Technical Recruiter, Early Career

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 85,000 providers across all 50 states run their practice on our software, serving over 1 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. 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 AND BENEFITS: 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.