Handspring - Director of Talent Acquisition & Recruiting Operations
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Requirements
• 7+ years in talent acquisition, including building and scaling a recruiting function from scratch, not just inheriting one • You've managed recruiters and led a team to consistently hit hiring targets • Strong analytical and operational mindset; you think in funnels, conversion rates, and capacity models • Hands-on outbound operator: you've used emerging tech and tools to identify qualified candidates, built multitouch cadences to reach them, and written personalized outreach messages that get responses • Comfortable operating with limited resources and building in ambiguity • Healthcare recruiting experience (especially clinical or therapist hiring) and startup experience strongly preferred
Responsibilities
• Own the hiring function. Lead recruiting for clinical roles against monthly therapist hiring targets, and manage and grow the recruiting team as volume increases • Own the hiring function • Build the recruiting infrastructure. Stand up recruiting tech stack and workflows (ATS, sourcing, scheduling, reporting) and repeatable playbooks for sourcing, screening, interviewing, and offers • Build the recruiting infrastructure • Make hiring measurable. Build the analytics layer and a single source of truth for pipeline health, funnel conversion, source effectiveness, cost-per-hire, and recruiter performance; tie hiring outcomes to company growth goals • Make hiring measurable • Plan capacity. Translate the growth plan into a hiring plan, align pipeline with patient demand, and report how much new patient volume we can absorb • Plan capacity • Raise candidate quality. Partner with the clinical team to define what a qualified candidate looks like, review pipeline together, and sharpen the sourcing strategy • Raise candidate quality • Build the brand. Make Handspring the employer of choice for therapists, so a growing share of hires come to us inbound • Build the brand • Hiring keeps pace with the growth plan, with critical roles filled on time • Time to fill and pipeline conversion improve over time • Recruiting becomes measurable, repeatable, and predictable rather than reactive • The recruiting function and its systems scale without proportionally scaling cost
Benefits
• $150K – $185K • Offers Equity
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