Lead Technical Recruiter

You call. You wait. You call again. In every other part of your life, you book in seconds. In healthcare, you’re blocked.  

We’re here to give power to the patient. 

For nearly 20 years, we’ve built the leading healthcare marketplace - helping tens of millions of people find and book the care they need. Now, we’re going further: building our infrastructure beyond Zocdoc’s marketplace to power access to care wherever patients search, from provider websites and insurance directories to search engines, AI platforms, and more.

Healthcare still lacks something every other major consumer industry takes for granted: a seamless way to go from seeking to getting. We don’t want to own the front door to care; there isn't one. We want to make sure all of those doors open when patients are knocking.

Fixing healthcare starts with fixing access to it. And we're still just getting started.

Zocdoc’s most important asset is our people.  As a Lead Technical Recruiter, you’ll play an essential role in our company’s growth by supporting staffing for our growing Technology teams. Your ability to think outside of the box to identify, attract, and close the nation’s best talent, paired with your passion for creating an efficient and highly personalized candidate experience, will impact our employees and patients for years to come.

• A Senior Operational Partner: You view technical recruiting as a business problem to solve. You love sitting down with hiring teams to analyze funnel conversion, eliminate interview bottlenecks, and optimize the end-to-end hiring process.
• A Leader by Example: You take pride in demonstrating recruiting excellence. Peers look to you for advice on stakeholder management, candidate closing mechanics, and complex pipeline problem-solving.
• A High-Velocity Problem Solver: You thrive in a fast-paced, remote environment where you operate with high autonomy. You welcome ambiguity and proactively create order out of complex hiring demands.
• Passionate About Technical Talent & Metrics: You understand technical talent markets, role profiles, leveling, and candidate motivations. You use data to tell stories, manage pipelines, and influence hiring decisions.
• Grounded in Ownership and Humility: You hold yourself to an exceptionally high standard, operate with low ego, and treat candidates, peers, and executive stakeholders with equal respect and dignity.

• Operationalizing Technical Hiring: Partnering closely with engineering and technology leaders, hiring managers, and recruiting partners to audit and optimize recruitment workflows, ensuring interview loops are fast, structured, and friction-free.
• Senior Stakeholder Advisory: Acting as a trusted consultant to technology leadership—providing market intelligence, setting realistic pipeline expectations, and using data to solve hiring bottlenecks before they impact product and engineering goals.
• Executing High-Impact Searches: Directly owning end-to-end recruitment for critical positions across all levels, including senior individual contributors and leadership roles from Manager through Director.
• Mentorship & Process Rigor: Coaching and uplifting peers on the recruiting team. You will model best practices for structured interviewing, candidate evaluation, and ATS hygiene.
• Funnel Analytics & Pipeline Health: Leveraging recruiting metrics—such as pass-through rates, time-in-stage, and offer acceptance rates—to track pipeline health, forecast hiring output, and deliver clear reporting to technology leadership.
• Building Inclusive Pipelines: Proactively sourcing and building diverse talent slates, ensuring equal access and an exceptional, personalized candidate experience at every step.

• 6+ years of full-cycle recruiting experience, with a heavy focus on in-house technical recruiting across software engineering, infrastructure, data, security, product, or technology leadership.
• Proven Operational Impact: A track record of identifying inefficiencies in technical hiring processes and implementing solutions that improved speed, quality, or conversion.
• Executive Presence: Demonstrated ability to build trust, establish credibility, and constructively push back on senior technology leaders and executives.
• Technical Recruiting Domain Expertise: Deep familiarity with technical roles, leveling, interview processes, candidate motivations, and competitive technology talent markets.
• Data & ATS Fluency: Expertise using ATS tools such as Greenhouse or Lever and sourcing platforms such as LinkedIn Recruiter or Gem to track funnel metrics and drive data-informed decision-making.
• High Remote Autonomy: A proven track record of managing competing priorities, maintaining clear communication across distributed teams, and driving results independently in a remote environment.
• Mentorship Mindset: Experience guiding, training, or mentoring junior and mid-level recruiters to elevate overall team performance.