Lead Talent Partner, Technical Recruiting

Hinge Health is looking for a strategic, high-judgment Lead Talent Partner to lead hiring for Software Engineering. This is a high-impact role for someone who knows how to partner closely with senior engineering leaders, translate business priorities into clear talent strategies, and deliver exceptional hiring outcomes in a high-bar environment.

In this role, you will own full-cycle recruiting for technical recruiting, serving as a true thought partner to leaders across the engineering organization. You will shape search strategy, calibrate hiring plans, use market insights to influence decisions, and ensure candidates have a thoughtful, high-quality experience from first touch through close.

This role is a strong fit for someone who is equal parts operator and advisor: someone who can move quickly, work through ambiguity, challenge assumptions with data, and build trust with demanding stakeholders. It is especially well-suited for someone who understands the nuance of engineering hiring across levels, from senior individual contributors to engineering managers and technical leaders, and who can bring rigor, creativity, and strong judgment to complex searches.

• Own full-cycle recruiting for Software Engineering from intake and calibration through offer close and handoff.

• Partner with Engineering leaders to define role scope, level, and search strategy based on business needs, team context, and market reality.

• Build and manage high-quality pipelines for Software Engineering talent, including passive candidate outreach in competitive markets.

• Lead searches across a range of engineering profiles, including senior and staff-level engineers, engineering managers, and other hard-to-find technical talent.

• Conduct talent mapping for critical and future-looking engineering needs, including emerging areas, niche technical domains, and 0-to-1 or incubation work where applicable.

• Use recruiting data and funnel insights to diagnose bottlenecks, improve hiring efficiency, and drive better decision-making with stakeholders.

• Lead thoughtful calibration conversations when hiring teams need to reassess expectations around level, compensation, technical profile, or candidate availability.

• Create an excellent candidate experience by ensuring clear communication, strong process management, and a high-touch, respectful approach throughout the interview journey.

• Influence longer-term headcount planning by bringing talent market insights and hiring data into workforce planning conversations.

• Improve hiring quality by refining job descriptions, interview process design, interviewer alignment, and stakeholder expectations where needed.

• Raise the bar on engineering recruiting by sharing best practices, coaching stakeholders, and helping evolve how we assess and close top technical talent.

• You are a strong strategic partner, not an order-taker. You know how to influence senior stakeholders, push on assumptions, and guide teams toward better hiring decisions.

• You bring strong engineering recruiting judgment. You understand how to assess Software Engineering talent and tailor search strategy to different levels, technical domains, and team needs.

• You are highly data-driven. You use funnel metrics, market signals, and process data to identify issues and improve outcomes.

• You know how to navigate high-bar technical hiring. You are credible with engineering leaders, thoughtful in calibration conversations, and comfortable advising on tradeoffs between talent quality, speed, and market reality.

• You care deeply about candidate experience and know that high standards and high humanity should go together.

• You are agile, organized, and comfortable juggling multiple priorities without losing quality or momentum.

• You are energized by high-expectation environments and know how to operate well with senior, discerning hiring teams.

• 5+ years of full-cycle recruiting or talent partnership experience, with meaningful experience supporting Software Engineering or other closely related technical functions.

• Track record of partnering with senior hiring managers and cross-functional stakeholders to deliver against complex hiring goals.

• Demonstrated success hiring passive technical talent in competitive markets.

• Strong experience using recruiting data to influence decisions, improve processes, and solve hiring challenges.

• Excellent written and verbal communication skills, with the ability to build credibility quickly and handle challenging stakeholder dynamics with sound judgment.

• Experience recruiting for Software Engineering in a fast-paced, high-growth, or mission-driven environment.

• Experience supporting senior engineering leaders through org design, workforce planning, or talent mapping conversations.

• Experience hiring across a range of technical levels and profiles, including senior individual contributors, staff engineers, and engineering managers.

• Experience improving interview process design, calibration, and candidate experience at the function level.

• Familiarity with healthcare, digital health, AI, platform, infrastructure, or other complex technical environments.

This is an opportunity to have an outsized impact on one of the most important parts of the business: building the Software Engineering organization. The role is high visibility, and you will work closely with senior leaders, help shape hiring strategy in a high-expectation environment, and play a visible role in raising the bar on talent across the organization.

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