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About Scene Health
Scene’s 360° model of care enhances the gold standard of medication adherence, Directly Observed Therapy. Combining personalized video coaching, education, and motivational content, we bring healthcare professionals, patients, and their families together to solve the $500B medication non-adherence problem. Our mobile app allows patients to connect with a care team of pharmacists, nurses, and health coaches through daily video check-ins, anytime and anywhere. We make it fun for patients to stay on top of their medications, help them address medication challenges, and empower them to improve their health by addressing barriers to adherence related to social determinants of health.
Scene Health is hiring a full-time Recruiter & Talent Acquisition Specialist to own hiring end to end, from workforce planning to signed offer.
About the role
You will find, attract and hire the people who build Scene Health. You will run full-cycle searches across all departments while shaping how we hire for the long term.
This role blends day-to-day recruiting with talent acquisition strategy: employer branding, pipeline building and hiring process improvement. You will partner closely with hiring managers and leadership, acting as a trusted advisor on the talent market.
This role goes beyond filling open positions. The ideal candidate will be deeply embedded in the business, partnering with operational leaders to understand staffing requirements, monitor employee turnover and performance trends, and proactively identify hiring needs before they impact service delivery.
The successful candidate will bring a data-driven approach to recruiting, establish clear workforce metrics, and independently recommend actions to leadership to ensure Scene has the right talent and capacity to support growth.
Key responsibilities Full-cycle recruiting Manage 15–25 open requisitions at a time, from intake meeting to accepted offer.
Write and post compelling job descriptions across job boards, social media and the careers page.
Source passive candidates through LinkedIn Recruiter, Boolean search, referrals and networking.
Screen résumés and conduct phone screens to assess skills, motivation and culture-add.
Coordinate interviews and keep candidates informed at every stage.
Extend offers, negotiate compensation within approved bands and close candidates.
Talent acquisition strategy Partner with leadership on workforce planning and hiring forecasts.
Own rolling hiring forecasts based on turnover, growth, capacity, and staffing requirements Build talent pipelines for recurring and hard-to-fill roles.
Strengthen the employer brand through content, events and candidate experience.
Run campus, career fair and community outreach programs.
Manage relationships with external agencies and job board vendors.
Process, data and compliance Keep the applicant tracking system (ATS) accurate and current.
Track and report hiring metrics such as time to fill, source of hire and pipeline conversion.
Train hiring managers on structured, fair interviewing.
Advance diversity, equity and inclusion in sourcing and selection.
Ensure compliance with EEO, OFCCP (if applicable) and state hiring laws.
Hand off new hires smoothly to onboarding.
Performance planning and management Quality of hire and other metrics as determined to be critical to the company Required qualifications 3+ years of full-cycle recruiting experience, in-house or agency.
Bachelor's degree in human resources, business or a related field, or equivalent experience.
Proven sourcing skill, including Boolean search and LinkedIn Recruiter.
Hands-on experience with the Rippling ATS.
Strong written and verbal communication; comfortable influencing senior leaders.
Ability to manage many open roles at once without dropping details.
Working knowledge of U.S. employment law and EEO hiring practices.
Sound judgment and discretion with confidential information.
Bilingual (Spanish) ability is a must.
Preferred qualifications Experience hiring in healthcare and technology industries Experience with both high-volume and executive or specialized searches.
Certification such as SHRM-CP, PHR, AIRS or LinkedIn Certified Professional Recruiter.
Track record building employer branding or campus recruiting programs.
Comfort using recruiting analytics and AI sourcing tools.
What success looks like
In your first year, success is measured by these targets.
Metric
Target
Average time to fill
Under 45 days
Offer acceptance rate
85% or higher
Hiring manager satisfaction
5 / 5 or higher
Candidate experience score
5 / 5 or higher
90-day new-hire retention
90% or higher
Hires from referrals and direct sourcing
40% or more of total hires
Workforce Planning
Monthly rolling 90-day hiring forecast
Proactive staffing recommendations
Identify and escalate projected staffing gaps before service levels are affected
Critical role pipeline
Maintain qualified candidates for recurring, high-turnover roles
Compensation and benefits
Medical, dental and vision insurance
401(k) retirement plan
12 days of vacation leave
10 days of sick leave
10 paid holidays
Professional development
Employee Assistance Program
Fully remote work
*We are interested in every qualified candidate who is eligible to work in the United States. However, we are not able to sponsor visas at this time.
We carefully hire the best talent we can find, which means actively seeking diversity of beliefs, backgrounds, education, and ways of thinking. We believe in reflecting the diversity of our customers and their patients in our team. We strive to build an inclusive culture where differences are celebrated and leveraged to inform better design and business decisions. Scene is proud to be an equal-opportunity workplace. We are committed to equal opportunity regardless of race, color, religion, sex, gender identity, national origin, ancestry, citizenship, age, physical or mental ability, legally protected medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, or any other basis protected by local, state, or federal laws.
