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Open nowPosted 107 days ago

Senior Talent Recruiter

Triomics16 open roles

Pay
$110,000 – $140,000 a year
Where
New York Office
Work mode
Hybrid
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Your applicationOpen nowSenior Talent RecruiterTriomics · New York Office

  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 Triomics's own form.

The reply lands in your private mailbox

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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. Triomics postings stay open a median of 13 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 107 days ago

Triomics median: 13 days open

The posting

Job Description:

We’re hiring a Senior Talent Recruiter to help us scale across roles like Customer Success/Account Management, forward-deployed engineering & integrations, GTM (provider + pharma), AI research, and other core business functions.

This is not a “post jobs and review inbound” seat. We’re looking for someone who is high-output, process-rigorous, and AI-native—someone who uses modern recruiting tech and automation to find, prioritize, and engage the right candidates quickly, while leveraging leadership, team, and investor networks strategically as an accelerant (not the foundation).

What You’ll Do:

Own full-cycle recruiting for priority roles

- Run intake/kickoff meetings with hiring managers; define success profiles, scorecards, sourcing strategy, and timelines

- Source proactively via LinkedIn, outbound email, communities, referrals, events, and AI-powered tools—especially for niche roles (e.g., clinical implementation, healthcare IT integration, clinical workflow account management, AI research, etc.)

- Screen candidates, manage interview loops, collect feedback, and keep processes moving fast

- Drive offer process (comp calibration, closing strategy, negotiation support) and ensure a high-close-rate candidate experience

Build a modern recruiting engine

- Stand up repeatable sourcing playbooks by function (CS, AM, FDE/Integrations, Sales, AI Research)

- AI-enabled sourcing at scale: use modern talent intelligence + sourcing tools to generate high-quality slates quickly (e.g., SeekOut, hireEZ, Findem, Gem) and continuously improve pipeline quality via testing/iteration

- AI-accelerated screening & signal capture: leverage structured scorecards plus AI-assisted workflows (within your ATS and/or interview intelligence tools) to tighten screening, debriefs, and decision-making without sacrificing candidate experience.

- AI-assisted outreach & personalization: create high-conviction, persona-specific outreach sequences (role-based messaging, adjacent-company mapping, follow-up automation) while keeping a high-touch tone for senior and niche candidates.

- Custom workflows (bonus): build lightweight custom agentic workflows to speed intake docs, sourcing queries/Booleans, outreach drafts, and candidate “short memos” for hiring managers—practical automation that measurably improves throughput.

- Track funnel metrics (time-to-fill, pass-through rates, source performance, close rates) and recommend changes

Be a strategic partner to leadership

- Advise on leveling, role design, and market realities (NYC vs remote, title calibration, compensation bands)

- Help prioritize hiring plans to ensure speed to close

- Coordinate scheduling and candidate comms with a high-touch, white-glove approach—especially for senior hires

What Success Looks Like (First 90 Days)

- You’ve built strong relationships with leadership and the core hiring managers and can run tight intakes independently

- You’ve shipped hires in at least 2–3 priority functions (e.g., AM/CS, ClinOps, FDE/Integrations, Sales)

- You’ve stood up a repeatable sourcing motion and improved our speed and signal quality.

- Candidates consistently rate their experience highly (fast, clear, respectful, high-conviction)

Ideal Background:

Must-haves

- 3–6 years recruiting experience (in-house preferred; strong agency-to-internal candidates considered)

- Proven success recruiting across at least two of: technical roles, GTM roles, CS/AM roles

- Strong outbound sourcing and closing skills—high comfort with proactive outreach

- Strong process rigor: clean tracking, tight comms, structured scorecards, fast iteration

- Demonstrated ability to use modern recruiting tooling and automation to increase throughput

Nice-to-haves

- Healthtech / healthcare IT / clinical research tech exposure or other high growth AI enabled healthcare experience

- Experience recruiting in NYC and/or for in-office cultures

- Experience recruiting at or for startups looking to scale rapidly / managing multiple searches with varied personas simultaneously

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