Talent Acquisition Manager

HealthSnap

2d•Remote

About The Position

We're hiring a Talent Acquisition Manager to lead recruiting at HealthSnap — a true player/coach role. You will personally recruit alongside a team of two (with room to grow as our hiring plan scales), while also owning the strategy, systems, and metrics that turn recruiting into a real, defensible function rather than a set of individual efforts. Your primary mandate is our clinical hiring engine: sourcing, screening, and closing LPNs and other clinical staff at volume, across a growing list of states, in a labor market where nurses move for small pay differences and health systems are our direct competition for talent. You will also own specialized corporate hiring across product, engineering, revenue, and operations, though clinical volume and quality is where we need the sharpest focus first. We've already built strong foundations — relationships, instincts, and a growing set of recruiting practices that work. What's next is taking that to the next level: fully transitioning our recruiting workflow into our ATS, sharpening our reporting, and building an employer brand that helps us compete for talent at scale — all while never losing sight of the fact that every open req is a patient-care gap somewhere in the company.

Requirements

5+ years of full-cycle recruiting experience, including at least 2 years directly managing recruiters.
Direct experience recruiting for a high-volume, multi-state, hourly, and/or clinical or field-based workforce — healthcare, home health, staffing, or a comparable vocationally-trained hourly population is strongly preferred. Hourly candidates evaluate opportunities and timelines differently than salaried ones, and corporate-only recruiting backgrounds will struggle with this scope.
A genuine player/coach mindset: comfortable carrying your own requisitions while managing and developing a small team.
Hands-on ownership of an ATS, including configuring it to produce real reporting rather than working around it.
Data fluency: you build your own funnel reports and use them to diagnose where hiring is breaking down, rather than waiting for someone else to hand you the numbers.
Experience building or substantially improving an employer brand or sourcing strategy for a hard-to-fill, competitive labor market.
Comfort managing both high-volume, fast-moving clinical hiring and lower-volume, higher-complexity corporate hiring at the same time.
Strong stakeholder management skills — able to partner credibly with clinical operations leaders and corporate hiring managers alike.
Applicants must be legally authorized to work in the United States. HealthSnap is unable to provide employment-based visa sponsorship for this position.

Nice To Haves

Familiarity with clinical licensure and credentialing (e.g., Compact Nursing License requirements)
Experience recruiting in a venture- or PE-backed company through a growth inflection.

Responsibilities

Clinical hiring at volume. Own the end-to-end recruiting funnel for LPNs and other clinical roles across our states — sourcing, screening, interviewing, and closing candidates fast without sacrificing quality. This is the single most important part of the role: clinical hiring speed and quality directly affects patient coverage and revenue.
Embrace the Care Navigator lifecycle, not just headcount. Recruiting is the first link in a chain that includes onboarding, training, and ramp to operations, and our success has to be measured the same way. Stay closely connected to what happens after the offer: attract the right candidates, screen honestly for fit, and set new Care Navigators up to succeed from day one. The real measure of this role isn't reqs filled — it's Care Navigators who stay, are satisfied, and deliver excellent patient care.
Corporate and specialized hiring. Partner with hiring managers across product, engineering, revenue, and operations to fill harder-to-source corporate roles. Lower volume, higher complexity, and a different sourcing playbook than clinical hiring.
Employer brand and sourcing strategy. Build a nursing and clinical-staff employer brand that competes credibly against health systems and other virtual care companies. Develop sourcing channels, referral strategy, and outreach that reduce our dependence on inbound applications alone.
Recruiting metrics and reporting. Strengthen and formalize our reporting: time-to-fill, cost-per-hire, quality-of-hire, funnel conversion by stage, and pipeline health, broken out by clinical vs. corporate hiring. Use this data to diagnose bottlenecks and give leadership a clear picture of hiring capacity against the plan.
Take our ATS to the next level. Lead the full transition of recruiting workflow into our ATS — reqs, pipeline stages, interview feedback, offer workflows, and reporting — so the team runs consistently in one system rather than a mix of spreadsheets. Configure it so the data you need is a byproduct of the way the team already works, not a separate reporting exercise.
Team leadership, player/coach style. Manage and develop a team of two recruiters while carrying your own requisition load. Coach on sourcing technique, interview quality, and pipeline discipline. Build the case for additional headcount as volume and complexity justify it, and help build a hiring plan for the team's own growth.
Process and compliance. Build interview and hiring processes that hold up across a multi-state, licensed clinical workforce and a fast-moving corporate one. Partner with Clinical Operations on licensure and credentialing handoffs so a candidate's transition from offer to onboarded employee is clean.
Cross-functional partnership. Work directly with clinical operations and executive leaders to understand real staffing needs and coverage gaps, not just headcount requests, and with corporate hiring managers to calibrate on role scope and candidate quality.