Talent Partner

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Talent Partner based in United States.

As a Talent Partner, you will play a pivotal role in scaling a fast-growing health technology startup by attracting, engaging, and hiring exceptional talent across multiple functions. Working directly with company leadership, you will own the full recruitment lifecycle, from workforce planning and candidate sourcing to interviews, offer negotiations, and successful placements. You will help build robust talent pipelines, strengthen recruitment processes, and ensure hiring decisions meet the highest standards of quality. Beyond filling roles, you will coach hiring managers, improve interview practices, and develop scalable talent acquisition strategies that support rapid business growth. You will join a collaborative, high-performance team focused on advancing healthcare innovation and making quality care more affordable and accessible. This fully remote opportunity offers significant autonomy, meaningful ownership, and the chance to shape the company's talent strategy while contributing to a mission with real-world impact.

• Full-Cycle Recruitment: Own end-to-end hiring across multiple business functions, managing every stage of the recruitment process, including role intake, sourcing, screening, interview design, offer negotiation, and candidate closing.
• Talent Pipeline Development: Build, maintain, and continuously strengthen talent pipelines to meet current and future hiring needs, ensuring access to qualified candidates for specialized and hard-to-fill positions.
• Candidate Sourcing and Engagement: Develop effective sourcing strategies, conduct targeted outreach, review applications, and manage screening processes to identify and attract candidates whose skills and experience align with business objectives.
• Hiring Manager Partnership: Collaborate directly with leadership and hiring managers to understand workforce requirements, define role expectations, establish recruitment priorities, and deliver effective hiring strategies.
• Interview Excellence: Improve interview quality by training and coaching hiring managers, calibrating interviewers, refining evaluation criteria, and ensuring consistent, structured, and high-quality candidate assessments.
• Recruitment Operations: Manage job postings, coordinate internal hiring initiatives, maintain accurate candidate records, and ensure recruitment activities progress efficiently from initial contact through offer acceptance.
• Talent Database Management: Maintain an organized and up-to-date talent database, tracking candidate qualifications, availability, engagement history, and potential suitability for current or future opportunities.
• Process Improvement: Identify operational inefficiencies and introduce creative, scalable solutions to improve sourcing effectiveness, recruitment workflows, candidate experience, and hiring outcomes.
• Hiring Quality and Execution: Maintain high standards of accuracy, organization, and responsiveness while managing multiple searches simultaneously in a fast-paced, evolving environment.
• Strategic Talent Support: Help leadership anticipate talent needs, adapt recruitment strategies to changing business priorities, and build the workforce required to support continued company growth.
• Mission-Driven Collaboration: Contribute to a culture of accountability, continuous learning, independent thinking, and innovation while supporting a business focused on improving healthcare delivery.

Requirements:

• Professional Experience: Between 2 and 7 years of experience in talent acquisition, recruitment, human resources, or a related field, with a demonstrated ability to successfully fill challenging positions.
• Full-Cycle Recruitment Expertise: Proven experience independently managing complete recruitment processes, including role intake, sourcing, candidate screening, interview planning, offer negotiation, and closing. Experience limited to recruiting coordination or initial-stage sourcing alone will not be sufficient.
• Communication Skills: Excellent written and verbal communication skills, with the ability to engage candidates effectively, build trusted relationships with stakeholders, and communicate recruitment decisions clearly.
• Operational Excellence: Strong organizational skills, attention to detail, and the ability to maintain high daily productivity without compromising accuracy or candidate experience.
• Talent Sourcing Capabilities: Demonstrated ability to identify, engage, assess, and attract qualified talent through proactive sourcing strategies and effective candidate relationship management.
• Stakeholder Management: Ability to work closely with leadership and hiring managers, clarify business needs, influence hiring decisions, and establish alignment on candidate quality and recruitment priorities.
• Interviewing and Assessment: Understanding of structured interviewing, candidate evaluation, and hiring best practices, with the confidence to coach interviewers and uphold consistent assessment standards.
• Problem-Solving and Process Improvement: Strong analytical thinking and a proactive approach to identifying recruitment bottlenecks, improving operational processes, and implementing practical solutions.
• Adaptability and Autonomy: Comfort working in a fast-paced startup environment characterized by ambiguity, evolving priorities, high expectations, and significant individual responsibility.
• Drive and Growth Mindset: High energy, initiative, intellectual curiosity, and a strong commitment to continuous self-improvement. You should thrive in an environment where talented colleagues challenge one another to achieve ambitious goals.
• Healthcare Industry Interest: A genuine interest in healthcare technology and the potential to improve patient outcomes and healthcare affordability. Previous recruitment experience in healthcare or another regulated industry is an advantage.
• Commitment: Willingness to dedicate your professional focus to one full-time role and contribute consistently to the company's growth and talent objectives.
• Remote Collaboration: Ability to work independently and effectively with a distributed team while maintaining clear communication and reliable execution.
• Working Hours: Availability to work according to Eastern Time (EST) business hours.

Benefits:

• Competitive compensation: A highly competitive salary designed to attract and retain exceptional talent.
• Equity participation: Stock option grants that allow eligible employees to share in the company's growth and long-term success.
• Fully remote work: Work remotely from Canada with flexibility and autonomy in organizing your work.
• Paid time off: Paid holidays, vacation time, and paid sick leave to support rest, personal commitments, and well-being.
• Healthcare coverage: HMO health insurance coverage to support your health and overall wellness.
• Career advancement: Significant opportunities for professional growth and increased responsibility as the organization expands.
• Mentorship and learning: A culture that encourages continuous development, knowledge sharing, critical thinking, and professional mentorship.
• Meaningful ownership: Direct collaboration with leadership and the opportunity to shape recruitment strategy, hiring standards, and talent operations.
• Mission-driven work: Contribute to healthcare innovation by helping build the teams that enable more effective, affordable, and accessible care.
• Collaborative team culture: Work alongside ambitious, talented colleagues in an environment that values excellence, initiative, innovation, and shared success.
• High autonomy and impact: Take ownership of important recruitment initiatives and see the direct results of your work as the business scales.
• Eastern Time schedule: A clearly defined working schedule aligned with Eastern Time business hours.