Senior Corporate Recruiter

We’re hiring our first Senior Corporate Recruiter to build the recruiting playbook and hiring philosophy for some of our fastest growing teams, Sales & Partnerships and Operations. You’ll own full-cycle recruiting and pipeline generation, reporting to our Director of People Operations. 

You will be an advocate for our mission and one of our biggest champions. You’re the first person candidates talk to at Seven Starling, and the people you hire go on to be the first voice our OBGYN partners and patients hear. When someone finishes a call with you, we want them to think “I love what Seven Starling is doing, and I want to be part of it.” 

We’re looking for a warm, curious, mission-driven builder who is just as happy sourcing a candidate as creating the process behind it. You’ll partner with amazing hiring managers to build a process that is curated, sustainable, and ready to scale as we do. With Seven Starling’s headcount expected to double in the next year alone, we are looking for someone to support an exciting phase of growth to bring on talented, mission-driven folks to accomplish our lofty goals!

• First 30 days: Learn the roles and needs of our hiring managers. Work with them to build a structured hiring profile and sourcing strategy for each repeat role to refine the search and pipeline building. Take over all open Sales and Operations pipelines in Lever.

• By 60 days: Make your first few hires and use that success to further align on ideal candidate profiles. Run recruiting for all assigned job requisitions on your own. Have a clear opinion on what is working well and what needs to be refined in the hiring process, from outreach communications to interview setup to final offer. 

• By 90 days: Share pipeline data with the Director of People Operations and hiring managers. Use what you have learned to draft a repeatable, best-in-practice playbook for repeat roles.

• Own the corporate recruiting strategy. Decide where and how we find talent for each Sales and Operations role: which companies, titles, and markets to go after and which hiring channels should be kept. Every search starts with a clear plan built by you. 

• Hit our hiring targets. Set a pipeline plan for each role, track it weekly, and flag early when we are off pace. We expect you to reach your hiring targets and know how you got there. 

• Be a champion for Seven Starling. Tell our story with real excitement, so candidates leave a conversation with you wanting to be part of our mission.

• Own the hiring journey and experience. Primary focus on Sales and Operations hiring from intake through signed offers with a warm handoff for onboarding. 

• Guide decision-making with numbers. Track pipeline conversion, time to fill, and offer acceptance. Share what you see with the Director of People Operations and use it to improve each hiring stage.

• Keep relationships warm and be curious with your search. Stay in touch with strong candidates who aren’t a fit yet. Build a network of future hires, and show up in the communities where great people already are. Let referrals, events, and past conversations feed your pipeline.

• Partner with and learn from the team. Run screener meetings to agree on the candidate profile, timeline, and pipeline health, and keep hiring managers updated along the way.

• Screen with care and a clear, consistent rubric. Send managers short summaries, handle scheduling, and prep interviewers so each round builds on the last.

• Ensure candidates feel heard, even if they aren’t a fit right now. Write thoughtful offer, rejection, and update messages that are timely and kind, and keep records accurate in Lever. 

• Build, test, and refine. Turn what works into repeatable processes with the Director of People Operations. Keep improving the playbook as we learn. 

• Jump in when needed. Pick up one-off reqs in other departments.

• 5+ years of full-cycle recruiting for primarily sales and metrics-driven positions, ideally high-volume, with a record of consistently hitting hiring targets. Bring real examples of how you did it.

• A strong talent sourcer, comfortable with cold outreach. You can show how you have found candidates who weren’t actively looking and how you have built a candidate pipeline from nothing. Experience hiring sales or operations role (field sales, inside sales, or healthcare is a plus). 

• Genuinely warm and down to earth. Candidates and hiring managers should feel like you’re on their side, and you’re honest with them about the position. 

• A service mindset. You follow up, close the loop, and notice when someone has been waiting too long for an answer.

• Excited to build from scratch. You’d rather improve a process than follow one, and you keep refining it. 

• Comfortable with targets and accountability, and proficient with ATS systems and recruiting tools.

• A true believer in what we do. You can talk about our mission with conviction and get people excited, including people who aren’t looking right now.

• Experience with Lever

• Experience at a venture-backed startup

• Full-time; remote

• The salary for this position is $105,000 to $115,000 

• Meaningful equity package with significant upside potential

• Competitive paid time off

• Competitive parental leave policy

• One-time stipend to enhance your work from home experience

• Medical, dental, and vision insurance

• 401K

• Bereavement leave, including for miscarriage and pregnancy loss

• Annual stipend for your choice of wellness benefits

• Annual professional development stipend

• Virtual team events