Talent Acquisition Lead

Conduit Health•New York, NY

1d•$120,000 - $150,000•Hybrid

About The Position

Every great company is built by great people, and you'll be the one finding them. As Conduit Health's first in-house Recruiter, you'll own hiring end to end across every department, partnering with leaders from the first intake conversation through the signed offer. You'll shape how candidates experience Conduit Health from the moment they see a job post, and set the standard for how we hire going forward. Our processes and roles are evolving as we grow, and you'll be the steady point of clarity through it all, keeping stakeholders aligned and candidates informed while the process itself is being built.

Requirements

5+ years of full-cycle recruiting experience, including time at a startup (required)
Experience hiring across multiple functions, not just one department
A track record of sourcing strong candidates proactively, not just working inbound
Comfort navigating strong opinions and little existing process, and the judgment to build process that helps rather than slows teams down
Clear, confident communication with both candidates and hiring managers, including pushing back when needed
Hands-on experience configuring an ATS (Ashby strongly preferred)
Organized and calm under pressure when several searches are moving at once

Nice To Haves

Experience recruiting at a health tech startup.

Responsibilities

Own full-cycle recruiting across all departments. Lead the end to end recruitment cycle from intake through sourcing, screening, interviews, and offer, for roles spanning across Engineering, Operations, Growth, and Beyond.
Get to the heart of a role quickly. Uncover what a team actually needs. Hiring across every department means getting up to speed fast on what each team does and what great looks like. Many of our roles are new or evolving as the company grows, so you'll need to grasp what's changing, anticipate where the role is headed, and hire for both today and tomorrow' needs.
Align hiring teams. When stakeholders have different pictures of the ideal candidate, know when to step in to align on must-haves, nice-to-haves, and trade-offs to avoid losing talent.
Lead strategic sourcing. Build and nurture strong talent pipelines that you think Conduit Health can benefit from, even down the road. Our brand is getting strong and so is our inbound applicants pool, but you will need to proactively seek out the people who won't find us on their own.
Manage timelines on both sides. Keep candidates informed and hiring teams moving, especially when strong candidates are juggling multiple interviews and we need to move fast.
Build a candidate experience that reflects who we are. Every interaction, whether it ends in an offer or not, should leave people wanting to work here and telling others to apply.
Own Ashby. Set up and maintain interview stages, scorecards, and automations; keep data clean; and use reporting to spot bottlenecks.
Be a trusted advisor. Bring market insight and hiring expertise to every search. If a salary band is not aligned with the market or an interview process is too long, advise on alternatives solutions and help leaders make smart hiring decisions.