We’re seeking a seasoned Senior Technical Recruiter to drive hiring for our most critical technical roles at Grow Therapy. You will partner with Engineering, Product, Design, and Data teams, collaborating closely with hiring managers to deeply understand team priorities, role requirements, and long-term business goals. In this role, you will manage a high-impact recruiting pipeline, leveraging data to influence hiring decisions, optimize recruiting processes, and continuously measure requisition performance.

The ideal candidate will be passionate about Grow Therapy’s mission to expand access to mental healthcare, bringing that enthusiasm into every candidate interaction to help us attract and hire the most talented team in our space. This position is based in San Francisco or New York.

What You’ll Be Doing: 

• Manage the full-cycle recruitment process for technical roles (Engineering, Product, Design, Data) from role kick-off to close, including managing pipelines in Greenhouse, strategic sourcing, and maintaining a strong flow of recruiter screens.
• Own roles across all levels, from entry-level engineers to senior leadership (e.g., Director+).
• Partner strategically with hiring managers and technical leaders (e.g., CTO, Engineering Managers) to gain a deep understanding of technical requirements, advise on interview panels, and inform hiring decisions.
• Demonstrate success in fast-paced, scaling environments where proactive outreach, process efficiency, and metric-based performance are key.
• Build and execute advanced sourcing strategies on platforms like LinkedIn, GitHub, and other technical sourcing channels to engage top-tier passive talent.
• Use data and funnel analytics to drive decisions that improve recruiting efficiency, optimize pipelines, and influence hiring managers.
• Deliver an exceptional candidate experience, ensuring timely and clear communication while effectively selling Grow Therapy’s mission and technical vision.

You’ll Be a Good Fit If:

• You have over 6 years of recruiting experience, with at least 3 years focused on Engineering roles in high-growth, scaling organizations.
• You are a highly skilled sourcer who enjoys building outbound pipelines to attract top technical talent, including passive candidates.
• You have a strong understanding of technical recruiting best practices, including evaluating technical competencies and collaborating with engineering leaders.
• You have experience with recruiting tools like Greenhouse, Ashby, Gem, LinkedIn Recruiter, and GitHub sourcing.
• You thrive in fast-paced, high-volume recruiting environments, balancing multiple requisitions while maintaining quality and efficiency.
• You are passionate about mental health and accessible therapy, and you can effectively communicate Grow Therapy’s mission to candidates.
• You have excellent communication, interpersonal, and stakeholder management skills, with a track record of influencing hiring teams.
• You live in or can easily commute to our San Francisco or New York offices three times per week. 

Full Time/Part Time: 40 hrs/week.  This is a fully remote position located within the United States although we have offices located in Seattle, San Francisco and New York where we work a hybrid Tuesday-Thursday in office schedule.

Pay Rate: $70 - $95 USD per hour

What You’ll Be Doing: 

Grow Therapy is hiring a Talent Activation Senior Manager (also known as People Business Partner) to take an innovative approach to ensure we are enabling and driving high performance across all levels of the organization, holding a high bar while providing the best possible support to our employees. This individual will foster a commitment to raising the bar for performance across the organization and enable enterprise-wide support to meet and exceed that bar in a newly created/founding team. 

People Advisor & Performance Driver — Technology (80%)

You'll be one of the go-to people partners for the Technology organization and their first call for anything people-related. That means:

• Driving performance. You're co-responsible for business OKRs and actively cultivate a culture of accountability, feedback, and high standards at every level
• Coaching all levels of managers. You act as an executive coach, sounding board, and problem-solver for managers and team members alike. You're integrated into the org's operating model, not just parachuted in
• Owning talent management. You lead org design, talent planning, career pathing, headcount, and leadership development with a scale-first mindset, in partnership with senior leaders
• Supporting communications. You advise leaders on change management and help craft values-aligned messaging as the company grows and evolves
• Navigating employee relations. You lead fair, thoughtful performance processes and have the judgment to know when and how to escalate sensitive situations

Support building the Talent Activation Function in Technology (20%)

• Run evergreen programs and special projects to continuously improve how we approach performance, feedback, learning, and engagement across Technology
• Support annual and quarterly planning and roadmapping
• Use quantitative and qualitative data to spot trends, surface insights, and proactively shape people decisions before issues arise

Who You Are:

• You have an atypical background. Maybe you were a Chief of Staff or Consultant before moving into People, and you've also done the HRBP/People Business Partner work for at least 3 years. You bring both strategic and operational depth
• You're a high-performance operator. You have a strong track record of driving accountability, developing talent strategies, and executing on succession planning, leadership development, and career pathing
• You're a skilled coach and relationship builder. You can adapt your communication style to anyone in the org (from ICs to executives) and you build trust quickly.
• You're strategic and tactical in equal measure. You can zoom in and out with ease, and you thrive in fast-paced, constantly evolving environments
• You're autonomous and accountable. You feel ownership over business outcomes, roll up your sleeves without being asked, and bring a "whatever it takes" attitude
• You're a sharp thinker and communicator. You can simplify complex, ambiguous problems, communicate clearly in any format, and tailor your style to your audience
• You have strong business and analytical acumen. You're a systems thinker who uses data to inform decisions and influence stakeholders. You’re not just a people person, but a business partner in the truest sense.

