openloophealth - Senior Manager, Engineering Recruiting
Requirements
• An experienced technical recruiting professional with a strong foundation in Engineering hiring and a track record of personally delivering senior and leadership searches. • Approximately 2+ years of direct people-management experience, including coaching recruiters, setting expectations, and managing performance through formal review cycles. • Demonstrated success building or scaling Engineering recruiting processes while working with a lean team. • Familiarity with recruiting at scale, including evergreen pipelines, team matching, interviewer calibration, and structured assessment. • A trusted partner to senior Engineering leaders, able to clarify hiring needs, challenge assumptions, and communicate priorities and tradeoffs. • Comfortable operating as a player-coach, balancing team leadership with hands-on ownership of critical searches. • Skilled at using recruiting data to identify bottlenecks, prioritize improvements, and make decisions about resources and process. • Strong operational judgment, with experience improving ATS workflows, reporting, and data quality. • Able to adapt practices from larger organizations to a growing business with evolving needs and limited resources. • Clear and collaborative in your communication, including when hiring plans are at risk or priorities need to change. • Proactive, resourceful, and comfortable building structure in an ambiguous environment. • Early-career recruiting or program-building experience is a plus.
Responsibilities
• Lead, coach, and develop a team of technical recruiting professionals, setting clear expectations, supporting growth, and managing performance. • Partner with Engineering leadership to translate business priorities into recruiting plans, align search priorities, and make informed decisions about recruiting capacity. • Personally own engineering leadership hiring, from initial conversations through assessment, offer negotiation, and closing. • Build and improve scalable recruiting processes, including evergreen pipelines, team matching, and structured interview approaches. • Establish effective interviewer pools and partner with hiring teams to improve calibration, interview quality, and candidate assessment. • Own recruiting delivery across your team, using pipeline health, pass-through rates, time to fill, and offer outcomes to diagnose problems and guide action. • Strengthen ATS data integrity and reporting, ensuring requisition structures and workflows provide an accurate view of recruiting activity and results. • Allocate recruiting resources thoughtfully, balancing critical searches, proactive pipeline development, and changing business needs. • Partner with People and compensation stakeholders to align hiring plans, leveling, and offer strategies with market conditions and internal expectations. • Help develop an early-career recruiting approach, including coordinated interview days and the processes needed to support future hiring. • Set clear standards for candidate experience, hiring-manager communication, and recruiting execution across the team.
Benefits
• In addition, for salaried positions you would also be eligible for: • Medical, Dental, and Vision plans • Flexible Spending/Health Savings Accounts • 401(k) + Company Match • Life Insurance, Pet insurance, and more • We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work. • Sound like a good fit? We’d love to meet you.
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