• Lead, mentor, and develop a team of Talent Acquisition professionals • Partner with senior leaders to understand business goals and develop workforce and hiring strategies • Design, optimize, and scale recruiting processes that improve speed, quality of hire, and candidate experience • Own recruiting analytics and dashboards, tracking key metrics

• Source and engage passive engineering talent across engineering and product in the US and internationally. • Develop deep technical fluency in our stack and engineering disciplines to craft credible, compelling outreach that resonates with Junior to Principal level talent. • Leverage diverse sourcing channels, open source communities, AI tools, and contact tools. • Build and maintain talent maps and org charts for target companies to inform proactive pipeline development. • Design and execute outreach experiments, including A/B testing messaging, video outreach, and nurture sequences to optimize response rates. • Manage candidate pipelines with a CRM mindset, tracking all touchpoints and mining referrals from the engineering team. • Take a data-driven approach, tracking response rates, conversions, and talent quality to continuously refine your sourcing strategy. • Partner with recruiting leadership and hiring managers to deeply understand role requirements, calibrate on candidate profiles, and refine targeting based on feedback.

• Recrutador(a) PJ com experiência cuidando de uma variedade de vagas • Utilização de assertividade e atendimento dos prazos no processo seletivo • Gerenciar todo o processo de recrutamento

• Develop a tailored strategic search plan for roles including nurses, registered dietitians, licensed therapists and social workers, and other roles in this high-growth startup. • Partner with hiring managers to create role descriptions and ascertain key skill requirements. • Develop robust pipelines of qualified candidates for open positions using innovative and creative sourcing techniques (e.g., LinkedIn, Twitter, leveraging alumni networks, 3rd party agencies). • Conduct initial screening of candidates, including phone screen, background checks, etc. • Act as primary liaison for candidates through the entire interview process, including follow up and feedback, with a goal of reducing average time in pipeline for candidates. • Maintain and update internal and external recruiting-related materials as needed, including email templates, recruiting manager guidelines, job descriptions, job posts, and other as appropriate.