Senior Sales Recruiter

Location: Miami, FL (full-time, in-office at HQ — 990 Biscayne Blvd)

Organization: eMed, LLC

Reports to: Head of HR

The GLP-1 era didn't create America's metabolic crisis. It just made it impossible to look away. Roughly 90% of U.S. healthcare spending goes to chronic disease that begins in metabolism, and for decades the system's answer was to wait for a massive health issue, then send the bill. eMed was built to get there first.

We are at the epicenter of healthcare transformation as an AI enabled platform. We put diagnostic-grade blood testing on people's kitchen tables, clinicians on their screens in minutes, and real biomarkers at the center of every decision.

Today we offer GLP-1 management, where employers facing double-digit cost increases need programs that actually work. That's where we're winning. It is not where we stop. Cardiometabolic risk gets caught years before it becomes a claim that we're building. If you've spent your career watching healthcare treat consequences, come help us treat causes.

The Sales Recruiter is a senior, hands-on talent acquisition partner focused exclusively on building eMed’s commercial organization. You will own full-cycle recruiting for quota-carrying sales talent — Account Directors, VPs, and SVPs of Sales — partnering closely with sales leadership and HR.

This is not a generalist recruiting seat. We need someone who has already hired salespeople into tech and/or healthcare (digital health, telehealth, healthtech, SaaS, or employer/benefits-adjacent markets), who understands hunter profiles, quota and comp plan conversations, and how to sell eMed’s mission to high-caliber commercial candidates. You will run disciplined pipelines, coach hiring managers through structured interviews, and close candidates in a competitive talent market. You will build and leverage AI-powered tools and automation to accelerate sourcing, screening, and pipeline management, driving greater efficiency, hiring velocity, and scale without compromising candidate quality or experience.

• Own full-cycle recruiting for assigned sales and commercial requisitions: intake, sourcing, screening, interview process design, offer, close, and handoff to onboarding.
• Partner with the EVP of Sales and other company leadership (and HR) to define success profiles for quota-carrying roles — territory, book of business, employer/broker vs. direct-to-consumer experience, and ramp expectations.
• Build and run proactive sourcing strategies for sales talent: LinkedIn Recruiter, Boolean/direct outreach, referrals, agencies when needed, and competitive mapping of peer digital health and SaaS sales orgs.
• Screen for true sales DNA: personal quota attainment, hunting vs. farming, pipeline generation, enterprise vs. mid-market close experience, and comfort selling into employers, brokers/consultants, payers, or health systems as the role requires.
• Coordinate interview loops, calibrate scorecards with hiring managers, and keep candidates moving with a crisp, professional experience from first touch through signed offer.
• Advise on market compensation for sales roles (base, OTE, equity) and support offer strategy and negotiation in partnership with the Head of HR and hiring managers.
• Maintain clean ATS hygiene (pipeline stages, notes, time-to-fill, source of hire) and give leadership clear weekly visibility into commercial hiring health.
• Stay current on sales talent market dynamics in tech and healthcare so sourcing and messaging stay competitive.

• 5+ years of full-cycle recruiting experience, with a clear track record hiring sales / commercial talent (not primarily generalist or non-sales roles).
• Experience recruiting in technology and/or healthcare environments — ideally digital health, telehealth, healthtech, SaaS, or benefits/employer-facing sales organizations.
• Proven ability to source and close quota-carrying sellers and commercial leaders (Account Director, VP, and SVP of Sales).
• Strong fluency talking about sales careers: quotas, OTE, ramp, territories, hunting vs. account management, and what “good” looks like in a seller’s resume and interview.
• Hands-on sourcing skills (LinkedIn Recruiter / direct outreach) and comfort owning a high-priority, lower-volume but high-stakes commercial pipeline.
• Excellent communication, candidate persuasion, and hiring-manager partnership skills; able to push back constructively on requirements and process.
• Proficiency with modern ATS tools (e.g., Greenhouse, JazzHR, or similar) and structured interview/scorecard discipline.
• Willingness and ability to work full-time on-site at eMed’s Miami HQ.

• Prior in-house recruiting for a high-growth healthtech, telehealth, or SaaS company.
• Experience hiring into employer, broker/consultant (Aon, Mercer, WTW, Gallagher, Lockton, etc.), payer, or health system sales motions.
• Agency or RPO background focused on sales search, followed by in-house commercial recruiting.
• Familiarity with Miami / South Florida and remote U.S. sales talent markets.

• Opportunity to build the commercial talent engine at a high-growth digital health company.
• Direct partnership with sales leadership and the Head of HR, with real influence on who joins the go-to-market team.
• Competitive base salary plus commission, with equity participation.
• Comprehensive benefits including medical, dental, vision, and 401(k) with company match.
• A collaborative, high-accountability culture that values rigor, trust, and results.