SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 135,000 - 175,000 / annual
Zocdoc is a leading digital health marketplace helping millions of patients find and book care. As Lead Technical Recruiter, you'll be a strategic partner in scaling the company's technology teams across software engineering, infrastructure, data, security, product, and technology leadership.
Your core responsibilities include operationalizing technical hiring workflows with engineering and technology leaders to ensure fast, structured, friction-free interview processes. You'll act as a trusted consultant to technology leadership, providing market intelligence, setting realistic pipeline expectations, and using data to solve hiring bottlenecks before they impact product goals. You'll directly own end-to-end recruitment for critical positions across all levels, from individual contributors through Director-level roles.
You'll mentor and uplift peers on the recruiting team, modeling best practices for structured interviewing, candidate evaluation, and ATS hygiene. You'll leverage recruiting metrics—pass-through rates, time-in-stage, offer acceptance rates—to track pipeline health, forecast hiring output, and deliver clear reporting to technology leadership. You'll also proactively source and build diverse talent slates, ensuring equal access and personalized candidate experience at every step.
The role operates with high autonomy in a remote-first environment, requiring you to manage competing priorities, maintain clear communication across distributed teams, and drive results independently. You'll thrive in ambiguity and create order out of complex hiring demands.
**Requirements:**
- 6+ years of full-cycle recruiting experience with heavy focus on in-house technical recruiting (software engineering, infrastructure, data, security, product, or technology leadership)
- Proven track record of identifying inefficiencies in technical hiring processes and implementing solutions that improved speed, quality, or conversion
- Demonstrated ability to build trust, establish credibility, and constructively push back on senior technology leaders and executives
- Deep familiarity with technical roles, leveling, interview processes, candidate motivations, and competitive technology talent markets
- Expertise using ATS tools (Greenhouse, Lever) and sourcing platforms (LinkedIn Recruiter, Gem) to track funnel metrics and drive data-informed decision-making
- Proven track record of managing competing priorities, maintaining clear communication across distributed teams, and driving results independently in a remote environment
- Experience guiding, training, or mentoring junior and mid-level recruiters to elevate overall team performance
