Head of Talent

SuperDial•New York, NY

1d•$200,000 - $250,000

About The Position

SuperDial is hiring a Head of Talent to build and lead the talent function as the company scales. The role owns talent strategy end to end, including workforce planning with the leadership team, recruiting, candidate experience, employer brand, and offer closing. The Head of Talent will recruit hands-on for critical roles while establishing the systems, team, and partnerships needed to hire at the pace the business requires. The position works closely with the founders and leadership team, and its judgment on people will carry significant weight. In the first 30–60 days, the Head of Talent will take ownership of open searches, personally close critical hires, define role-specific hiring bars with leaders, audit the recruiting funnel in Ashby, and create a hiring plan tied to the operating plan and runway. By 90–120 days, the role will establish structured interviews, calibrated scorecards, decisive debriefs, direct sourcing channels, a strong candidate experience, and competitive compensation and equity practices in partnership with finance. Within six months, the Head of Talent will own and deliver the company hiring plan, report key recruiting metrics to the founders and board, develop a clear employer-brand position, and determine how to build out the talent function. SuperDial builds voice AI agents for healthcare workflows such as benefits verification, claims follow-up, and prior authorization. The company recently raised its Series B and is scaling its team. The base salary range is $200,000–$250,000, depending on experience, skill set, and fit. Equity and benefits are also offered as part of the total compensation package; final offers may vary based on experience and qualifications.

Requirements

At least 8 years of experience in talent acquisition.
Experience leading recruiting at a high-growth, venture-backed startup through a stage change.
A record of personally closing exceptional technical talent, including AI and machine learning engineers, against offers from leading companies.
An established professional network that can be activated for recruiting.
Ability to recruit across functions, including AI engineering, enterprise sales, and healthcare operations, and assess what strong talent looks like in each.
Strong candidate-closing judgment, including understanding candidate priorities, shaping offers, and knowing when to push or wait.
Fluency in compensation and equity, with the judgment to build competitive offers without undermining internal parity.
Operational rigor, including data-driven recruiting, process design that accelerates hiring, and expertise with a modern ATS; Ashby is preferred.
Ability to maintain high standards under pressure, including challenging hiring managers on candidate quality and advising founders when a role is incorrectly defined.

Nice To Haves

Experience building a talent function from the ground up at a Series A to C company.
Recruiting experience for AI, voice, or infrastructure engineering teams.
Experience in healthcare technology, revenue cycle management, or health systems.
Agency or executive search experience alongside in-house recruiting leadership.
Experience shaping an employer brand at an early-stage company.

Responsibilities

Take ownership of open searches and personally close the most critical hires.
Partner with leaders to define specific standards for outstanding hires across their teams.
Audit the recruiting funnel in Ashby, identifying candidate sources, drop-off points, and reasons for winning or losing offers.
Build a working hiring plan aligned with the operating plan and runway.
Establish a repeatable hiring process with structured interviews, calibrated scorecards, and fast, decisive debriefs.
Build direct sourcing channels through referrals, investor networks, and relevant AI and healthcare communities.
Make the candidate experience a competitive advantage from first contact through signed offer.
Partner with finance on compensation and equity to create competitive offers while maintaining internal parity.
Own and deliver the company hiring plan.
Report recruiting metrics, including time to hire, offer acceptance, quality of hire, and source of hire, to the founders and board.
Develop a point of view on the employer brand and the story SuperDial tells the market.
Determine the talent function’s future staffing and partner needs, and build the function.
Recruit across technical, enterprise sales, and healthcare operations roles.