Technical Sourcer

For most people, health insurance is something that happens to them: a plan chosen by someone else, with little room to fit their life. Thatch is changing that. We help companies give every employee a real healthcare budget instead of a one-size-fits-all plan, so people can choose the coverage and care that works for them, and employers get predictable costs they can control.

It’s a simple idea, but making it real means solving hard problems across healthcare, payments, and technology, and we’re just getting started. We look for people who like solving complex problems, use good judgment, and are comfortable working through ambiguity. People here care deeply about our customers, take real responsibility for what gets built, and are driven by doing work that matters.

• Own pipeline building across Engineering, Product, and Design, flexing into other priority searches as needed.
• Map talent markets and uncover new sources of top-tier talent.
• Build sourcing strategies across outbound, referrals, communities, universities, and new channels.
• Partner with recruiters and hiring managers to define what great looks like and sharpen searches.
• Use data and market insights to spot gaps and adjust strategy.
• Engage candidates from first outreach through screening as you build context and calibrate with our teams.

• 2+ years of sourcing or recruiting experience, with experience finding technical talent.
• Strong sourcing fundamentals and a track record of finding hard-to-reach candidates.
• A track record of writing outreach that gets top passive talent interested and drives responses.
• Strong judgment and curiosity, with the ability to learn new talent markets quickly.
• Comfortable using data, experimenting with new approaches, and adapting as priorities change. 

• Built talent maps or pipelines from scratch.
• Sourced across Engineering, Product, or Design.
• Deep experience with modern sourcing tools, from LinkedIn Recruiter and Gem to GitHub and AI-powered search, with a track record of finding creative ways to reach talent.

We aim to keep our interview process thoughtful, rigorous, and efficient. Most candidates complete it within three weeks.

• A 30-minute conversation with a recruiter.
• A 30-minute conversation with the hiring manager.
• For some roles, a case study, technical exercise, or working session.
• Functional interviews focused on the skills most important for the role.
• A conversation with a department leader.
• A final conversation with a member of our executive team.