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Innovation in Revenue Cycle Management
Senior Technical Recruiter
Location
United States
Posted
64 days ago
Salary
0
Seniority
Senior
Job Description
Senior Technical Recruiter
Ensemble Health Partners
• Manage end‑to‑end recruitment for Information Technology roles, from intake through offer negotiation • Build strong, trusted relationships with hiring managers across the IT organization, including senior‑level leaders • Partner with stakeholders to define role requirements, sourcing strategies, and realistic hiring timelines • Develop and maintain talent pipelines for high‑volume and frequently filled technology roles • Source candidates using a wide range of tools and methods, including job boards, recruiting platforms, referrals, networking, career fairs, and technology meetups • Screen candidates for technical qualifications, interest, compensation alignment, and overall fit • Coordinate and facilitate interviews, gather feedback, and guide candidates through the hiring process • Lead strategic recruitment planning by analyzing trends, identifying new sourcing channels, and continuously improving hiring outcomes • Track and report recruiting metrics such as pipeline health, time to fill, conversion rates, and placements • Represent Ensemble as a brand ambassador at technology‑focused networking and recruiting events • Mentor and coach junior recruiters on best practices and recruiting techniques
Job Requirements
- Bachelor’s degree in Human Resources, Business, or a related field (or equivalent experience)
- 5–7 years of experience in recruiting, with a strong focus on technology or IT talent
- Proven ability to manage a high‑volume requisition load while maintaining quality and candidate experience
- Technical aptitude and the ability to understand and clearly explain IT roles and requirements
- Experience working in a consultative recruiting model with hiring managers and senior stakeholders
- Strong communication, influencing, and relationship‑building skills
- Excellent time management and ability to prioritize in a fast‑changing environment
- Working knowledge of employment laws, recruiting compliance, and labor market dynamics
- Experience using applicant tracking systems (e.g., Workday), job boards, and social recruiting tools
- Proficiency in Microsoft Office tools (Word, Excel, Outlook, PowerPoint)
Benefits
- Healthcare
- Time off
- Retirement
- Well-being programs
- Professional certification opportunities
- Tuition reimbursement
- Recognition programs
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• Conduct initial conversations with prospective candidates and assess suitability • Evaluate technical background and learning potential • Guide candidates through the decision-making process • Inform prospects about the program in a persuasive and transparent manner • Bring understanding of IT roles and job market requirements • Monitor the application funnel and propose optimizations • Refine screening criteria, interview guides, and processes
• Build and maintain strong candidate pipelines across multiple technical roles through proactive sourcing and outreach • Conduct high-quality recruiter screens to evaluate alignment, level, and candidate motivations • Drive candidates through the interview lifecycle with speed, coordination, and attention to detail • Partner closely with hiring managers to maintain momentum, align on candidate quality, and ensure timely decisions • Support offer processes and actively manage candidate engagement to successfully close hires
• Partner closely with engineering leaders to define what great looks like and build high-signal interview processes • Continuously refine and optimize the interview process to ensure we’re identifying and advancing only top-tier talent • Leverage recruiting data and analytics to identify gaps, drive insights, and improve hiring efficiency and outcomes • Utilize AI and automation tools to streamline workflows, enhance candidate evaluation, and scale a high-quality, efficient recruiting engine • Raise the bar by driving calibration and leveling up how we assess talent • Train and empower interviewers to make better, more consistent hiring decisions • Shape how we attract, engage, and close exceptional engineering talent • Get creative with sourcing to reach and win over top, often passive candidates • Act as a trusted partner to leadership, bringing insight, perspective, and clarity to hiring decisions
