[Hiring] Talent Lead @AIOS (YC W20/S21)

Role Description

As Talent Lead at AIOS, your fundamental role is to supercharge our talent (recruiting) function, ensuring that a lack of key hires never blocks growth. You’ll help define what a killer sourcing process looks like while leveraging frontier tooling to increase your throughput and velocity as you recruit best-in-class operators.

You’ll work across a variety of roles:

• Traditional direct-to-consumer Growth roles (Performance Marketing)
• Technical roles (AI + SWE Engineering & Product)
• Clinical roles

This is a full-time, fully remote role, and you’ll work mostly async in the timezone of your choice — as long as you’re around until midday Pacific Time every weekday. You’ll have flex in your calendar for kids if you have them — many of our team have kids so we’re kid-friendly.

This is an individual-contributor role — no direct reports, full-cycle sourcing/screening/closing, hands dirty in the trenches. You’ll report directly to Cierra Olsen (Head of Talent).

You’ll also work closely with the rest of the Talent Team:

• Zoe Wheeler (UK Talent Lead)
• Mika Mansilla (Founder Associate)
• Jordan Pellikan (VP Ops)

Key Responsibilities

• Full cycle: Own searches end to end from sourcing, outbound, screening, interview coordination, calibration, and closing (recent examples: Head of InfoSec, Head of Creative, Senior Media Buyer, Affiliate Lead).
• Sourcing: Build repeatable sourcing engines for hard-to-fill roles. Run LinkedIn X-ray searches, build target-company lists, and do the outbound headhunting yourself. Our best hires won’t come inbound.
• Processes: Constantly sharpen our hiring bars (seniority, industry fit, recency, builder pattern) consistently across every search you’re DRI for. Help improve interview processes across the org.
• Hygiene: Keep pipelines, stages, and candidate communication clean and current in Ashby so nothing stalls and our time to hire continually improves.
• Calibration: Flag pipeline risk early, bring calibration questions before they become misses, and constantly align with leaders across the org to improve our processes.
• Closing: Manage candidate experience through to signed offer, including comp conversations.

KPIs

• Time-to-fill on your owned searches, without sacrificing the bar
• Sourced (outbound) candidates as a % of your total pipeline — we want you building your own pipeline, not living off inbound
• Offer-accept rate on closed candidates
• Ashby pipeline hygiene — stages and candidate status always current

Qualifications

• Excellence: 5+ years experience personally recruiting (sourcing, screening, managing, and closing) great candidates across difficult searches.
• Hunter: Ability to turn a vague candidate profile into target companies, search strings, and a high-quality outbound pipeline.
• Senior hiring: Experience successfully recruiting senior leaders and understanding how sourcing, assessing, and closing them differs from junior hiring.
• Judgment: Ability to distinguish exceptional people from candidates who simply have the right companies, titles, or polish on their CV.
• Range: Ability to move between very different searches without losing depth.
• Multi-workstream: Ability to run several searches simultaneously while keeping sourcing quality, candidate communication, follow-ups, and pipeline hygiene exceptionally tight.
• Urgency: Ability to push searches forward without waiting to be managed.
• High bar: Care more about making an exceptional hire than filling a seat.

Nice to Have

• Startups/Scale-ups: Experience recruiting in a fast-moving startup or scale-up.
• Technical recruiting: Experience successfully recruiting for Engineering, AI, Data, Product, or other technical roles.
• Regulated industries: Experience recruiting in healthcare, financial services, or another highly regulated industry.
• AI-native: Actively use AI and automation to improve sourcing, research, outreach, screening, and recruiting operations.
• Systems builder: Experience building or materially improving recruiting processes, tooling, scorecards, sourcing systems, or interview loops.
• Network: Existing network of exceptional operators, builders, and leaders.

Our Cultural Standards

• Belief in the mission: We will have served 100 million patients by the end of 2035.
• Unwavering integrity: Maintain impeccable ethics and unwavering integrity.
• Only the paranoid survive: We are only interested in "insanely great".
• Commitment to candor: Full transparency from the company and from you.
• A maniacal sense of urgency: Execute at an intensity that most people think is impossible.
• Enduring frugality: We are frugal and hate being wasteful.
• Bulldozing barriers: We are relentlessly resourceful.
• Keep your head down: Focus on what matters.
• The power of focus: Know your One Thing, and nail it.

Compensation & Benefits

• Compensation: $100k-$200k/yr, including equity.
• Healthcare: Comprehensive medical insurance (if appropriate).
• Remote: Fully distributed team across the world.
• Personal development: Budget for books, courses, coaching.
• Personal wellness: Budget for gym, health apps.
• GLP-1s: Free membership with a clinic offering GLP-1s.
• Health coaching: Free biweekly health coaching.
• Work coaching: Free biweekly work coaching.
• Equipment: Macbook & work-from-home equipment provided as needed.