Technical Recruiter
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 1d ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 5d ago
The date the source published, not the day we noticed it (2026-10-05). Last seen at its source just now.
We have tracked this listing since 9 Oct 2026 (1 days). The employer's own board has carried it every time we have read it, most recently just now.
Is it remote?
Remote (US)
That is the location the employer filed this posting under. Quoted as written — we do not re-word the source's own location.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Pay
$160k–180k/yr
Read out of the job description by us, not from a structured field. Shown in the posting's own currency and period; we never convert.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
-
Greenhouse employer's own board first seen 1d ago · last seen just now
The listing
About the role
Thatch is changing healthcare benefits. We give companies a way to offer every employee a health budget so they can choose the plan that fits their life, while giving employers predictable, controllable costs. Making that possible means solving hard problems across healthcare, payments, and technology.
We look for people who like solving complex problems, take real ownership, and are comfortable working through ambiguity. People here have real responsibility for what gets built and care deeply about doing work that matters.
Talent is how we build the team to do it. As a Technical Recruiter, you’ll own Engineering hiring and help build the technical team behind Thatch’s next stage of growth. You’ll partner closely with leaders, build relationships with top-tier talent, and think beyond today’s open roles to keep us ahead of our hiring needs while maintaining a high hiring bar.
What you'll do
- Own full-cycle recruiting across Engineering, from proactive sourcing through close, while flexing into other priority searches as needed.
- Partner with Engineering leaders to define roles, calibrate on what great looks like, and maintain a high hiring bar as we scale.
- Build evergreen pipelines, developing relationships with great engineers well before we need them.
- Design sourcing strategies and develop new talent channels, from technical communities and referrals to university and new-grad recruiting.
- Use recruiting data and market insights to diagnose searches, spot bottlenecks, and adjust strategy.
- Improve how we hire, from interview design and calibration to candidate experience and closing.
Background we're looking for
- 4+ years of full-cycle technical recruiting experience, with a track record of hiring strong engineers across levels and technical profiles.
- Deep sourcing experience, with demonstrated success building pipelines and engaging hard-to-reach technical talent.
- Strong technical fluency and the ability to understand the work, ask good questions, and credibly engage engineers.
- A track record of partnering closely with Engineering leaders, influencing search strategy, and holding a high hiring bar.
- Skilled at navigating offers and closing candidates, balancing candidate expectations, market data, and our compensation approach.
- Startup or high-growth experience, with the ability to build while executing and adapt as priorities change.
Experience we’d be particularly excited about
- Built technical talent pipelines or sourcing programs from scratch.
- Developed university, new-grad, or early-career recruiting programs.
- Recruited beyond Engineering across Product, Design, or other functions.
What to expect
We aim to keep our interview process thoughtful, rigorous, and efficient. Most candidates complete it within three weeks.
- A 30-minute conversation with a recruiter.
- A 30-minute conversation with the hiring manager.
- Functional interviews focused on the skills most important for the role.
- For some roles, a case study, technical exercise, or working session.
- A conversation with the department leader.
- A final conversation with a member of our executive team.
About Thatch
We’re a fully distributed early stage company using technology to change the way America does healthcare. We’re a happy, friendly, high-velocity team. You can read more on Thatch here.