[All remote jobs](https://jobicy.com/jobs.md)[![Headway.co logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2021/12/068391a61855fb604bca051cafe3c510.jpeg)](https://jobicy.com/company/headway.md)[Headway.co](https://jobicy.com/company/headway.md) # Technical Recruiter, Early Career Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/headway.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 122k–190k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceEntry-Level, JuniorPublished1 Nov 2026Apply before1 Dec 2026Listing views47Application actions3Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. Headway is seeking a Technical Recruiter to lead campus and early-career hiring for engineering teams. The role owns university recruiting execution from event planning and sourcing through offers, internship programming, onboarding support, and return-offer decisions. This recruiter will build relationships with universities and student organizations while partnering closely with hiring managers, HR, and talent-acquisition stakeholders. Success requires structured program management, creative technical-talent sourcing, strong candidate advocacy, and data-minded evaluation of campus-event ROI. The position supports a high-growth mental-health technology company and its nationwide provider platform. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 4/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines full-cycle technical recruiting with ownership of a seasonal campus program, requiring the candidate to manage multiple high-volume workstreams and diverse stakeholders. It also demands strategic judgment on university partnerships, sourcing, offer closing, and program ROI. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Highly competitive$156,000US market range (per year)$115k–$175k0$192.50k AI insightHeadway explicitly lists an annual base-pay range of $122,000–$190,000 USD, with a midpoint of $156,000. Estimated US market pay for a technical early-career recruiter with campus-program ownership is approximately $115,000–$175,000 annually; actual pay varies by location, technical recruiting depth, and scope of program ownership. ## Core skills Skills and capabilities most closely associated with this opportunity. [Technical recruiting](https://jobicy.com/jobs?search_keywords=Technical%20recruiting.md)[Campus recruiting](https://jobicy.com/jobs?search_keywords=Campus%20recruiting.md)[University partnerships](https://jobicy.com/jobs?search_keywords=University%20partnerships.md)[Full-cycle recruiting](https://jobicy.com/jobs?search_keywords=Full-cycle%20recruiting.md)[Internship program management](https://jobicy.com/jobs?search_keywords=Internship%20program%20management.md)[Candidate experience](https://jobicy.com/jobs?search_keywords=Candidate%20experience.md)[Talent sourcing](https://jobicy.com/jobs?search_keywords=Talent%20sourcing.md)[Offer management](https://jobicy.com/jobs?search_keywords=Offer%20management.md)[Recruiting event management](https://jobicy.com/jobs?search_keywords=Recruiting%20event%20management.md)[Stakeholder management](https://jobicy.com/jobs?search_keywords=Stakeholder%20management.md)[Diversity recruiting](https://jobicy.com/jobs?search_keywords=Diversity%20recruiting.md)[Pipeline management](https://jobicy.com/jobs?search_keywords=Pipeline%20management.md)[Recruiting analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20analytics.md) Sample interview questionsHow would you design a campus recruiting strategy for early-career engineering talent?I would begin by aligning anticipated headcount, role profiles, hiring timelines, and conversion goals with engineering leaders. I would then prioritize schools and communities using historical outcomes, talent availability, diversity goals, and cost per qualified candidate, pairing events with targeted sourcing and a clear nurture plan. I would measure funnel conversion by source and iterate the investment toward programs that produce strong hires and intern-to-new-grad conversion. Describe how you would run an internship program from hiring through return offers. I would create a detailed operating calendar covering requisitions, interview training, offer deadlines, onboarding, manager project scoping, intern community events, feedback checkpoints, and final evaluations. Early alignment with managers on meaningful, achievable projects is essential. Throughout the program, I would monitor intern and manager experience, address risks quickly, and use calibrated performance evidence to support consistent return-offer decisions. How do you build productive relationships with hiring managers in a fast-changing environment? I establish regular operating cadences and clarify decision rights, success profiles, interview expectations, and funnel metrics at the start of a search. I bring market insights and concrete recommendations rather than simply reporting problems. When priorities change, I reset the plan, communicate trade-offs clearly, and keep stakeholders focused on the highest-impact next steps. What metrics would you use to evaluate campus events and university partnerships? I would track qualified leads, applications, interview progression, offers, acceptances, diversity representation, conversion by source, cost per hire, and long-term indicators such as intern return-offer acceptance and new-hire performance. Quantitative outcomes should be complemented by candidate and hiring-manager feedback. This provides a balanced view of both immediate recruiting ROI and the partnership’s long-term value. How would you ensure a consistent and inclusive candidate experience at scale? I would standardize communication templates, interview rubrics, interviewer training, scheduling processes, and candidate touchpoints while leaving room for thoughtful individual support. Structured evaluation criteria reduce inconsistency and help interviewers focus on job-relevant evidence. I would regularly review candidate feedback and funnel data to identify friction, disparities, and opportunities to improve the process. Opportunity details ## About this role. 1 in 4 people in the US have a treatable