Senior Talent Partner, Engineering
About the Role
Hinge Health is looking for a strategic, high-judgment Senior Talent Partner to lead engineering recruiting. 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 roles across software engineering, hardware, data science, and/or data platform, 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 technical stakeholders.
What You’ll Do
Own full-cycle recruiting for engineering roles across software engineering, hardware, data science, and/or data platform—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 and market reality.
Build and manage high-quality pipelines for technical talent, including passive candidate outreach in highly competitive markets.
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, or candidate profile.
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 technical talent market insights and hiring data into workforce planning conversations.
Help improve hiring quality by refining job descriptions, interview process design, and stakeholder alignment where needed.
What Makes You a Great Fit
You are a strong strategic partner, not an order-taker. You know how to influence senior technical stakeholders, push on assumptions, and guide teams toward better hiring decisions.
You bring strong technical recruiting judgment. You understand how to assess talent across software engineering, hardware, data science, and data platform domains and tailor search strategy to different levels, problem spaces, and team needs.
You are highly data-driven. You use funnel metrics, market signals, and process data to identify issues and improve outcomes.
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-bar environments and know how to operate well with senior, discerning engineering teams.
Basic Qualifications
3+ years of full-cycle technical recruiting or talent partnership experience, with meaningful experience supporting hiring across software engineering, hardware, data science, or data platform functions.
Track record of partnering with senior engineering hiring managers and cross-functional stakeholders to deliver against complex hiring goals.
Demonstrated success sourcing and 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.
Preferred Qualifications
Experience recruiting technical talent across software, hardware, or data domains in a fast-paced, high-growth, or mission-driven environment.
Experience supporting engineering leaders through org design, workforce planning, or talent mapping conversations.
Experience improving technical interview process design, calibration, and candidate experience at the function level.
Familiarity with healthcare, digital health, or other complex hardware and software environments.
Why This Role This is an opportunity to have an outsized impact on one of the most vital parts of the business: building the engineering and data organization. The role is high visibility—you will work closely with senior technical leaders, help shape hiring strategy in a high-expectation environment, and play a visible role in raising the bar on technical talent across the organization.
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