Technical Recruiter

WE'RE BUILDING A NEW HEALTHCARE CLEARINGHOUSE

The company is the only headless clearinghouse and RCM engine. Headless means every part of our product is accessible via API. Developers and AI agents build their own interface on top of it. By offering modern, AI-ready APIs alongside traditional real-time and batch EDI processes, we enable both healthcare technology businesses and established players to exchange mission-critical transactions. Our clearinghouse product and customer-first approach have set us apart. The company was ranked by Ramp [link for members] as one of the fastest-growing SaaS vendors.

The company has lightning in a bottle: engineers and designers shipping products week in and week out; a lean business team supporting the company's infrastructure; a passion for automation and eliminating toil; and $142 million in funding from top investors like Stripe, Addition, USV, Bloomberg Beta, First Round Capital, and more.

To see what we ship, watch the 2026 the company Keynote [link for members] To learn more about how we work, watch our founder Zack's interview with First Round Capital [link for members]

WHAT WE’RE LOOKING FOR

The company is growing rapidly. We’re looking for a Technical Recruiter to join our team and run full-cycle searches across engineering hiring. This role has a high degree of autonomy, so it requires someone who can operate quickly and independently through the ambiguity of a fast-moving startup.

In this role, you will collaborate with leadership to scope roles, execute full-cycle strategies, and ensure we attract and retain the highest caliber of talent. Your expertise in engineering recruiting will be vital as you hire based on business needs, provide insightful feedback on role scoping, and strategically align our talent acquisition efforts with our overarching business objectives.

The company markets highly technical products. We continuously hire technical talent to expand our product portfolio, so candidates must have a breadth of technical recruiting experience.

WHAT YOU'LL DO

• Make every hire better than the last. Maintaining a high bar for talent – and continuously raising the bar – is essential to the company’s successful growth and achievement of business goals. It’s the recruiter’s responsibility to uphold the company’s talent standards, evolve the criteria used to assess candidates, and build those principles into each step of the hiring process.

• Build strategic partnerships. Partner with functional leaders and other internal + external recruiters to assess hiring needs, tie them to business objectives, define role requirements, and shape our hiring strategies. You will need to be resourceful and develop a strong grasp of the business quickly, so that you can clearly articulate it externally and tailor effective interview processes that surface the right candidate signals for the company teams.

• Source exceptional technical talent. Proactively identify and engage engineers and other technical candidates who aren’t actively looking, using creative channels beyond job boards such as open source communities, technical writing, conference talks, and personal networks. You’ll need to speak credibly about the company’s technical challenges and architecture, write personalized outreach that resonates with builders, and maintain a pipeline of high-caliber candidates ahead of hiring needs.

• Plan and execute full-cycle recruiting. Manage the end-to-end recruiting process for technical positions, from sourcing and screening to interviewing and extending offers. Ensure a smooth, efficient, communicative, and positive experience for all candidates.

• Communicate thoughtfully. Maintain graceful and effective communication with all stakeholders, including candidates, hiring managers, and leadership. Ensure transparency and alignment throughout the hiring process.

• Improve processes. Continuously evaluate and refine strategies to improve efficiency, effectiveness, and candidate experience. Surface opportunities to improve our hiring process with the company leaders. Embrace data-driven decision-making to inform practices.

WHO YOU ARE

• You have at least 4 years of recruiting experience and at least 2 years of technical recruiting experience at high-growth startups.

• Proven track record of successful, high-volume, high-quality, full-cycle recruiting for technical roles, including sourcing, screening, interviewing, and offer negotiation.

• You are resourceful and comfortable operating with a high degree of autonomy and being decisive with little feedback or oversight.

• Experience in role scoping and providing constructive feedback on hiring needs and candidate fit.

• Exceptional communication and interpersonal skills, with the ability to engage effectively with candidates and senior leadership.

• Experience with Ashby (ATS) is a plus.

We’ve been made aware of individuals impersonating the the company recruiting team. Please note:

• All official communication about roles at the company will only come from an @the company.com [link for members] email address, or from our official identification verification partner, Persona, @frompersona.com [link for members]

• If you’re unsure whether a message is legitimate or have any concerns, feel free to contact us directly at [link for members]

We appreciate your attention to this and your interest in joining the company.

At the company, we're looking for people who are deeply curious and aligned to our ways of working. You're encouraged to apply even if your experience doesn't perfectly match the job description.