Technical Recruiter

Location: Remote (US)

Salary: $160,000–$180,000 USD per year

Company

hirify.global provides healthcare benefits that let employees choose plans through individual health budgets while helping employers manage predictable costs across healthcare, payments, and technology.

What you will do

• Own full-cycle recruiting for Engineering, from proactive sourcing through offer closing.
• Partner with Engineering leaders to define roles, calibrate hiring expectations, and maintain a high hiring bar.
• Build evergreen talent pipelines and long-term relationships with technical candidates.
• Design sourcing strategies across technical communities, referrals, universities, and new-grad channels.
• Use recruiting data and market insights to identify bottlenecks and improve search strategy.
• Improve interview design, calibration, candidate experience, and closing practices.

Requirements

• 4+ years of full-cycle technical recruiting experience hiring engineers across levels and technical profiles.
• Deep sourcing experience and success engaging hard-to-reach technical talent.
• Strong technical fluency and the ability to communicate credibly with engineers.
• Experience partnering with Engineering leaders and influencing search strategy.
• Strong offer negotiation and candidate-closing skills informed by market data and compensation principles.
• Startup or high-growth experience with the ability to build, execute, and adapt as priorities change.

Nice to have

• Built technical talent pipelines or sourcing programs from scratch.
• Developed university, new-grad, or early-career recruiting programs.
• Recruited for Product, Design, or other functions beyond Engineering.

Culture & Benefits

• Remote work within the United States.
• Work on healthcare benefits involving healthcare, payments, and technology.
• High ownership, meaningful responsibility, and comfort with ambiguity.
• Thoughtful, rigorous, and efficient interview process designed to take most candidates within three weeks.

Hiring process

• 30-minute recruiter conversation followed by a 30-minute hiring manager conversation.
• Functional interviews focused on the most important role skills.
• Potential case study, technical exercise, or working session, followed by conversations with the department leader and an executive team member.