Senior Technical Recruiter, Hippocratic AI

• This isn't a role for someone who wants to move fast and fill seats. It's for someone who wants to hire with precision, earn the trust of technical leaders, and leave a mark on how a category-defining company grows
• 5+ years of full-cycle recruiting experience, with at least 3 years focused on technical or engineering roles
• Demonstrated ability to assess technical talent — you understand what strong looks like for software engineers, ML researchers, or equivalent roles and can evaluate candidates beyond the resume
• Experience building structured interview processes and influencing how hiring decisions get made
• Track record of closing senior candidates in competitive markets — you've navigated counteroffers and competing opportunities before
• Comfort with data: you track your own metrics, know what they mean, and act on them
• Strong written and verbal communication — you can write a crisp intake brief and hold a direct, useful debrief conversation
• Experience in a fast-moving startup or high-growth environment

Desirable

• As a Senior Technical Recruiter, you'll sit at the center of that mission. The teams you build will shape how quickly and how well this technology reaches patients.
• Hire people who perform Quality of hire, time to productivity, and business impact all roll up here. The recruiter's job isn't placing butts in seats — it's ensuring the people hired actually deliver. That means rigorous competency assessment, clean handoffs to the hiring manager, and tracking whether predictions made in the loop turned out to be true
• Run a fast, efficient process Cycle time, cost per hire, and automation live here. Speed comes from tightening handoffs and eliminating low-value work, not from rushing candidates. When scheduling, note-taking, and debrief logistics run smoothly, recruiter time goes where it actually matters
• Win the candidate Offer acceptance and candidate experience are two sides of the same coin. Candidates who feel respected and informed throughout the process sign offers. That means close plans built early, honest communication, and every candidate getting a proper close-out regardless of outcome
• Be a trusted partner to the business Hiring manager partnership and strategic alignment sit here. A recruiter who kicks off every role against a clear spec, keeps the HM calibrated through the loop, and can connect closed roles to business outcomes earns a different kind of influence than one who just fills requisitions
• Partner with engineering and technical leadership to scope roles, define success criteria, and align on the talent bar before sourcing begins
• Build and work targeted pipelines for senior technical roles — engineers, researchers, clinical technologists — using outbound sourcing, referrals, and creative channels
• Design and run structured interview processes that assess competency, not just credentials
• Coach hiring panels on calibration, bias mitigation, and decision quality
• Own candidate experience end to end — every touchpoint, every close-out, regardless of outcome
• Build close plans early; understand what candidates care about and engage those levers before offers go out
• Track key metrics (cycle time, offer acceptance, quality of hire) and use them to improve the process, not just report on it
• Manage multiple requisitions simultaneously without letting speed erode quality
• Automate or eliminate low-value work — scheduling, logistics, debrief coordination — so recruiter time compounds where it matters

• Apply with your resume and a brief note on a technical hire you're proud of. That's not a trick question — it's the fastest way to skip the small talk and get to a real conversation