AI & Engineering Talent Lead

Radiology Partners

1d • $140,000 - $180,000

About The Position

Cognita™ operates as the AI business unit of Mosaic Clinical Technologies™, a wholly owned subsidiary of Radiology Partners, the largest radiology practice in the U.S, with more than 4,000 radiologists in its network. Cognita is competing for the best AI and engineering talent in the world—against frontier AI labs and every other ambitious team trying to build something that matters. We win by recruiting people who are genuinely exceptional: builders with rare technical depth, taste, and drive. Credentials don’t predict performance at our bar; specific evidence of exceptional work does. As an AI & Engineering Talent Lead, you will own the function of finding, engaging, and closing those people. This is not a traditional recruiting role. You will report directly to senior leadership and operate with a single mandate: identify the best people in the world for every role we open, and build the systems to bring them to Cognita faster than anyone else can. The right candidate treats hiring as an engineering problem. You will design and run novel sourcing systems, run end-to-end funnels yourself, and exercise sharp judgment about technical excellence. You are technical enough to read a candidate’s GitHub, evaluate the difficulty of what they’ve built, and credibly engage them on the work. You don’t need to ship production code—but you should be comfortable using AI coding tools, prototyping internal recruiting tooling, and working with engineers as peers rather than as a service function. If you’re passionate about shaping the future of medical imaging, join us!

Requirements

• Worked in environments with exceptional talent density (frontier AI lab, top-tier startup, elite engineering org) and have a track record of personally referring in or recruiting strong people.
• Demonstrated success closing competitive technical candidates against frontier AI companies, FAANG, and well-funded startups.
• Familiarity with the AI/ML ecosystem and with how elite engineers evaluate opportunities.
• Comfortable with AI coding tools and “vibe coding.”
• Have built things—side projects, internal tools, automations, prototypes—because you wanted to, not because someone asked.
• Technical at the core. Can read code, evaluate the difficulty of a project, and hold your own in a conversation with a senior ML researcher or staff engineer.
• Believe assembling high-performance teams is an engineering problem, and have the instincts to build systems—not just run process.
• Operate with intensity, ownership, and judgment.
• Move quickly, but do not lower the bar to fill a slot.
• Credible representative of the company—strong written and verbal communication, real curiosity about the candidate’s work, and the taste to know when someone is exceptional vs. merely good.
• Bias for action, comfort with ambiguity, and a strong default toward solving the problem yourself before asking for help.

Nice To Haves

• Healthcare or radiology experience is not required.
• Formal CS background is not required; demonstrated technical fluency is.

Responsibilities

• Run full-cycle hiring for AI researchers, ML engineers, software engineers, and other technical roles—sourcing, outreach, technical screening, interview coordination, offer construction, and close.
• Develop sourcing channels beyond LinkedIn: targeted referrals, conferences, hackathons and competitions, niche technical communities, open-source ecosystems, and direct relationships with researchers and engineering leaders.
• Build internal recruiting tooling. Use AI coding tools to prototype sourcing systems, candidate trackers, outreach workflows, and evaluation pipelines that compound over time.
• Evaluate candidates with technical rigor. Read their work, understand what they’ve actually built, and form an independent view of excellence before they reach the hiring manager.
• Partner directly with senior engineering leadership to calibrate on hiring bar, prioritize searches, and drive offer strategy on the most competitive candidates.
• Own candidate experience end-to-end. Top-tier candidates evaluate companies through how they’re recruited; every interaction should reflect Cognita’s technical seriousness and ambition.
• Develop and continuously sharpen Cognita’s positioning to elite engineers: why this team, why this mission, why now.
• Maintain a high-precision pipeline. We optimize for fewer, better candidates—not throughput. Hold a strong bar even when it’s uncomfortable.
• Build and steward the internal data on what makes engineers succeed at Cognita, and use it to refine sourcing, screening, and selection over time.
• Performs other duties as assigned.

Benefits

• Competitive Benefits package – Eligibility starts the month after hire, with tiered options to choose from.
• Compensation Reviews
• Career Growth Opportunities
• Generous PTO Plans and Paid Holidays
• Health & wellness coverage options
• 401k benefits
• Family planning
• Telehealth

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed