Head of Talent

What You'll Do
First 30-60 days: Take ownership of our open searches and personally close the most critical ones. Partner with each leader to define what an A+ hire looks like for their team, written down and specific. Audit the full funnel in Ashby: where great candidates come from, where they drop off, and why we win or lose at offer. Build a working hiring plan tied to the operating plan and runway.

90-120 days: Stand up a repeatable hiring process with structured interviews, calibrated scorecards and fast, decisive debriefs. Build a sourcing engine that reaches passive talent directly, through referrals, our investor networks, and the communities where AI and healthcare talent actually spends time. Make the candidate experience a competitive advantage, from first touch to signed offer. Partner with finance on compensation and equity so every offer is competitive and every close is deliberate.

6 months: Own the hiring plan for the company and deliver against it. Report on the metrics that matter, including time to hire, offer acceptance, quality of hire and source of hire, to the founders and the board. Have a clear point of view on our employer brand and the story we tell the market. Decide what the talent function needs next, whether recruiters, coordinators or partners, and build it.

What You Bring
8+ years in talent acquisition, including time leading recruiting at a high-growth, venture-backed startup through a stage change.

A record of personally closing exceptional technical talent, including AI and machine learning engineers, against offers from the strongest companies in the market.

A network you have built over years and can reach today. Great people return your calls.

Range across functions. You can hire an AI engineer, an enterprise account executive and a healthcare operations leader in the same quarter, and you know what great looks like in each.

Closing instincts. You read what a candidate actually cares about, you shape the offer around it, and you know when to push and when to wait.

Fluency in compensation and equity, and the judgment to build offers that win without breaking internal parity.

Operational rigor. You run recruiting on data, you build process that speeds hiring up, and you are an expert in a modern ATS, ideally Ashby.

High standards that you hold under pressure. You will tell a hiring manager when a candidate is not the bar, and you will tell the founders when a role is defined wrong.

Preferred: experience building a talent function from the ground up at a Series A to C company; recruiting for AI, voice or infrastructure engineering teams; healthcare technology, revenue cycle management or health system experience; agency or executive search experience alongside in-house leadership; experience shaping an employer brand from early stage.