About NexHealth

Our healthcare system remains frustratingly analog. When you live in a world of one-tap car rides, instant meal delivery, and unlimited streaming, why do you still have to call to schedule a doctor’s appointment and fill out a clipboard in the waiting room?

NexHealth’s mission is to accelerate innovation in healthcare by connecting patients, providers, and developers. We’re building the infrastructure layer for modern healthcare, connecting thousands of fragmented, on-premise, and closed EHR systems into a single, modern platform that powers software, APIs, payments, and patient experiences across the ecosystem.

• Founded: 2017
• Headquarters: San Francisco, CA
• Funding: $177M Series C
• Employees: 200+
• Trusted by tens of thousands of providers and hundreds of health-tech developers — forging the infrastructure layer that modern healthcare needs

About the People & Talent Team

At NexHealth, the People & Talent Team is the engine behind our ability to attract, develop, and retain the talent that drives our mission forward. We partner closely with every function in the business to build a workforce that's equipped to solve real problems for healthcare providers and their patients. We don't just fill seats — we build teams with the craft, conviction, and capacity to scale. Talent acquisition at NexHealth is a competitive advantage, and we treat it that way.

About the Role

As Technical Recruiting Manager you'll own the full-cycle technical hiring motion for NexHealth while managing and developing a small recruiting team. This is a player-coach role built for someone who thrives on the work itself just as much as enabling others — someone who has strong opinions about what great recruiting looks like and the credibility to back them up. You'll be a trusted partner to Engineering, Product and Design leadership, and a steady voice who helps the business make smart, high-conviction hiring decisions even when stakeholders push back.

What You'll Do

• Design and own end-to-end recruiting strategy for our technical organization (Engineering, Product, and Design).
• Own full-cycle recruiting execution — sourcing, evaluating, and closing candidates for roles ranging from individual contributors to managers.
• Lead and develop a lean, effective team of recruiters, setting clear expectations, providing regular coaching, and building a culture of accountability and craft.
• Partner with hiring managers to define role requirements, calibrate on candidates, and move quickly without sacrificing quality.
• Build and maintain sourcing strategies that go beyond inbound — proactively building pipelines for hard-to-fill roles and future hiring needs.
• Drive consistent interview practices across your team, including calibration sessions, structured feedback, and ongoing coaching on interviewing skills.
• Surface recruiting data and insights to leadership in a way that informs decisions — pipeline health, time-to-fill, offer acceptance rates, and quality of hire feedback loop.
• Collaborate with People Partners and Compensation to structure competitive, equitable offers and navigate complex or multi-party negotiations with confidence.
• Contribute to process improvements across the talent acquisition function — identifying what's broken, proposing solutions, and owning implementation.

What You'll Bring

• 7+ years of full-cycle recruiting experience, including 2+ years managing a team of high-performing recruiters in a fast-paced, high-growth environment. You know how to coach, delegate, and hold people accountable while staying close to the work yourself.
• A strong track record of hiring engineers and technical ICs and managers. You understand what good looks like across levels and disciplines, and you've developed technical context to evaluate candidates meaningfully and calibrate effectively with technical leaders.
• A clear, well-developed point of view on what great technical talent looks like and the confidence to advocate for your assessment.
• Proven ability to build trusted partnerships with leaders — influencing without authority and pushing back when something isn't right.
• Demonstrated ownership mindset: you follow through, surface problems early, and take initiative rather than waiting to be asked.
• Comfort operating in ambiguous environments where the process isn't fully built yet — and a bias toward building repeatable systems that make the team better over time.
• Strong communication skills — clear and thoughtful with candidates, hiring managers, and leadership alike, and able to adapt your message to the audience.
• Experience using data to understand pipeline health and recruiting performance, and translating that into action.

Bonus Points For

• Experience recruiting at a B2B SaaS company.
• Familiarity with technical assessments, take-homes, or structured interview design for engineering roles.
• Exposure to compensation benchmarking tools such as Radford, Levels.fyi, or Carta Total Comp.
• Experience building or refining an ATS workflow (Greenhouse, Gem).

Compensation

Actual salaries will vary depending on factors including but not limited to location, experience, and performance. The range listed is just the base salary component of NexHealth’s total compensation package for employees. Other benefits may include stock options, an unlimited paid time off policy, and up to 100% coverage on medical, vision and dental insurance.

NexHealth Compensation Range$150,000—$210,000 USD

Benefits

• Full Medical, Dental, and Vision (up to 100% covered)
• 401K and commuter benefits
• Flexible PTO
• High-impact work that directly improves the healthcare experience for millions

Our Values

• Solve the customer’s problems, not yours
  When making decisions, think from the perspective of the customer. It’s easy to make decisions that make our lives simpler, but not the customers.
• Do the things others are not willing to do
  As a Nexer, always go after the hardest problems. Pursue things at the highest quality. Move at the fastest pace.
• Take ownership
  Act like a founder. Own your roles, destinies, mistakes, behavior, and our mission. The buck stops with each of us - no blaming or excuses.
• Say what’s on your mind, with positive intent
  Be direct, proactive, transparent, and frequent in your communication.
• Default trust
  As a Nexer, you do not have to earn trust, trust is given to you by default. If we by default trust each other, our speed of communication, feedback, information sharing, and overall improvements will be a lot faster.
• Think in first principles
  We first identify the problem and then break it down to its fundamentals before diving into solutions. We constantly ask “why” to validate our assumptions.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We provide reasonable accommodation for individuals with disabilities to participate in the application or interview process. Contact talent@nexhealth.com to request assistance.