Executive Recruiter

Lead the Future of Dentistry. 

Overjet is the world-leader in dental AI. Already, thousands of dental providers and insurers rely on our platform to deliver the best possible care. Now, we’re looking for talented people to fulfill our mission: improve oral health for all.

Overjet is where builders become leaders. Everyone here loves to make new things: new products, new partnerships, new content, and a new category of AI technology. And as Overjet grows ridiculously fast, so will you.

Simply put, there’s no better place to accelerate your career. Come join us!

The Mission and the Hard Part

Every company that grows as fast as Overjet hits the same wall: the leaders who got us here are not enough to get us where we’re going. The VPs, Directors, and C-suite executives we hire over the next few years will decide whether entire functions scale or stall, and a wrong hire at that level costs far more than a missed quarter. That’s the job. You’ll sit on the Talent Team and partner directly with our executives, and you will define how Overjet finds, assesses, and wins its leaders across every function, from engineering to sales to finance to clinical.

Nobody hands you a process or a shortlist. The people we want already have great jobs and aren’t looking, and they can work almost anywhere. You’ll be the person who makes the case for Overjet to someone who has never heard of us, earns the trust of a skeptical executive in a single conversation, and builds the assessment approach that tells us whether they’re truly a bar-raiser. If building the leadership hiring engine from the ground up sounds like the fun part of the job, keep reading.

What You’ll Own

• The leadership hiring process itself, from intake to signed offer. That means designing how Overjet scopes, sources, assesses, and closes Director+ roles, then running it so consistently that every executive knows what to expect.

• Full-cycle searches for senior leaders across functions, often several at once. That means running your own outreach, holding your own in a conversation with a CEO about what “great” looks like, and never waiting on a sourcer to fill your pipeline.

• The leadership assessment standard. That means building a rigorous, repeatable way to evaluate candidates (structured interviews, work samples, references, and the tools that fit), so we know whether we want someone in this fight with us before an offer goes out.

• The candidate experience for executives. That means timely, honest communication at every stage, and being the one who closes a candidate who has three other offers on the table.

• Executive alignment on every search. That means pushing back when a role profile is vague or the bar is drifting, and shaping the recruitment strategy so it matches company goals and culture.

• The playbook for what works next time. That means tracking where great leaders come from, what predicts

What Makes the Right Candidate Keep Reading

You’ve closed Director, VP, and C-suite hires across multiple functions at high-growth technology companies, and you came away with real judgment about who will succeed as a leader and who just interviews well. You build rapport with senior executives quickly, and you’re comfortable telling them what they don’t want to hear. The traits that matter most here are high agency and conviction: you’ll create the process rather than wait for one, and you’ll need to argue for a candidate or against one with evidence. You also need to be able to talk about Overjet’s mission in a way that wins over people who could work anywhere, because that’s the job every single week. If you want a mature, well-staffed recruiting machine where your role is to execute a defined process, this probably isn’t the right seat.

• Education: Bachelor’s degree preferred; equivalent experience welcome

• Skills: Strong written and verbal communication; working knowledge of leadership assessment tools and techniques; ability to build rapport with senior executives

• Experience: 5+ years in leadership or executive recruiting, with a focus on Director+ roles (VP, C-suite) across a variety of functions at high-growth technology companies

Why Overjet? 

• Competitive Compensation and Equity

• Hybrid workplace that provides flexibility, vibrant in-person workspaces, and the ability to build strong connections across all of Overjet - regardless of location

• 401k plans with a matching program

• Medical, Dental and Vision coverage: 99% employee premium covered, 75% dependent premium covered

• Life and AD+D Insurance

• 8 weeks Paid Parental Leave

• Optional HSA with Employer contribution

• Flexible Time Off and company paid holidays

• Annual Learning and Development Stipend

Overjet's Values

• Excellence: Aim Higher

• Velocity: Quickly Deliver Results

• Ownership: Go the Extra Mile

• Win-win: Care Deeply

Company Recognition

• Included on Best Places to Work by BuiltIn lists in 2026: #3 overall in the US, #1 in NYC, #1 in San Francisco, and #2 in Boston

• #4 on FastCompanys's Most Innovative Companies list in Healthcare for 2026

• Named one of the TIME Best Inventions of 2024

• Recognized in Newsweek’s Most Loved Workplaces in America 2024

• Won the Dental Health category at the Digital Health Awards 2024 and 2024 Best Places to Work by Built In

• Recognized as one of the Top Startups of 2023 by LinkedIn

• Included on the definitive 2022 Forbes AI 50

EEOC

Overjet is an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe diversity enriches our team so we hire people with a wide range of identities, backgrounds, and experiences. Even if you don't meet 100% of the qualifications for this job, we strongly encourage you to apply!