Senior Recruiter

In Brief

We're a rapidly growing startup on a mission to make healthcare proactive by empowering physicians, nurses, and care team members with real-time data to save lives. You'll own full-cycle recruiting across the company, with a primary focus on engineering, data science, and AI/ML, and help us build a recruiting operation that finds and signs top-tier talent efficiently.

Who We Are

Bayesian Health's mission is to improve patient outcomes by empowering clinicians with the insights they need to make the right decision for the right patient at the point of care. We're a diverse team of clinicians, engineers, AI experts, product designers, and performance improvement leaders committed to enabling smarter, patient-specific care delivery through unlocking the power of data.

We're funded by top tier tech and biotech investors: Obvious Ventures, Andreessen Horowitz, American Medical Association's venture arm, Catalio Partners, and LifeForce Capital. Recent recognitions include Forbes AI Top 50, World Economic Forum Tech Pioneer, Time Best Inventions, and BioTech AI Company of the Year. Read more about our peer-reviewed research in Nature Medicine associating our products with improved patient outcomes.

About the Role

This is a 6-month fixed-term role with the option to convert to full-time. Technical hiring is the primary focus, and you'll also own hiring across the rest of the company, including sales, client success, and clinical roles. When a search needs a recruiter, you take it, whatever the function.

This role is built on proactive sourcing and market mapping. The best candidates for our roles don't always apply on their own, so you'll spend real time finding them, reaching out, and earning their interest. You'll also protect the integrity of our hiring process, building identity and work history verification into how we screen.

You'll be our dedicated recruiter, so you'll set the baselines for time to fill, candidate response time, and offer acceptance, and then own improving them. Candidates judge us by how we treat them. No one waits for an answer, and when something inside our own process is slowing a candidate down, you'll find it and fix it. We would rather give someone a clear no quickly than leave them guessing.

You'll also help shape how we recruit. If the role converts to full-time, you'll help build and scale the recruiting function as we grow.

What You'll Own

Full-Cycle Recruiting Across the Company

Own searches from intake to signed offer, with a primary focus on engineering, data science, and AI/ML. Take on sales, client success, clinical, and other searches as the business needs them. Map the market, build target lists, and run proactive outbound sourcing so your pipelines don't depend on inbound applicants. Build and run talent-community and brand-awareness initiatives, creating recruiting content, job promotion, and outreach assets that raise awareness of our roles. Design and execute proactive sourcing campaigns tailored to specific audiences, using timely market insights to reach talent when they’re open to new opportunities.Build verification into your process so we can spot fraudulent or misrepresented candidates early.

Hiring Manager Partnership

Run intake meetings that pin down qualifications and competencies. Hold a regular pipeline review with each hiring manager, and partner on feedback, calibration, offer negotiation, and closing.

Candidate Progression and Speed

Keep every candidate moving and every search on pace. Respond to candidates and hiring managers quickly, manage scheduling, and spot stalled pipelines early. Own time to fill for your searches, and keep candidates engaged from first contact through their start date.

Recruiting Operations and Process Design

Manage our ATS end-to-end, including stage design, automation, sequencing, templates, tags, and reporting, and keep it current so no step depends on someone's memory. Keep improving our workflows, structured interviews, and scorecards, tying them back to defined competencies. Train and onboard hiring managers on ATS best practices, sourcing and compliance. Expand interviewer training and calibration so we have an adequate number of interviews to scale with our pipeline. Partner with the People team on offer development and on selling candidates on the opportunity.

Analytics

Publish recruiting analytics that show funnel health and guide improvements.

What You'll Bring

Deep sourcing expertise, with a track record of filling technical roles through proactive outbound and market mapping, not inbound applicants

High follow-through: running many searches at once, responding fast, keeping your commitments, and reducing time to fill, with specific examples you can describe