About Function Function Health is the AI operating system for health, designed to empower people to live 100 healthy years. We are redefining how individuals understand, measure, and improve their health — moving beyond reactive care to give people comprehensive, data-driven insight into their biology long before disease takes hold. Through advanced diagnostics, deep biomarker testing, longitudinal data, and AI-enabled insights, Function equips members with actionable intelligence to take control of both the quality and length of their lives. Our long-term ambition is bold: to make proactive, data-driven health accessible at global scale and meaningfully impact billions of people. Function recently announced a $298M Series B and is backed by a16z, Redpoint, and other leading investors. With hundreds of employees across a remote U.S. workforce, Function is entering its next chapter of growth, scaling domestically. To power that trajectory, we are seeking a Head of Talent Acquisition to architect and scale the Talent function that will drive our mission forward. The Opportunity Function is entering its next chapter of scale. Our talent will determine how fast and how well we execute. This is an opportunity to build the Talent Acquisition engine that enables Function to operate as a world-class organization. You will take the TA function from 0 to 1 and then scale it from 1 to n, architecting a disciplined, AI-enabled system that consistently attracts and hires exceptional, high-leverage talent. This is not a requisition-filling role. It is a systems-building role. You will design the standards, infrastructure, and operating rhythm that ensure we build a world-class team at scale. Reporting to the SVP of People, you will partner closely with executive leadership to align hiring strategy with business priorities and long-term ambition. What You’ll Do Build (0 → 1) - Design and stand up a modern, AI-enabled Talent Acquisition function from first principles - Own the end-to-end recruiting lifecycle with clear accountability and performance metrics - Architect scalable systems, structured interview frameworks, and data dashboards - Implement AI-driven sourcing and workflow automation to increase signal, speed, and precision - Establish a recruiting culture grounded in urgency, rigor, and quality over volume Scale (1 → n) - Build and lead a high-performing TA team capable of supporting sustained hypergrowth - Develop repeatable hiring engines that scale from hundreds of employees to pre-IPO and beyond - Partner with executives on workforce planning tied directly to strategic priorities - Create structured calibration processes that ensure consistency and protect hiring standards - Develop forward-looking talent strategies to support future international expansion Build a World-Class Team - Define what exceptional performance looks like across technical, business, and leadership roles - Establish structured evaluation criteria that reflect the level of talent required to win - Ensure every hire meaningfully elevates the capability of the organization - Personally lead and close mission-critical and senior-level searches when needed - Equip hiring managers with rigorous assessment tools and clear decision frameworks - Maintain uncompromising talent standards, even under aggressive growth pressure - Track and measure quality of hire and continuously refine selection practices Strategic Impact - Position recruiting as a strategic advantage for the company - Build and manage high-leverage relationships with retained and contingent search partners - Advise senior leadership on talent market dynamics and competitive positioning - Partner cross-functionally to assess and integrate talent during acquisitions What We’re Looking For Required Experience - Director+ level experience leading a global Talent Acquisition function - Proven experience building a TA organization from 0 to 1 and scaling it to 1 to n in high-growth environments - Experience supporting hypergrowth, IPO readiness, acquisition, or significant scale transitions - Background in AI-native or AI-forward technology companies where operational rigor and talent density are critical - Demonstrated success in building and retaining high-performing recruiting teams - Experience designing AI-enabled recruiting systems and sourcing strategies - Strong understanding of where exceptional technical and executive talent resides and how to win them in competitive markets - Experience assessing and integrating talent in M&A environments - Strong track record managing retained and contingency search firms Leadership & Operating Style - Systems-oriented operator who builds durable, scalable processes and brings a strong point of view on AI strategy - Clear, decisive, and accountable - Data-driven and outcome-focused - Comfortable operating in ambiguity while creating structure - Able to influence senior stakeholders with clarity and conviction - Holds a high talent bar and defends it with consistency - Operates with urgency while maintaining discipline Why This Role Matters The quality of our team will define the company's trajectory. The Head of Talent Acquisition will build the engine that determines who joins Function and how strong we become. If we build a world-class team, we increase our ability to execute on one of the most ambitious missions in healthcare: enabling people to live the healthiest life possible. At Function, we celebrate diversity and are committed to building a diverse and inclusive workforce. As an equal opportunity employer, we do not discriminate on the basis of race, color, gender identity, ancestry, religion, age, sexual orientation, national origin, disability, marital status, Veteran status, or any other occupationally irrelevant criteria. Join the Function Health team and become a part of our mission to build a healthier future for all. Discover more about us and how we're changing the face of healthcare at Function Health. Important Notice: Legitimate communication from the Function Health team will always come from an email address ending in @functionhealth.com. Function Health will never request personal information such as banking details or payment during the hiring process. Please be cautious of communications or job offers that come from other email domains, instant messaging platforms, or unsolicited calls. If you ever have doubts about the legitimacy of a communication, please reach out to us directly at talent@functionhealth.com.

