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Open nowPosted 3 days ago

Technical Recruiter

Latent23 open roles

Pay
$170,000 – $199,000 a year
Where
San Francisco
Work mode
On site
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Your applicationOpen nowTechnical RecruiterLatent · San Francisco

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Latent's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

7.8% of postings close within 7 days. Measured by our own scanner across the market. Latent postings stay open a median of 44 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.4%3 days
  3. 7.8%7 days
  4. 14.3%14 days
  5. 33.7%30 days
This job: posted 3 days ago

Latent median: 44 days open

The posting

ABOUT LATENT

Latent is the enterprise pharmacy intelligence platform. Our clinical AI streamlines prior authorizations, appeals, and 340B compliance, so patients start therapy faster and care teams spend less time on paperwork.

We raised an $80M Series A led by Spark Capital and Transformation Capital, with General Catalyst, McKesson Ventures, Conviction, and Y Combinator. 60+ health systems run on Latent, including Yale New Haven, Mount Sinai, UCSF, and Ochsner. We move fast, operate with high ownership, and build products that directly improve patient care.

THE ROLE

We're looking for a Recruiter who can independently own searches from pipeline development through close. This is a hands-on role for someone who is comfortable sourcing their own candidates, managing inbound, partnering closely with hiring managers, and ultimately being accountable for hiring outcomes—not just recruiting activity.

Within your first 3–6 months, we expect you to build and manage healthy pipelines across your roles and consistently drive an average of 2–3 hires per month.

WHAT YOU'LL DO

- Own searches end-to-end. Partner with hiring managers to define the profile and interview process, build the pipeline, manage candidates through interviews, and close.

- Build your own pipeline. Proactively source and engage high-quality candidates rather than relying primarily on inbound or referrals.

- Create clarity with hiring managers. Develop a strong understanding of what great looks like, use candidate data and market feedback to sharpen the profile, and keep searches moving when there is ambiguity.

- Manage pipeline health. Know where every search stands, identify gaps early, and take action before a pipeline becomes a problem.

- Deliver consistent hiring outcomes. Build toward an average of 2–3 hires per month while maintaining a high bar for candidate quality.

- Help us get better. Bring judgment and ideas to how we source, interview, close, and operate as a recruiting team as Latent continues to scale.

WHAT WE'RE LOOKING FOR

- Experience recruiting for software and technology companies, with a strong understanding of how to identify and engage talent in competitive technical markets.

- Strong sourcing ability. You know how to build a pipeline from scratch and aren't dependent on inbound candidates or agencies to deliver.

- Experience owning searches end-to-end, including intake, sourcing, candidate management, hiring manager partnership, offer, and close.

- High ownership and accountability.

- Comfortable operating in ambiguity and moving quickly while still exercising good judgment.

- Strong communicator who can build trust with candidates and hiring managers without overcomplicating things.

NICE TO HAVE

- A mix of agency and in-house recruiting experience, particularly at high-growth startups.

- Experience recruiting across different company stages—from early-stage startups to larger technology companies.

- Experience joining a company during a period of rapid growth and helping build recruiting processes without adding unnecessary complexity.

WHY JOIN LATENT

- Backed by top-tier investors including General Catalyst, Conviction, and Y Combinator

- Work alongside a high-caliber team building products our healthcare partners love

- Work on mission-critical problems at the intersection of AI and healthcare

- Real ownership and visibility

- High-impact role on a small, fast-growing team

- Join at a stage where recruiting has a direct impact on the trajectory of the company and you'll have meaningful ownership over how we build the team

BENEFITS

- Competitive compensation, including meaningful equity

- Medical, dental, and vision insurance for employee and dependents

- Flexible PTO policy

- Paid parental leave

- Fertility and family-building stipend through Carrot

From $25, paid onceGet the CV for this job

What happens when you press

One press. We do the rest.

  1. A CV for this posting

    Written against Latent's own wording, from every piece of relevant proof in your profile.

  2. 25 readers review it

    Recruiter, hiring manager, skeptic and more read every draft, round after round. You get the best round.

    The review screen in CV Rocket: how each CV was read, round by round.

  3. We apply on Latent's form

    Our application engine gets through the hardest forms there are. Where a question needs you, AI suggests the best answer. Don't want us applying from our IP addresses? Use our Chrome extension: we apply straight from your own browser.

    An application in CV Rocket: every answer filled in on the employer's form.

  4. Every reply, sorted

    Latent's answer lands in your private mailbox, and we classify it on arrival: interview, question, rejection.

    The CV Rocket inbox: each employer reply classified as an interview, an action or a rejection.

  5. Reply with AI

    AI helps you write the email, checks it and sends it. We show you whether the recruiter read it.

  6. The interview in your calendar

    Full integration with your calendar. The invitation goes straight in.

    An interview invitation in the CV Rocket inbox, added to the candidate's calendar.
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Why it works

3×

more interviews than doing it yourself with ChatGPT.

ChatGPT writes a CV and never learns what happened to it. We see every reply. For each CV we know:

  • How it was written, and how the review scored it
  • When we applied, and how long after the posting went up
  • Which posting, which company, which city
  • Who got the interview, and who heard nothing

That is how we know which CVs get called.

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The numbers game

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We make the most of the background you have. The CV uses every piece of relevant proof your profile holds, and one of the 25 readers reads your whole profile and flags what the CV left out.

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