Recruiter

Now more than ever, our world needs mental health professionals. Day in and day out, they’re doing their best to provide exceptional care to an increasing number of patients. But, they’re working with generic or simplistic tools that limit their potential and growth. We want to change all that – by giving behavioral health organizations everything they need to thrive.

Valant is an established market-leading, software-as-a-service organization serving the unique needs of the behavioral healthcare industry. Our purpose is to make our world a mentally healthier place and we’re seeking enthusiastic, passionate individuals to join us as we transform the industry! If that sounds like you, we’d like to hear from you.

Valant is seeking a dynamic and process-driven Recruiter to lead full-cycle recruiting efforts. This is a brand-new role at Valant, so you will also be refining and building scalable infrastructure to make hiring better and faster. This role sits inside the HR team and reports directly to the Senior HR Manager. If you are interested in owning hiring and are excited about candidate experience and recruiting efficiency, this may be a good fit!

What You’ll Do

Full-Cycle Recruiting

· Own end-to-end recruiting across all functions: Support, Product, Engineering, Customer Success, Marketing, and Sales.

· Partner closely with hiring managers on intake: define the role, the ideal profile, and what values alignment looks like for that specific hire — not just the technical bar.

· Screen, assess, and move candidates through the process efficiently — maintaining a high-quality bar while keeping pipelines moving.

· Negotiate and close offers, with an eye toward both candidate experience and internal equity.

· Identify where our process is producing inconsistent results or missing the mark on quality, and fix it.

· Use AI-assisted tools (sourcing, screening, scheduling) to increase throughput without sacrificing quality.

Outbound Sourcing & Pipeline Building

· Build and run a proactive outbound sourcing motion — this is essentially starting from zero, so you’ll be establishing the cadence, the channels, and the approach.

· Develop passive candidate pipelines for high-priority and recurring role types so we’re never starting from scratch on a new req.

· Use LinkedIn Recruiter, Boolean search, AI sourcing tools, and community channels to find talent we’re not reaching through inbound alone.

ATS Optimization & Recruiting Operations

· We’ve implemented TeamTailor — it’s set up, but the workflows, automations, and HM-facing experience still need to be built out properly. You’ll own that.

· Design and standardize hiring stages, intake workflows, feedback submission, and offer approval processes inside the ATS.

· Build automations that reduce manual work: interview scheduling, candidate status updates, offer triggers, and onboarding hand-offs.

· Own recruiting data and reporting: time-to-fill, source of hire, pipeline conversion, quality-of-hire indicators. Use the data to diagnose problems and drive improvements.

· Train and coach hiring managers on structured interviewing, calibration, and how to use the ATS effectively.

· Ensure EEOC compliance and documentation hygiene across all reqs.

Employer Brand & Candidate Experience

· Promote our employer brand and positive candidate experience throughout the recruitment lifecycle.

· Support the development of employer branding assets, including careers page content and social media campaigns.

· Stay current on labor market trends, recruitment best practices, sourcing tools, and applicable employment laws (EEO, AAP, OFCCP, etc).

· Own our employer brand presence: careers page, Glassdoor, LinkedIn — make sure we’re telling a compelling and accurate story.

· Maintain a candidate experience that reflects our values, even for candidates we don’t hire.

· Contribute to pre-day-one onboarding communications and the handoff from recruiting to HR ops, so new hires arrive ready, not confused.

What You’ll Need

Required

· 3+ years of recruiting experience, ideally including a mix of technical and non-technical roles.

· Demonstrated ability to build processes in an environment where it doesn’t fully exist yet.

· Experience running proactive outbound sourcing, not just managing inbound pipelines.

· Hands-on experience with ATS platforms; comfortable configuring workflows and training others, not just using the tool as a candidate tracker.

· Strong hiring manager partnership skills: can push back, diagnose hesitation, and move a search forward without damaging the relationship.

· Data-literate: tracks recruiting metrics, can identify what the data is telling them, and acts on it.

· Comfort with AI and automation in recruiting: has experimented with AI-assisted tools for sourcing, screening, scheduling, or workflow automation.

· Genuine curiosity about the ‘why’ behind a hire: interested in values alignment and culture fit as much as technical qualifications.

· Strong interviewing skills and ability to assess candidate competency, cultural fit and potential for future growth.

Preferred

· Experience recruiting across a range of functions at a B2B SaaS company.

· Familiarity with TeamTailor or similar modern ATS platforms.

· Experience with recruiting automation tools (scheduling, feedback loops, offer approvals).

· Comfort with change management and training delivery.

· Experience with tools like Rippling, Slack, and Criteria Corp is a plus.

Success in Year 1 Looks Like...

· The ATS (TeamTailor) is fully implemented, all active requisitions are managed within it, and hiring managers are trained and actively using it. the ATS is a system of record, not just a job board connection.

· An outbound sourcing cadence is live: passive pipelines exist for our highest-volume and hardest-to-fill roles, and we’re not starting from zero on every new req.

· Time-to-fill has measurably decreased from our current baseline, and hiring success is increased.

· Employer brand presence is refreshed: careers page is updated, Glassdoor response cadence is established, and at least one employer branding campaign has launched.

· At least one AI-assisted recruiting workflow (scheduling, screening, or feedback collection) is live, adopted by hiring managers, and has reduced manual effort in the process.

· Early-tenure churn has decreased, with clearer evidence that candidates hired through our process are a stronger values and role fit.

What We Offer

· Competitive compensation package, including 100% employer-paid medical, dental, vision premiums and HSA contributions

· Generous paid time off and paid sick leave policy

· Bonus plans

· 401k Match

· The chance to drive an important industry forward through next-generation technology

· Ability to work remotely with a strong internet connection

· Salary Range for this position is $75,000-90,000

US Citizens and Green Card holders are encouraged to apply. We are unable to sponsor visas at this time.

At Valant, we believe diverse perspectives make us stronger and help us better serve the behavioral health community. We encourage you to apply even if your experience doesn’t perfectly match every qualification listed. If you’re excited about this role and our mission to make the world a mentally healthier place, we want to hear from you.

This position can be 100% remote, but employees must be located in: Arizona, California, Florida,
Georgia, Minnesota, New Jersey, North Carolina, Oregon, South Carolina, Tennessee, Texas,
Utah, or Washington state.