About the RoleExacare ai is hiring a Technical Talent Acquisition Manager to help us build the technical teams that will power our next stage of growth. This is an individual contributor (IC), manager-level recruiting role for someone who can own high-priority technical searches end-to-end while acting as a trusted partner to the Engineering, Product, Design, Data, and technical leadership functions.
You will be responsible for identifying, engaging, assessing, and closing exceptional technical talent in a highly competitive market. You'll work closely with hiring managers to define success profiles, build effective interview processes, develop targeted sourcing strategies, and ensure we maintain a high hiring bar as we scale. This role is ideal for a senior technical recruiter or early technical TA manager who has owned complex technical searches, knows how to operate with urgency and precision, and wants to have a direct impact on the caliber of talent joining a fast-growing startup.
What You'll DoTechnical Recruiting Ownership- Own full-cycle recruitment for technical roles across Engineering, Product, Design, Data, ML, Infrastructure, and technical leadership, from intake to signed offer
- Lead role intakes with hiring managers to define requirements, success profiles, leveling, interview plans, scorecards, and closing strategies
- Manage multiple high-priority technical searches at once while maintaining strong process discipline, candidate follow-up, and stakeholder communication
- Build a deep understanding of exacare's product, technical environment, customer needs, and business priorities in order to credibly represent the opportunity to candidates
- Serve as a talent advisor to hiring managers, providing guidance on market availability, candidate profiles, compensation expectations, process design, and closing risk
Sourcing & Pipeline Strategy- Build and execute targeted sourcing strategies for hard-to-fill technical roles using LinkedIn Recruiter, Boolean search, GitHub, niche technical communities, referrals, alumni networks, events, and creative outbound channels
- Identify, engage, and nurture passive candidates across engineering, product, design, data, ML, and technical leadership talent pools
- Develop tailored outreach that speaks to candidate motivations, technical interests, startup appetite, and exacare ai's mission
- Maintain strong long-term talent pipelines for future priority roles and recurring hiring needs
- Use sourcing and pipeline data to understand what is working, where conversion is dropping, and how to improve candidate quality and throughput
Hiring Process & Candidate Experience- Partner with hiring managers to continuously refine technical interview processes for speed, fairness, consistency, and signal quality
- Help build and improve structured interview rubrics, scorecards, interviewer calibration practices, and feedback norms
- Champion a high-touch, transparent, and thoughtful candidate experience from first outreach through offer close
- Drive candidates through process with urgency while ensuring expectations, feedback, and next steps are clearly communicated
- Support offer strategy and closing by understanding candidate motivations, compensation needs, competing opportunities, and decision criteria
Recruiting Operations & Talent Intelligence- Develop and report on recruiting KPIs, including pipeline health, pass-through rates, time-to-hire, source performance, candidate quality, offer acceptance, and hiring manager responsiveness
- Use Ashby and other recruiting tools to maintain clean data, accurate reporting, and consistent workflow management
- Identify bottlenecks in the hiring process and proactively recommend improvements to increase speed, quality, and alignment
- Share talent market insights with hiring managers and leadership to inform hiring plans, role prioritization, and recruiting strategy
- Help raise the bar for how exacare ai attracts, evaluates, and closes exceptional technical talent
What You'll BringCore experience- 3-5 years of experience in technical recruiting, talent acquisition, or executive/agency search, with a strong track record hiring technical talent
- Experience recruiting across engineering and adjacent technical functions such as Product, Design, Data, ML, Infrastructure, or technical leadership
- Demonstrated success sourcing, engaging, and closing passive technical candidates in competitive markets
- Strong understanding of technical recruiting fundamentals, including role intake, technical sourcing, candidate assessment, structured interviews, leveling, and offer closing
- Experience partnering directly with engineering leaders, product leaders, founders, or senior technical stakeholders
- Ability to quickly learn and communicate technical concepts, product context, team structure, and hiring needs with credibility
- Strong sourcing skills across LinkedIn Recruiter, Boolean search, GitHub, referrals, technical communities, and creative outbound strategies
- Excellent written and verbal communication skills, including the ability to influence hiring managers, build trust with candidates, and communicate tradeoffs clearly
- Strong ownership mindset and ability to operate independently in a fast-moving startup environment
- Exceptional organization and follow-through; you can manage multiple searches, stakeholders, candidates, and priorities without dropping details
- Comfort using recruiting data to diagnose pipeline gaps, improve process efficiency, and drive better hiring outcomes
- Experience with Rippling, Juicebox, or a similar ATS/recruiting workflow tool
Preferred- Experience in a high-growth startup, B2B SaaS, AI, health tech, healthcare technology, developer tools, infrastructure, or similarly complex technical environment
- Experience hiring senior engineers, staff-level engineers, technical leads, founding engineers, product managers, or machine learning engineers
- Experience improving technical interview processes, interviewer training, calibration, structured scorecards, or hiring manager enablement
- Experience recruiting for both IC and leadership-level technical roles
- Familiarity with healthcare, care delivery, post-acute care, or healthtech is a plus, but not required
- Prior experience as a Senior Technical Recruiter, Lead Technical Recruiter, or early Technical TA Manager is a plus
Benefits + Perks- Competitive salary and equity in a high-growth startup
- Flexible PTO, take what you need
- Medical, dental, and vision coverage
- Great startup culture, including company off-sites
- Hybrid work out of our beautiful NYC office
- High-achieving team, including ex-FAANG engineers and alumni of Bain, BCG, Goldman Sachs, and more
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