mental health condition, but most providers don’t accept insurance, making therapy too expensive for most people. Headway’s mission is to fix this by building a new mental healthcare system everyone can access. We started by solving the biggest barrier to care: insurance. The admin work – credentialing, claims, payment reconciliation – is a nightmare. We’ve automated that. But we’re going further. Over 90,000 providers across all 50 states run their practice on our software, serving over 2.6 million patients. We are building the best tools for therapists to run their entire practice, reimagining the experience of finding a therapist, and investing in the platform foundations to enable this at scale, and building much of it with AI. We aren’t just a billing layer; we are becoming the platform where care actually happens. We’re a Series D company with $325M+ in funding (a16z, Accel, Spark Capital, etc.), looking for exceptional people to help us achieve this mission. We want your time here to be the most meaningful experience of your career. Join us, and help change mental healthcare for the better. Headway is hiring a Technical Recruiter to build and run our campus recruiting program as we grow the engineering teams powering our next stage of growth. You’ll own the day-to-day execution of our university presence — from event programming to offer close — and serve as Headway’s primary face to campus talent across technical disciplines. As a member of the Engineering Recruiting team, you’ll operate as a talent partner and collaborator with hiring managers and the broader TA team, driving predictable hiring outcomes in a high-growth environment with a high talent bar. Your work will directly shape Headway’s ability to deliver for providers and patients nationwide. ### You will: * Drive Headway’s campus recruiting execution end-to-end: managing event logistics, candidate pipelines, offer positioning, and conversion — working in partnership with TA leadership * Manage the summer internship program end-to-end: driving intern hiring, coordinating project scoping with managers, supporting onboarding, running community programming throughout the summer, and facilitating performance evaluation and return-offer decisions * Build initial relationships with universities, career centers, and student organizations, with a focus on technical disciplines across our target school list * Run our campus event programming — info sessions, career fairs, hackathons, and diversity-focused events — with a sharp eye on ROI and a bias toward doubling down on what works * Partner with HR and Recruiting Programs on the surrounding infrastructure — return offer processes, post-offer engagement, and start-date conversion — that turns campus hires into long-term Headwegians * Support full-cycle searches for new grad and intern roles, spanning aggressive top-of-funnel sourcing and strategic close motions in late stages * Act as a strategic and adaptable partner to hiring managers, quickly refining approach and process as needed to accelerate progress * Ensure every candidate follows a consistent, structured, inclusive process that raises the hiring bar and improves consistency across teams * Deliver an exceptional candidate experience through every step of the process ### You’d be a great fit if you… * Bring 3+ years of full-cycle recruiting experience, including meaningful time in campus or university recruiting (in-house, agency, or relevant experience even if you didn’t carry the TA title) * Have a track record of building and managing university relationships and running campus event programs that actually convert * Operate as a strategic and positive partner to your stakeholders, maintaining progress and acting as a true collaborator even in moments of ambiguity * Can break down complex programs into clear execution plans, diagnosing challenges and proposing solutions proactively * Manage multiple workstreams with structure, balancing high volume with attention to detail and predictable execution — especially across a program with seasonal spikes * Think creatively about sourcing and outreach to find and engage top early-career technical talent * Care about candidate experience and community-building, not just pipeline throughput * Communicate clearly and with presence, whether aligning with hiring managers, pitching Headway on campus, or guiding candidates through the process ### Compensation The expected base pay range for this position is $122,000 – $190,000, based on a variety of factors including qualifications, experience, and geographic location. ### Comprehensive benefits: Medical, dental, vision, HSA/FSA, 401(k) including match for 2027!, Carrot Fertility reimbursement, and paid parental, medical and caregiver leave. We believe a team’s strength is in its people, and we cannot achieve this mission without a team that reflects the diversity of this problem – across race, ethnicity, gender, sexuality, age, national origin, religion, family status, disability, military status, and experience. Headway is committed to the full inclusion of all qualified individuals. As part of this commitment, Headway will ensure that persons with disabilities are provided with reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or receive other benefits and privileges of employment, please inform the recruiter when they contact you to schedule your interview. Headway participates in E-Verify. To learn more, click [here.](https://www.e-verify.gov/sites/default/files/everify/posters/EVerifyParticipationPoster.pdf) A notice to Headway applicants: To protect yourself against phishing and recruitment fraud, please note that Headway only accepts applications through our official careers page at [https://headway.co/careers](https://headway.co/careers). Headway will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. All official communication will come from a @[findheadway.com](http://findheadway.com) email address. If you are contacted by someone claiming to be from Headway via an unofficial channel, please do not share any information and report it as spam. 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