chambercardio - Recruiter
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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. • Our values guide how we lead, collaborate, and care: • Low Ego: We stay grounded, curious, and open to feedback. • Empathy: We build trust through compassion and thoughtful communication. • Courage: We take action, think critically, and challenge ideas respectfully. • Ownership: We follow through with integrity and hold ourselves to high standards. • Grit: We push through ambiguity, move with urgency, and solve problems with horsepower and heart. • Remote, with a preference for candidates based in Nashville.
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.
Benefits
• 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. • What You’ll Achieve in Your First 90 Days • Ramped fully on open searches and built strong, trusted relationships with hiring managers and the leadership team. • Built a sourcing engine (inbound + outbound) that consistently generates qualified candidates across priority roles. • Closed your first hires at Chamber and contributed to measurable improvements in time-to-fill and candidate experience. • Supported the design of scalable workflows and tooling to support a growing TA function.
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