Employment Type: Full Time, Exempt
Base Compensation: The base compensation range for this position is $161,000 - $197,000.
This is a hybrid role with the expectation to work onsite from our San Francisco hub location three days per week (Tuesday, Wednesday, and Thursday) and travel 2–3 times per year (e.g., company and department offsites).

The Opportunity:

We've built a People organization grounded in trust, empathy, and high standards. Now we're in the harder work of making that scalable. That means moving from reactive, judgment-driven people decisions to durable systems and processes that hold up as we grow. We're mid-build. You won't be inheriting a finished playbook; you'll be writing it.

Our team, Talent Activation, is responsible for raising the performance bar and building a feedback culture, while protecting the culture that makes Grow worth working at. We're made up of Business Partners, Performance, Learning, and Employee Relations, and we operate with an unusually high-touch model: one Business Partner for every 30 managers, a rejection of traditional L&D in favor of real behavioral change, and a deliberate early investment in the systems and AI infrastructure that will let us move faster and more consistently as we scale.

The Talent Activation Strategy and Projects Manager is for someone who wants to be in the engine room of that build. You'll own execution of our highest-priority initiatives, turn strategy into tools and processes that PBPs and managers actually use, and help us become an AI-forward People organization without losing the human touch that defines our culture. You'll report directly to the Senior Director of Talent Activation and work closely with senior Talent Activation leaders every day.

If you're energized by complexity, accountability, and the chance to build something that lasts at a company with a mission that matters, this is the role.

What You’ll Be Doing:

• Own the execution of Talent Activation's highest-priority initiatives on our roadmap. This is not a one-project-at-a-time role. You'll be running multiple complex, multi-workstream initiatives simultaneously – such as reworking our performance review cycles, standing up a Talent Density Mapping program, and designing individualized New Hire Onboarding into our performance culture – while keeping each moving from scoped strategy through frameworks, build, launch, and steady-state operation. Your primary internal clients are our People Business Partners (PBPs)
• Translate strategy into things people actually use. You'll take an opinionated Talent Activation strategy + roadmap and turn it into concrete workstreams, tools, playbooks, templates, and operating rhythms that PBPs and managers rely on every day. A good output from you isn't a deck. It's a process that runs without you in the room
• Drive cross-functional execution with rigor. You'll coordinate across PBPs, People Operations, People Analytics, and Legal to ensure programs are scalable, compliant, measurable, and system-ready. You'll maintain clear plans, timelines, risk logs, and success metrics and you'll know when to decide independently versus when to escalate
• Be a force multiplier on AI. We're actively building AI into how we work – including an AI coaching tool embedded in Slack for managers and an AI-assisted performance review process. You'll help us move faster and work smarter by identifying where AI can reduce manual work, improve signal quality, and support real-time decisions. You don't need to be an engineer, but you should have hands-on experience applying AI tools to People or operational workflows — and be genuinely curious about what's next
• Swing support as Business Partner. On an as-needed basis, you'll provide project and operational support to our Tech PBP (or others) by helping move people programs forward 

You’ll Be a Good Fit If: 

• You've operated in complexity without a lot of hand-holding. 5+ years of experience in program management, consulting, Chief of Staff, or People strategy roles within a high-growth or scaling organization. You're comfortable in the middle of a build, not just at the beginning or end of one
• You're a project manager at heart and People programs are your domain. You've owned end-to-end execution of people programs that required rigor, coordination, and follow-through. Performance management, manager effectiveness, talent systems, or ER infrastructure – you know what it takes to get these across the finish line and into adoption
• You make things real, quickly. You don't just design – you build. You move fast, make judgment calls, and follow work through to impact, not just launch. Past colleagues would say you're the person who actually gets things done.
• You think in systems and measurement, not tasks. You look at the whole picture before solving the part in front of you. You identify root causes, find high-leverage solutions, and design for scale and measurability, not just for the problem today.
• You've started applying AI to your work and you want to go further. You've used AI tools in a meaningful way, whether to improve a workflow, draft communications faster, analyze data, or support decision-making. You're curious about where it's going and proactive about experimenting. 
• You communicate with unusual clarity. People who've worked with you would call this a standout strength. You think in frameworks + write crisp documentation, sharp FAQs, and manager-facing materials that reduce judgment calls rather than create more of them
• You handle sensitive topics with maturity and consistency. You navigate performance management and employee relations with discretion, sound judgment, and maturity. You don't panic or over-escalate.
• You know what success looks like and you hold yourself to it. You care about outcomes, not outputs. You'd be unsatisfied shipping a program that doesn't get adopted. You define what "working" means before you build, and you track it after.

Employment Type: Full Time, Exempt
Base Compensation: The base compensation range for this position is $144,000–$168,000 USD Annually
This is a hybrid role with the expectation to work onsite from our NYC hub location three days per week (Tuesday, Wednesday, and Thursday) and travel 2–3 times per year (e.g., company and department offsites).
The base compensation for this role will vary depending on several factors, including relevant experience, qualifications, and the candidate’s working location.