Technical Recruiter

For most people, health insurance is something that happens to them: a plan chosen by someone else, with little room to fit their life. Thatch is changing that. We help companies give every employee a real healthcare budget instead of a one-size-fits-all plan, so people can choose the coverage and care that works for them, and employers get predictable costs they can control.

It’s a simple idea, but making it real means solving hard problems across healthcare, payments, and technology, and we’re just getting started. We look for people who like solving complex problems, use good judgment, and are comfortable working through ambiguity. People here care deeply about our customers, take real responsibility for what gets built, and are driven by doing work that matters.

• Own full-cycle recruiting across Engineering, from proactive sourcing through close, while flexing into other priority searches as needed.
• Partner with Engineering leaders to define roles, calibrate on what great looks like, and maintain a high hiring bar as we scale.
• Build evergreen pipelines, developing relationships with great engineers well before we need them.
• Design sourcing strategies and develop new talent channels, from technical communities and referrals to university and new-grad recruiting.
• Use recruiting data and market insights to diagnose searches, spot bottlenecks, and adjust strategy.
• Improve how we hire, from interview design and calibration to candidate experience and closing.

• 4+ years of full-cycle technical recruiting experience, with a track record of hiring strong engineers across levels and technical profiles.
• Deep sourcing experience, with demonstrated success building pipelines and engaging hard-to-reach technical talent.
• Strong technical fluency and the ability to understand the work, ask good questions, and credibly engage engineers.
• A track record of partnering closely with Engineering leaders, influencing search strategy, and holding a high hiring bar.
• Skilled at navigating offers and closing candidates, balancing candidate expectations, market data, and our compensation approach.
• Startup or high-growth experience, with the ability to build while executing and adapt as priorities change.

• Built technical talent pipelines or sourcing programs from scratch.
• Developed university, new-grad, or early-career recruiting programs.
• Recruited beyond Engineering across Product, Design, or other functions.

We aim to keep our interview process thoughtful, rigorous, and efficient. Most candidates complete it within three weeks.

• A 30-minute conversation with a recruiter.
• A 30-minute conversation with the hiring manager.
• Functional interviews focused on the skills most important for the role.
• For some roles, a case study, technical exercise, or working session.
• A conversation with the department leader. 
• A final conversation with a member of our executive team.