Senior Recruiter, GTM

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 Role

We are hiring a Senior GTM Recruiter to build, own, and execute recruiting across Go-To-Market (GTM) functions at NexHealth. This is a builder role: you’ll lay the recruiting foundation that powers our Sales, Marketing, Customer Success and related teams, and partner closely with business leaders to turn growth goals into hiring outcomes.

This is a senior, hands-on individual contributor role. You’ll carry and own requisitions from first outreach to signed offer, and while you’re in the weeds you’ll spot what’s broken and fix it. That means building the processes, tools, and operating rhythms that let GTM hiring scale.

This role is fully remote within the United States. The ideal candidate has deep GTM recruiting expertise and strong business judgment, likes building things from scratch, and is energized by driving change in a fast-moving environment. You’ll play a critical role in helping NexHealth scale efficiently and thoughtfully, in line with our culture and operating principles.

What You’ll Do

• Build and own the end-to-end recruiting strategy for GTM and related functions, aligned to company growth and revenue goals.
• Roll up your sleeves on full-cycle recruiting: sourcing, screening, candidate engagement, interview coordination, offer strategy, and closing.
• Carry a hands-on requisition load, with a focus on high-impact and hard-to-fill roles.
• Build the foundation for scalable hiring by designing and improving interview processes, scorecards, hiring playbooks, and operating rhythms.
• Drive change by finding what’s slowing hiring down and fixing it, whether through process, tooling, or better alignment with hiring teams.
• Serve as a trusted advisor to GTM and other cross functional leaders on talent strategy, market insights, compensation trends, and hiring best practices.
• Build and maintain proactive, high-quality talent pipelines
• Develop creative sourcing strategies and outreach approaches to attract top-tier, diverse talent.
• Use recruiting metrics and funnel data to spot gaps, track progress, and improve hiring speed and quality.
• Champion an exceptional candidate experience and a compelling employer story tied to NexHealth’s mission and values.
• Partner with People Ops and Talent Ops to improve recruiting tools, dashboards, and workflows.

What You’ll Bring

• 6+ years of full-cycle recruiting experience, with deep expertise hiring across GTM and related functions.
• A track record of building or scaling recruiting functions in fast-paced, high-growth environments.
• Comfort being deep in the details, from writing your own outreach to closing candidates, while keeping the bigger picture in view.
• A builder mindset, with experience creating structure, systems, and repeatable recruiting practices where little existed before.
• A history of driving change by influencing hiring managers and leaders to adopt better ways of hiring.
• Strong stakeholder management skills and the ability to advise leaders at all levels.
• A data-driven approach to recruiting, with fluency in metrics, pipelines, and hiring analytics.
• Excellent communication skills and strong instincts for candidate experience and employer branding.
• Experience using Greenhouse or a comparable ATS.
• High integrity, strong ownership, and a bias for action.