Senior 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.

Our technology teams are the foundation of the products and experiences we build for patients and providers, and the talent we bring in directly shapes our trajectory. As a Senior Technical Recruiter, you will play a critical role in building high-performing Technology teams by owning complex searches, advising hiring managers, and delivering an efficient, highly personalized candidate experience.

You will serve as a trusted recruiting partner to engineering and technology leaders, bringing strong market knowledge, sound judgment, and a data-informed approach to every search. You will help streamline hiring processes, improve funnel conversion, and raise the talent bar across our Technology organization.

• A Strategic Recruiting Partner: You view technical recruiting as a business problem to solve. You enjoy partnering with hiring teams to clarify role profiles, calibrate evaluation criteria, and build effective hiring plans.
• A Technical Talent Advocate: You understand how to engage highly sought-after technical candidates and create a thoughtful, credible, and personalized candidate experience throughout the process.
• A High-Velocity Problem Solver: You thrive in a fast-paced environment where you manage competing priorities, operate with autonomy, 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 a high standard, operate with low ego, and treat candidates, peers, and stakeholders with equal respect and dignity.

• Owning Technical Searches: Managing the full-cycle recruitment process for software engineering, infrastructure, data, security, product, and other technology roles—from intake and sourcing through closing and onboarding handoff.
• Advising Hiring Managers: Serving as a trusted advisor to engineering and technology leaders by providing market intelligence, setting realistic expectations, and recommending effective sourcing and assessment strategies.
• Building Strong Pipelines: Developing creative sourcing strategies and diverse talent slates for both active and anticipated hiring needs, while maintaining strong candidate engagement throughout the process.
• Improving Hiring Processes: Identifying bottlenecks and opportunities to improve interview workflows, candidate evaluation, decision-making, and overall hiring efficiency.
• Funnel Analytics & Pipeline Health: Using recruiting metrics—such as pass-through rates, time-in-stage, source effectiveness, and offer acceptance rates—to monitor pipeline health and communicate clear updates to partners.
• Creating an Inclusive Experience: Ensuring every candidate has equitable access to opportunities and an exceptional, transparent, and personalized experience at every step.

• 5+ years of full-cycle recruiting experience, with a strong focus on in-house technical recruiting across software engineering, infrastructure, data, security, product, or technology leadership.
• Technical Recruiting Expertise: Deep familiarity with technical roles, leveling, interview processes, candidate motivations, and competitive technology talent markets.
• Strong Stakeholder Partnership: Demonstrated ability to build trust, establish credibility, and effectively influence hiring managers and senior technology leaders.
• Candidate Closing Strength: A proven ability to assess candidate motivations, navigate objections, and close high-quality technical talent in competitive markets.
• Data & ATS Fluency: Experience 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.
• Process Improvement Mindset: A track record of identifying recruiting challenges and implementing practical solutions that improve speed, quality, or candidate experience.
• High Autonomy and Accountability: A proven ability to manage competing priorities, communicate clearly across distributed teams, and consistently deliver results independently.
• Commitment to Inclusive Hiring: A passion for building diverse teams and creating an equitable, respectful, and inclusive candidate experience.