Talent Recruiter
US$110,000 – US$140,000 / yr base salary
Posted 17 Jun 2026
Advertised as “Senior Talent Recruiter”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 3–6 yrs
- Management level
- Individual contributor
- Employment
- Hybrid
- Contract
- Full-time
| Base salary | US$110,000 – US$140,000 / yr |
|---|
Job Description:
We’re hiring a Senior Talent Recruiter to help us scale across roles like Customer Success/Account Management, forward-deployed engineering & integrations, GTM (provider + pharma), AI research, and other core business functions.
This is not a “post jobs and review inbound” seat. We’re looking for someone who is high-output, process-rigorous, and AI-native—someone who uses modern recruiting tech and automation to find, prioritize, and engage the right candidates quickly, while leveraging leadership, team, and investor networks strategically as an accelerant (not the foundation).
What You’ll Do:
Own full-cycle recruiting for priority roles
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Run intake/kickoff meetings with hiring managers; define success profiles, scorecards, sourcing strategy, and timelines
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Source proactively via LinkedIn, outbound email, communities, referrals, events, and AI-powered tools—especially for niche roles (e.g., clinical implementation, healthcare IT integration, clinical workflow account management, AI research, etc.)
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Screen candidates, manage interview loops, collect feedback, and keep processes moving fast
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Drive offer process (comp calibration, closing strategy, negotiation support) and ensure a high-close-rate candidate experience
Build a modern recruiting engine
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Stand up repeatable sourcing playbooks by function (CS, AM, FDE/Integrations, Sales, AI Research)
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AI-enabled sourcing at scale: use modern talent intelligence + sourcing tools to generate high-quality slates quickly (e.g., SeekOut, hireEZ, Findem, Gem) and continuously improve pipeline quality via testing/iteration
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AI-accelerated screening & signal capture: leverage structured scorecards plus AI-assisted workflows (within your ATS and/or interview intelligence tools) to tighten screening, debriefs, and decision-making without sacrificing candidate experience.
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AI-assisted outreach & personalization: create high-conviction, persona-specific outreach sequences (role-based messaging, adjacent-company mapping, follow-up automation) while keeping a high-touch tone for senior and niche candidates.
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Custom workflows (bonus): build lightweight custom agentic workflows to speed intake docs, sourcing queries/Booleans, outreach drafts, and candidate “short memos” for hiring managers—practical automation that measurably improves throughput.