Technical Talent Acquisition Manager

About ExaCare AI
Exacare ai is building the AI platform for post-acute operations, starting with skilled nursing facilities and expanding into other post-acute verticals including home health and hospice. Today, we enable workflows across admissions, reimbursement, and billing at 2,000+ post-acute facilities and agencies.

Since we raised our $30M Series A last Fall, we have scaled our team to ~75 people across Toronto and New York City, bringing world-class talent together to transform healthcare. If you like building, learning, and want to make a real impact, come join us!

About the Role

Exacare ai is hiring a Technical Talent Acquisition Manager to help us build the technical teams that will power our next stage of growth. This is an individual contributor (IC), manager-level recruiting role for someone who can own high-priority technical searches end-to-end while acting as a trusted partner to the Engineering, Product, Design, Data, and technical leadership functions.

You will be responsible for identifying, engaging, assessing, and closing exceptional technical talent in a highly competitive market. You’ll work closely with hiring managers to define success profiles, build effective interview processes, develop targeted sourcing strategies, and ensure we maintain a high hiring bar as we scale. This role is ideal for a senior technical recruiter or early technical TA manager who has owned complex technical searches, knows how to operate with urgency and precision, and wants to have a direct impact on the caliber of talent joining a fast-growing startup.

What You’ll Do

Technical Recruiting Ownership

• Own full-cycle recruitment for technical roles across Engineering, Product, Design, Data, ML, Infrastructure, and technical leadership, from intake to signed offer
• Lead role intakes with hiring managers to define requirements, success profiles, leveling, interview plans, scorecards, and closing strategies
• Manage multiple high-priority technical searches at once while maintaining strong process discipline, candidate follow-up, and stakeholder communication
• Build a deep understanding of exacare’s product, technical environment, customer needs, and business priorities in order to credibly represent the opportunity to candidates
• Serve as a talent advisor to hiring managers, providing guidance on market availability, candidate profiles, compensation expectations, process design, and closing risk

Sourcing & Pipeline Strategy

• Build and execute targeted sourcing strategies for hard-to-fill technical roles using LinkedIn Recruiter, Boolean search, GitHub, niche technical communities, referrals, alumni networks, events, and creative outbound channels
• Identify, engage, and nurture passive candidates across engineering, product, design, data, ML, and technical leadership talent pools
• Develop tailored outreach that speaks to candidate motivations, technical interests, startup appetite, and exacare ai’s mission
• Maintain strong long-term talent pipelines for future priority roles and recurring hiring needs
• Use sourcing and pipeline data to understand what is working, where conversion is dropping, and how to improve candidate quality and throughput

Hiring Process & Candidate Experience

• Partner with hiring managers to continuously refine technical interview processes for speed, fairness, consistency, and signal quality
• Help build and improve structured interview rubrics, scorecards, interviewer calibration practices, and feedback norms
• Champion a high-touch, transparent, and thoughtful candidate experience from first outreach through offer close
• Drive candidates through process with urgency while ensuring expectations, feedback, and next steps are clearly communicated
• Support offer strategy and closing by understanding candidate motivations, compensation needs, competing opportunities, and decision criteria

Recruiting Operations & Talent Intelligence

• Develop and report on recruiting KPIs, including pipeline health, pass-through rates, time-to-hire, source performance, candidate quality, offer acceptance, and hiring manager responsiveness
• Use Ashby and other recruiting tools to maintain clean data, accurate reporting, and consistent workflow management
• Identify bottlenecks in the hiring process and proactively recommend improvements to increase speed, quality, and