Technical Recruiter (Full Cycle)

As a Technical Recruiter at NexHealth, your primary responsibility involves partnering with technical leaders to understand hiring objectives and create effective strategies that align with team goals. You will manage the entire recruitment process, ensuring a seamless experience for candidates and hiring managers alike while delivering exceptional service and maintaining metrics to report on progress.

NexHealth is looking for candidates with 5 to 10 years of full-cycle recruiting experience in a high-growth environment, ideally with in-house experience. A proven ability to attract top talent, excellent communication skills, and a passion for enhancing the candidate experience are essential qualifications for this role.

At NexHealth, we prioritize building strong recruitment strategies that not only meet headcount goals but also focus on creating a culture of ownership and accountability. We provide competitive salaries, equity options, and professional development opportunities that invest in your growth as a Technical Recruiter, ensuring that you can contribute effectively to our mission in healthcare.

NexHealth's hiring process emphasizes a personalized and transparent approach, working to provide a white-glove experience for every candidate. As a Technical Recruiter, you will play an integral role in this by advocating for candidate needs, tracking analytics to improve the hiring process, and fostering relationships that cultivate a strong team culture.

As a Technical Recruiter at NexHealth, you will embody values like ownership, transparency, and innovation. We encourage you to think from the customer's perspective, tackle challenging problems with a proactive attitude, and collaborate across teams to create a dynamic and engaging recruitment experience.

To effectively source top technical talent, I focus on building relationships and networks within the tech community. Leveraging platforms like LinkedIn and attending industry events helps me connect with passive candidates. I also tailor my approach to understand the unique requirements of each role, making the outreach personalized and compelling.

In recruiting, key metrics include time-to-fill, source of hire, and candidate quality. I believe that tracking these figures provides insights into the effectiveness of our strategies and helps refine our recruiting processes, enabling us to attract well-suited candidates faster.

Managing the candidate experience involves clear communication, timely feedback, and personalized interactions. I prioritize keeping candidates informed at every stage of the process, addressing their questions proactively, and ensuring they feel valued, which enhances their overall experience with our company.

In a previous role, I faced difficulty filling a niche technical position. I tackled this challenge by expanding my sourcing channels, tapping into specialized forums, and networking with industry professionals. This strategic approach ultimately led to successfully placing a candidate who fit the role perfectly.

To promote diversity in hiring, I make a conscious effort to expand my outreach to underrepresented groups. I collaborate with diverse organizations, use inclusive language in job postings, and emphasize NexHealth's commitment to diversity in our branding, ensuring that our recruitment process is equitable for all candidates.

Assessing cultural fit involves asking specific behavioral and situational questions during interviews that relate to NexHealth's core values. I also encourage team participation in the interview process, allowing hiring managers to assess how candidates align with the existing team dynamics.

Data plays a critical role in my recruitment strategies, from analyzing hiring trends and metrics to refining our approach continually. I utilize this data to identify areas for improvement, adapt our strategies to changing market conditions, and ensure we attract the right candidates efficiently.

Building relationships with candidates starts with active listening and understanding their career aspirations. I strive to create an open and honest dialogue, offering insights into NexHealth and being transparent about the hiring processes. This approach helps foster trust and encourages candidates to engage fully.

To keep candidates engaged, I implement regular communication updates, send personalized emails, and invite them to participate in virtual Q&A sessions. This proactive approach helps maintain interest and keeps candidates informed, making them feel invested in the hiring process.

When encountering feedback that conflicts with a candidate's experience, I believe in facilitating a constructive discussion between the hiring manager and the candidate. It’s crucial to align expectations and understand the underlying reasons for the feedback, aiming to clarify and find a resolution that satisfies both parties.