Senior Manager, Engineering Recruiting
OpenLoop
Senior Manager, Engineering Recruiting
OpenLoop
White-label telehealth platform and services
OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.
About the Role
OpenLoop is looking for a Senior Manager, Engineering Recruiting to lead recruiting for our Engineering organization. Reporting to our Director of Technical Recruiting, you’ll partner with Engineering leaders to shape hiring priorities, develop a growing recruiting team, and build the processes that support our next stage of growth.
This is a player-coach role. Alongside leading the team, you will personally own engineering leadership hiring. You’ll balance immediate hiring needs with building a scalable recruiting operation, including evergreen pipelines, team matching, interviewer readiness, and reporting.
The ideal candidate brings hands-on technical recruiting expertise, proven people leadership, and experience helping a lean recruiting team scale. You know how to turn hiring priorities into practical plans, use data to improve results, and build trusted partnerships with senior technical leaders.
What You'll Do
Lead, coach, and develop a team of technical recruiting professionals, setting clear expectations, supporting growth, and managing performance.
Partner with Engineering leadership to translate business priorities into recruiting plans, align search priorities, and make informed decisions about recruiting capacity.
Personally own engineering leadership hiring, from initial conversations through assessment, offer negotiation, and closing.
Build and improve scalable recruiting processes, including evergreen pipelines, team matching, and structured interview approaches.
Establish effective interviewer pools and partner with hiring teams to improve calibration, interview quality, and candidate assessment.
Own recruiting delivery across your team, using pipeline health, pass-through rates, time to fill, and offer outcomes to diagnose problems and guide action.
Strengthen ATS data integrity and reporting, ensuring requisition structures and workflows provide an accurate view of recruiting activity and results.
Allocate recruiting resources thoughtfully, balancing critical searches, proactive pipeline development, and changing business needs.
Partner with People and compensation stakeholders to align hiring plans, leveling, and offer strategies with market conditions and internal expectations.
Help develop an early-career recruiting approach, including coordinated interview days and the processes needed to support future hiring.
Set clear standards for candidate experience, hiring-manager communication, and recruiting execution across the team.
Other duties as assigned.
Who You Are
An experienced technical recruiting professional with a strong foundation in Engineering hiring and a track record of personally delivering senior and leadership searches.
Approximately 2+ years of direct people-management experience, including coaching recruiters, setting expectations, and managing performance through formal review cycles.
Demonstrated success building or scaling Engineering recruiting processes while working with a lean team.
Familiarity with recruiting at scale, including evergreen pipelines, team matching, interviewer calibration, and structured assessment.
A trusted partner to senior Engineering leaders, able to clarify hiring needs, challenge assumptions, and communicate priorities and tradeoffs.
Comfortable operating as a player-coach, balancing team leadership with hands-on ownership of critical searches.
Skilled at using recruiting data to identify bottlenecks, prioritize improvements, and make decisions about resources and process.
Strong operational judgment, with experience improving ATS workflows, reporting, and data quality.
Able to adapt practices from larger organizations to a growing business with evolving needs and limited resources.
Clear and collaborative in your communication, including when hiring plans are at risk or priorities need to change.
Proactive, resourceful, and comfortable building structure in an ambiguous environment.
Early-career recruiting or program-building experience is a plus.
In addition, for salaried positions you would also be eligible for:
Medical, Dental, and Vision plans
Flexible Spending/Health Savings Accounts
Flexible PTO
401(k) + Company Match
Life Insurance, Pet insurance, and more
We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.
Sound like a good fit? We’d love to meet you.
OpenLoop Health provides white-label telehealth infrastructure that lets organizations launch or grow virtual care under their own brand. Its platform combines a HIPAA-compliant suite of tools—electronic health records, scheduling, payments, video visits, and API integrations—with backend services like regulatory setup, payer coverage, and revenue-cycle management; a nationwide clinician network supports staffing and credentialing. This blend lets partners maintain brand identity while outsourcing technology, operations, and clinical delivery. The company aims to make virtual care broadly accessible by helping organizations of all sizes reach patients anywhere with efficient, compliant care.
Explore more opportunities at OpenLoop