• **Full-cycle recruiting — **run intake, sourcing, screening, interview coordination, and offers from start to finish. • **Active sourcing — **hunt passive candidates via LinkedIn Recruiter, Boolean search, and outbound outreach — not just process inbound applicants. • **Multi-market coverage — **recruit across Europe (Spain, Switzerland, Serbia) and the Americas (Panama, the US, and wider LATAM). • **Sales-focused hiring — **fill mostly sales and commercial roles (field sales agents, sales managers), plus operational roles (logistics, support). • **ATS ownership — **run Workable end-to-end: pipelines, stages, and reporting; keep candidate data clean. • **Hiring-manager partnership — **align on role requirements, deliver strong shortlists, and keep time-to-fill low. • **Bilingual pipelines — **post roles and screen candidates in both Spanish and English.

Role Description This is a US-based remote position. MaxAI is Stripe for healthcare billing — the infrastructure that makes medical practices actually get paid. We're early-stage, growing fast, and the people joining now aren't just shaping this company — they're helping fix a broken industry. We want a people operations specialist to help scale up our team quickly and sustainably across multiple functions. We are looking for someone who owns our recruiting cycle: from sourcing through pre-onboarding. You will handle the entire candidate hiring cycle from start to finish for our core teams: - Sourcing - Screening interviews - Coordinating the process - Offer and pre-onboarding You will be the face of MaxAI to our candidates and their key point of contact throughout their job application process. In this role, you will be working directly with a People Ops advisor and the CEO. - Source, advertise, and build our talent pipelines across different teams/roles (engineering, medical billers/coders, operations, etc.) - Handle initial communication and screening interviews on overall skill and culture fit - Coordinate the recruiting stages from A through Z (sourcing through pre-onboarding), ensuring a smooth process and experience for candidates and our team - Be the go-to person to candidates and our team in communication and recruiting efforts: assist, advise, and lead the changes where necessary - Track recruiting outcomes and feedback to make timely improvements - Create and update team marketing materials to attract talents Qualifications - 2+ years of recruiting experience, preferably for startups or fast-growing SMEs - Strong communication skills both verbal and written, especially interviewing skills - Proficiency with different recruiting software and platforms - Ability to fully own your work and collaborate with other members - Availability to work US Eastern Time - You might be asked to do a skill test or case study for the interview Benefits - Competitive salary (full-time) based on experience and location - Health, dental, and vision insurance - Paid time off - Company perks

• Manage a large number of open positions simultaneously in the healthcare sector. • Lead the full recruitment process, from posting job ads to presenting candidates to hiring managers. • Write, publish, and optimize job postings. • Conduct intensive sourcing on Indeed and LinkedIn. • Conduct screening interviews by phone or videoconference. • Build and maintain a pool of qualified candidates. • Ensure rigorous tracking of candidate applications. • Meet recruitment targets within tight deadlines. • Handle daily administrative follow-up for candidates. • Verify candidates' administrative files and check required documents.

• Own the 1-to-100 build as Float's first dedicated recruiting hire • Optimize recruitment of 1099 Registered Nurses through sourcing, referrals, outbound campaigns, partnerships, social media, and market-specific acquisition strategies • Maintain healthy clinician supply across existing markets while supporting expansion into new geographies • Develop targeted acquisition strategies for newly launched states and underserved regions, accounting for local market dynamics and demand signals • Identify bottlenecks and conversion gaps across the recruiting funnel and implement process improvements to increase speed, quality, and engagement • Partner cross-functionally to anticipate network demand, activation needs, and supply risks • Ensure recruiting and onboarding workflows support state licensing, compliance, and partner requirements • Evolve recruiting infrastructure, tooling, automation, and processes to support scalable growth • Design statewide recruiting strategies in markets where demand patterns are still emerging • Build repeatable playbooks for clinician acquisition, activation, and engagement in new markets • Analyze labor market conditions, nurse density, competition, and geographic coverage to inform expansion strategy • Build and monitor dashboards covering funnel conversion, pipeline health, market coverage, sourcing effectiveness, and activation performance • Define and optimize clinician acquisition metrics, including CAC, channel efficiency, and time-to-activation • Partner with leadership to define recruiting budgets and allocate spend based on ROI and network needs