennr is building.
Experience sourcing through non-traditional channels

Responsibilities

You will own full-cycle technical recruiting across Product, Engineering, ML/AI, and Data, managing every step from first source to signed offer.
You will build sourcing strategies that go well beyond LinkedIn to find strong engineers wherever they actually spend their time.
You will write outbound messages that get responses because they are personalized, technically literate, and genuinely worth reading.
You will actively leverage your existing network of strong engineers and keep building it, because you know who is about to leave a top company before they have updated their profile.
You will partner with hiring managers and engineers to sharpen what great looks like for each role and build interview processes that actually evaluate it.
You will maintain clean pipeline and reporting in our ATS.
You will serve as the internal expert on the engineering talent market, staying current on who is building what, where compensation is moving, which teams are scaling, and what is making strong engineers switch jobs right now.