Senior Sales Recruiter

eMed; Miami (FL); On-site; USD 90,000 - 150,000; Full time

Job summary

eMed is hiring aSenior Sales Recruiter to lead full-cycle recruiting for quota-carrying sales roles from the Miami HQ. You’ll partner with the Head of HR to define success profiles, build disciplined pipelines, and coach hiring managers through structured interviews.

You will leverage AI-powered tools and advanced sourcing strategies to accelerate candidate discovery, screening, and pipeline management, ensuring high-quality hires in a competitive market.

Qualifications

• Requires proven track record hiring sales talent, ideally in tech and/or healthcare (digital health, telehealth, healthtech, SaaS, or employer/benefits-adjacent markets).
• Demonstrated ability to assess hunter profiles, quota and comp discussions, and selling the company mission to candidates.

Responsibilities

• Own full-cycle recruiting for sales and commercial roles: intake, sourcing, screening, interview design, offers, and onboarding handoff.
• Collaborate with the EVP of Sales and HR to define success profiles for quota-carrying roles and ramp expectations.
• Develop proactive sourcing strategies using LinkedIn Recruiter, Boolean outreach, referrals, agencies when needed, and competitive market mapping.
• Screen for true sales DNA: quota attainment, hunting vs farming, pipeline generation, enterprise vs mid-market close experience, and selling into employers/ brokers/ payers or health systems as required.

Skills

Sales recruiting

Talent acquisition

Interview coaching

Tools

LinkedIn Recruiter

Job description

Senior Sales Recruiter

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

Organization: eMed, LLC

Reports to: Head of HR

About eMed

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.

Position Summary

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.

Key Responsibilities

• 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.