• Partner closely with hiring managers and interview teams to deeply understand hiring needs, define ideal candidate profiles, and align on effective interview strategies. • Own the full recruitment lifecycle from intake to offer, including sourcing, screening, interview management, candidate engagement, and offer support. • Develop and execute creative strategies to attract, engage, and close top-tier talent across a variety of roles, with a focus on both active and passive candidates. • Help advance inclusive hiring practices by proactively identifying talent from diverse backgrounds and partnering with interview teams on equitable hiring decisions.

RECRUITMENT & TALENT COORDINATOR - PART-TIME W2 EMPLOYEE / REMOTE VaVa Virtual Assistants is a boutique virtual assistant agency based in Atlanta, GA with VaVa’s Contractors working remotely across the country. Our highly-skilled assistants provide businesses and executives with administrative support, social media expertise, graphic design, and more. VaVa’s Contractors serve to support our Client’s endeavors. We make ideal matches between the skill sets of VaVa’s Contractors and the needs of our Clients. At VaVa Virtual Assistants, we strive for each Contractor to feel like the leader of their own small business. While everyone is virtual, we provide a supportive community to build connections and have fun. We are innovators, communication enthusiasts, creatives, and above all, people-people! This role focuses on the utilization of various strategies to seek out talented individuals who meet the needs and expectations of our Clients while also providing continued support and enhanced engagement to our existing Contractors in an effort to foster VaVa’s culture of continuous improvement and community. The ideal candidate will be: - Energetic, engaging, self-motivating, and dynamic in their approach - Capable of making virtual workforce feel like a cohesive unit - Resourceful in problem solving and proactive in addressing anticipated needs - Able to identify the qualities that makeup a top tier Administrator or Creative role - An overall organized individual who maintains accurate records and historical data - Confident in interpreting verbal and nonverbal messages - Communicative and responsible with excellent customer service and engagement skills - Extremely detail oriented and efficient in an effort to uphold standard and level up processes - Adaptable to the ever changing environment of a fast scaling business - Mindful of performance goals, deadlines, results, and budgets - Technologically proficient and comfortable organizing online databases - Able to clearly convey areas of improvement and provide individualized mentoring This role will be a part-time, remote, and salaried W2 employee position. Responsibilities Recruitment - Understand the Independent Contractor hiring process, as well as the nature of that status with specific attention to 1099 compliance parameters. - Project upcoming Contractor staffing needs and create and execute a plan for meeting those needs by utilizing innovative recruiting techniques to identify, headhunt, and attract the best talent for VaVa’s Contractor roles, as well as temp-to-hire and retained recruitment situations that may arise. - Create and maintain accurate and effective job postings across various job listing sites in order to attract the top candidates, and provide insight to which sites work best and new services to try. - Create an efficient system to consistently oversee all aspects of the hiring process for viable candidates including reviewing submitted applications, communicating sample project details, scoring project submissions, scheduling and conducting interviews, conducting background checks, facilitating applicable assessments, and drafting and sending offer letters in a timely manner. - Execute all necessary administrative support, paperwork, onboarding, and offboarding steps for new Contractors when they join and for Contractors when they leave. Culture & Engagement - Be the VaVa Contractors’ point of contact for all company questions, notices, and updates. - Be the Contractor Expert and Lead when working with Managers to pair Contractors with new and transitioned Clients based on the Contractor’s skillset and the Client’s services