Senior Technical Recruiter

The Opportunity

As our Senior Technical Recruiter, you will be an architect of our technical culture, scaling the teams that build our most critical systems. You won't just fill seats; you will be the strategic partner responsible for scaling our Engineering, Product, Data, and Design functions with high-caliber talent. We are looking for a recruiter who obsesses over talent density and is eager to solve the complex puzzle of attracting world-class builders to a high-growth, mission-driven environment.

Who We Are

Pearl Health is dedicated to empowering primary care providers, health systems, and physician-led networks to succeed in the shift to value-based care. Our platform delivers the technology, financial tools, and expert services that enable practices to provide more proactive, effective care to their Medicare patients, ultimately lowering costs and improving health outcomes.

Founded in 2020, we are a team of healthcare and technology innovators backed by premier investors like Andreessen Horowitz, Viking Global Investors, and AlleyCorp. We partner with thousands of providers across 44 states to build a more sustainable future for American healthcare.

What You'll Do

You will lead full-cycle recruitment efforts for our technical (R&D) organization, serving as a strategic partner to leadership to ensure we hire the right people at the right time. By managing everything from initial sourcing to scheduling to hiring decisions to onboarding, you will ensure a seamless hiring experience for every new Pearl Health team member.

• Own the end-to-end recruitment lifecycle for primarily technical roles (and the occasional GTM role), ensuring a high-quality candidate experience from first touch to hire.

• Partner deeply with technical leaders to understand product roadmaps and architecture, translating those needs into compelling role requirements.

• Design and execute creative sourcing strategies to build diverse talent pipelines for Engineering, Product, Data, and Design.

• Optimize recruitment operations by identifying bottlenecks and implementing scalable processes that improve time-to-hire and conversion rates.

• Facilitate a smooth transition for new hires by coordinating onboarding activities, including background checks and HRIS profile setup.

• Act as a data-driven advisor to the People team, using funnel metrics to inform hiring decisions and strategy.

What You'll Bring

We are looking for a Talent professional who combines technical recruiting expertise with a genuine passion for building inclusive, high-performing teams.

• 5+ years of full-cycle technical recruiting experience, owning the hiring process end-to-end from role intake through offer close.

• Proven ability to proactively source, engage and hire top-tier technical talent across diverse engineering and technology roles.

• Demonstrated ability to assess technical skill sets and engage credibly with senior engineers and technical executives.

• Expertise in managing competing priorities within a fast-paced environment while maintaining high attention to detail.

• Previous experience in a high-growth healthcare technology or start up environment.

• Strong understanding of HR best practices regarding talent acquisition, engagement, and employment law.

• Minimum of a Bachelor’s degree in a related field or equivalent professional experience.

Nice-to-haves

• Deep expertise managing all aspects of an ATS and sourcing tool – managing and posting reqs, reporting, scheduling, extending offers, as well as simple and complex reporting functionality.

• Experience with Ashby and Juicebox is a plus.

• Familiarity with HRIS management and benefits administration within a PEO model. (We use Sequoia - you would be managing onboarding and some compliance processes).

This role might not be for you if:

• You are unwilling to jump into business-critical searches outside of the R&D organization. Put differently, if you are not willing/able to work on non-technical searches, this is not the right opportunity.

• You prefer a highly structured, top-down environment with pre-defined processes rather than building them yourself.

• You focus solely on high-volume sourcing rather than taking a holistic, partner-led approach to talent strategy.

• You see yourself as a Recruiter whose primary goal is to fill seats, rather than a strategic talent partner whose mission is to help the company scale.

• You prefer working in a silo and find cross-functional coordination across multiple departme