Recruiter

Key Responsibilities

Full-Cycle Recruiting

• Own end-to-end recruiting across multiple open roles, including sourcing, screening, interview scheduling, and next-step coordination.
• Partner with hiring managers to define role needs and build an effective hiring plan (profile, sourcing approach, interview process, and evaluation criteria).
• Proactively source and engage candidates through job boards, LinkedIn, referrals, and targeted outreach—bring creative, high-signal pipelines to priority roles.
• Assess candidates, guide them through the process, and present calibrated slates to hiring teams; gather feedback and adjust strategy as needed.
• Serve as a Chamber ambassador—sharing our mission, model, and team story with candidates throughout the funnel.
• Deliver a candidate experience that is organized, transparent, and high touch from first outreach through close.
• Track and report recruiting health metrics (e.g., time-to-fill, stage conversion, offer acceptance) and flag risks early to the Director of Talent.

Building Recruiting Infrastructure

• Own the buildout of scalable recruiting foundations—scorecards, interview loops, sourcing strategies, and clean ATS workflows—in partnership with the Director of Talent.
• Maintain disciplined pipeline management—accurate stages, timely follow-ups, and clear notes to keep searches moving.
• Experiment with AI-enabled recruiting tools and workflows to increase efficiency while protecting quality and candidate experience.
• Stay current on market trends, compensation ranges, and recruiting best practices to keep Chamber competitive.
• Support and strengthen our employer brand through compelling role storytelling, consistent messaging, and candidate-facing content.
• Continuously improve how we attract talent—testing new channels and approaches to reach the right candidates.

Cross-Functional Partnership

• Act as a trusted thought partner to hiring managers—coaching on interview quality, sharing best practices, and raising the bar on hiring decisions.
• Bring market intelligence (talent landscape, compensation benchmarks, and competitive insights) to inform role design and closing strategy.
• Represent Chamber externally—through events, outreach, and social channels—to expand our network and strengthen our employer brand.

Requirements

• 4–6 years of full-cycle recruiting experience, including 2+ years in-house at a startup.
• Demonstrated ability to own the end-to-end hiring process: sourcing, screening, interview coordination, stakeholder management, and offer negotiation through close.
• Strong project management skills and attention to detail; able to juggle multiple searches and keep processes moving in a fast-paced environment.
• Strong sourcing toolkit, including comfort with LinkedIn Recruiter and other channels to identify, engage, and convert talent.
• Ability to recruit across diverse functions and seniority levels, and to partner effectively with multiple hiring managers at once.
• Comfort operating in ambiguity and building process while doing—you can make progress without a perfect playbook.
• Confident, clear communicator who can build rapport internally and externally and represent Chamber’s brand with candidates.
• Curiosity about AI and an interest in using it to work smarter without compromising quality.

Preferred

• Healthcare startup experience; bonus if you’ve supported hiring in value-based care.