SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Latent is an enterprise pharmacy intelligence platform using clinical AI to streamline prior authorizations, appeals, and 340B compliance. The company raised an $80M Series A led by Spark Capital and Transformation Capital, with backing from General Catalyst, McKesson Ventures, Conviction, and Y Combinator. Over 60 health systems use Latent, including Yale New Haven, Mount Sinai, UCSF, and Ochsner.
You will own recruiting searches end-to-end, from pipeline development through offer close. This is a hands-on role requiring independent sourcing of candidates, management of inbound leads, close partnership with hiring managers, and accountability for hiring outcomes. Within your first 3–6 months, you are expected to build and manage healthy pipelines and consistently drive 2–3 hires per month.
Key responsibilities include:
- Own searches end-to-end: partner with hiring managers to define candidate profiles and interview processes, build pipelines, manage candidates through interviews, and close offers.
- Build your own pipeline through proactive sourcing and engagement of high-quality candidates rather than relying primarily on inbound or referrals.
- Create clarity with hiring managers by developing a strong understanding of what great looks like, using candidate data and market feedback to sharpen profiles, and keeping searches moving through ambiguity.
- Manage pipeline health by tracking every search, identifying gaps early, and taking action before pipelines become problems.
- Deliver consistent hiring outcomes while maintaining a high bar for candidate quality.
- Contribute ideas and judgment to improve sourcing, interviewing, closing, and recruiting operations as Latent scales.
The company values high ownership, operates with speed while exercising good judgment, and builds products that directly improve patient care.
REQUIREMENTS:
- Experience recruiting for software and technology companies with strong understanding of identifying and engaging talent in competitive technical markets.
- Strong sourcing ability; ability to build pipelines from scratch without depending on inbound candidates or agencies.
- Experience owning searches end-to-end, including intake, sourcing, candidate management, hiring manager partnership, offer, and close.
- High ownership and accountability.
- Comfortable operating in ambiguity and moving quickly while exercising good judgment.
- Strong communication skills; ability to build trust with candidates and hiring managers without overcomplicating.
NICE TO HAVE:
- Mix of agency and in-house recruiting experience, particularly at high-growth startups.
- Experience recruiting across different company stages, from early-stage startups to larger technology companies.
- Experience joining a company during rapid growth and helping build recruiting processes without unnecessary complexity.
