Senior Technical Recruiter - Software Engineering

Confirmed live in the last 24 hours

NexHealth

Compensation

$110,000 - $185,000/year

United States

On-site

Posted March 2, 2026

Job Description

About NexHealth

Our healthcare system remains frustratingly analog. When you live in a world of one-tap car rides, instant meal delivery, and unlimited streaming, why do you still have to call to schedule a doctor’s appointment and fill out a clipboard in the waiting room?

NexHealth’s mission is to accelerate innovation in healthcare by connecting patients, providers, and developers. We’re building the infrastructure layer for modern healthcare, connecting thousands of fragmented, on-premise, and closed EHR systems into a single, modern platform that powers software, APIs, payments, and patient experiences across the ecosystem.

Founded: 2017
Headquarters: San Francisco, CA
Funding: $177M Series C
Employees: 200+
Trusted by tens of thousands of providers and hundreds of health-tech developers — forging the infrastructure layer that modern healthcare needs

About the Role

We’re hiring a Full Life Cycle Technical Recruiter to help scale NexHealth’s Engineering organization. In this role, you will own recruiting from intake through offer and close, partnering closely with Engineering leaders to deliver high-quality prospects across a range of software engineering roles.

While this role will place significant emphasis on Senior (L5) and Staff (L6) Software Engineering hires, you’ll also support broader engineering hiring needs as the business evolves. You’ll operate as a trusted talent advisor—shaping hiring strategy, influencing decisions, and ensuring we consistently attract and close strong technical talent.

This is a senior individual contributor role with high ownership, autonomy, and visibility.

What You’ll Do

Hiring Strategy & Partnership
- Partner closely with Engineering leaders to define role scope, leveling, and success profiles across software engineering roles.
- Serve as a trusted advisor on hiring strategy, market dynamics, candidate tradeoffs, and compensation considerations.
- Lead structured intake conversations to align on expectations, bar, and interview approach.
End-to-End Recruiting Execution
- Own full-cycle recruiting from intake through offer acceptance and close.
- Manage a diverse requisition load with a strong focus on Senior (L5) and Staff (L6) engineers, while supporting additional engineering roles as needed.
- Drive proactive sourcing using LinkedIn Recruiter, GEM, referrals, technical networks, and targeted outreach.
- Conduct recruiter screens, manage interview process, facilitate debriefs, and guide hiring teams toward clear decisions.
- Lead offer strategy and negotiations, partnering with hiring managers and People Ops to close candidates effectively.
Pipeline & Candidate Experience
- Build and maintain strong, forward-looking pipelines for critical engineering roles.
- Deliver a high-quality, consistent candidate experience marked by clarity, responsiveness, and thoughtful engagement.
- Maintain accurate pipeline tracking and documentation in Greenhouse (ATS).
Metrics & Continuous Improvement
- Track and analyze recruiting metrics including pipeline health, time-to-fill, funnel conversion, and offer acceptance.
- Identify bottlenecks and recommend improvements to the hiring process, sourcing strategy, and interview efficiency.
- Partner with Talent Ops and People Ops to improve tools, workflows, and recruiting standards.

What You’ll Bring

7+ years of full life cycle technical recruiting experience in high-growth tech or startup environments.
Strong experience hiring software engineers, with demonstrated success recruiting senior-level talent (L5/L6 or equivalent) and have a

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