# Senior Manager, Engineering Recruiting at OpenLoop > Remote · United States · Manager · Engineering management · open. Source: https://alderhq.app/jobs/ashby%3Aopenloophealth%3A8939da59-03d5-4cbe-b7f0-0cd448b5e3f3 (read 2026-11-14). ## Facts (observed) - Company: [OpenLoop](https://alderhq.app/companies/openloop) - Location text: United States - Remote - Where it can be done from (inferred): Remote · United States (evidence: "Remote role open worldwide") - Posted: 2026-10-20 (24 days ago) - First seen by alder: 2026-11-02 · last verified: 2026-11-12 - Reposted: 0 times · edited: 0 times - Apply on the employer's site: https://jobs.ashbyhq.com/openloophealth/8939da59-03d5-4cbe-b7f0-0cd448b5e3f3 ## Pay and sponsorship - Posted pay: not posted - Market band for similar posted roles (United States, n 554): p25 $210k, median $245k, p75 $279k ## Description (the employer's text) ### About OpenLoop 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. --- Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/ashby%3Aopenloophealth%3A8939da59-03d5-4cbe-b7f0-0cd448b5e3f3 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.