Clinically AI
Talent Acquisition Partner
San Diego, CA · Full-time
Sponsorship not specified$115k-$175kDetected 22 days ago
Machine LearningBrand StrategyOutbound SalesRecruitingHREmployee RelationsHRISOnboardingCompensationEmployment LawCustomer SuccessLeadershipCommunicationCollaboration
About the role
- We operate in a fast-growing and rapidly evolving AI healthcare market where adoption, trust, and execution matter.
- This is not a transactional recruiting coordinator role.
Responsibilities
- You design intake processes, scorecards, interview loops, and pipeline strategies that scale across functions and survive periods of intense hiring volume.
- You build and maintain warm pipelines well before reqs open.
- Exposure to people operations, onboarding design, or early-stage HR program building
Requirements
- Success in this position is measured by our ability to fill critical roles quickly without ever compromising on cultural alignment, technical bar, or long-term fit.
- Bachelor's degree or equivalent experience in business, communications, human resources, or a related field
Compensation
- We have a dedicated HR leader, and you will partner closely with them, but during high-volume hiring cycles, onboarding waves, performance review periods, compensation planning cycles, or other moments of People-team load, you will roll up
Benefits
- You believe consistent pipeline health is the difference between hiring quickly and hiring desperately.
- 5+ years of full-cycle recruiting experience, with at least 2 years in an in-house talent role at a high-growth technology, SaaS, or healthcare technology company
- Excellent written and verbal communication, with the ability to represent the company authentically to candidates, push back constructively with hiring managers, and present hiring plans and pipeline health to executives
- Background recruiting into behavioral health, healthcare, or another regulated or clinically-oriented industry
Company info
- You internalize the culture and operating principles of the company and use them as the primary filter in every hiring loop.
- You protect culture as actively as you protect the technical bar.
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