needed/preferences. - Prepare and strategize with Contractors for developing relationships with their Clients and following up to deliver feedback and address questions, supporting with questions or concerns that may arise with Clients. - Provide feedback (positive and constructive) to and consult with Contractors. Support and help to create a plan of action with Contractors to implement suggested changes in a timely manner. - Generate daily Slack and cultural engagement and lead community building and events. - Plan and lead monthly Team Huddles with our Core Team and VaVa’s Contractors. - Plan and execute surveys, security screenings, professional development processes, awards, and incentives for VaVa’s Contractors. - Represent VaVa’s culture and values at all times and ensure they are practiced by and encouraged by all. Administrative - Maintain historical human resource records; keeping past and current records. - Attend regular Core Team meetings that occur weekly, monthly, quarterly, and as needed. - Offer expertise and feedback on a quarterly basis for strategies to streamline the hiring process and have successful candidates work with VaVa on a long-term basis. - Work with the Core Team to design and develop programs, communications, events, workshops, etc. for Leaders, Managers, and VaVa’s Contractors that creatively and authentically reinforce VaVa’s unique values and culture. General Qualifications - Must reside and be authorized to work in the United States - Prefer the Atlanta, GA (or surrounding) area, but other locations will be considered - 2+ years of working and/or coaching in a virtual environment - 2+ years of talent location and recruiting experience, ideally for a virtual workforce - 2+ years of experience in organizational leadership - 2+ years of executive assistance, client support, or related experience - Familiar with recruiting and onboarding both employees and independent contractors - Excellent communication skills, both verbal and written - A demonstrated commitment to high professional ethical standards and a diverse workplace - Open to direction and collaborative work style and commitment to get the job done - Ability to look at situations from several points of view Technical Qualifications - Experience with Applicant Tracking Systems (ATS) such as: JazzHR, BambooHR, etc. - Experience with course and document creation programs such as: Teachable, Canva, etc. - Experience and comfortability with a range of virtual technology such as Calendly, Slack, Zoom, Monday.com, Airtable, Dropbox, Google Suite, and Microsoft Office. - Experience using personality and assessment tools is a plus - HR knowledge or certification is a plus Employee Information - This role will be a part-time, remote, and salaried W2 employee position. - Part-time employment salary range of $25,000-$35,000 annually. Compensation will be commensurate with experience. - Exact daily work schedule can be flexible but will be at least 20 hours per week during weekly business hours. - Employee Benefits include optional health benefits (eligible immediately) and optional 401K with match (eligible after 6 months of employment).

• Partner with executive level VPs, Regional Managers, Directors, Branch Managers, and Sales sources to qualify, interview, and hire top producing Loan Officers, Mortgage Bankers, and Branch Manager candidates • Collaborate with hiring managers to stay abreast of current and future hiring and business needs • Develop action plans for growth in target markets including metrics from first contact to successful hire; target companies and passive candidates by leveraging resources • Direct passive searches utilizing Boolean searches, cold calls, and networking techniques • Meet hiring goals as determined by the Recruiting Department leadership • Source passive candidates through networking using the recruiter’s existing data base and internet research techniques • Communicate weekly with Regional and Branch Managers to review recruiting reports, growth goals, and progress weekly communications; provide weekly candidate pipeline updates to Regional, Recruiting, and Sales leadership • Develop and maintain candidate relationships for current and future hiring needs; network with referral partners and passive and proactive candidates