Clinical Talent Acquisition Partner (Remote)

People are done waiting to get sick before getting care. They want to understand their bodies, take control of how they feel, and actually invest in how long and how well they live. The system wasn't built for that. We are.

Founded alongside clinical and scientific leaders from Cleveland Clinic, Mass General Hospital, and Harvard Medical School, we bring together everything it takes to help people truly understand and optimize how their bodies are functioning now and decades to come. Comprehensive diagnostics, hands-on clinical experts, certified health coaches, and customized supplement, pharmaceutical, and lifestyle protocols. All from home. At the price of a gym membership.

Overview

Key Responsibilities

Full-Cycle Recruiting

Own the end-to-end recruiting process for clinical roles from intake meetings through signed offers across multiple geographic markets. This role will initially focus on building our RN workforce while also supporting recruitment for physicians and advanced practice providers as the organization grows.

Partner with hiring managers to define role requirements, licensure and credentialing needs, and realistic timelines

Screen candidates for clinical qualifications and the hospitality and member experience orientation essential to success in these roles

Draft and extend offers and support a clean handoff to the onboarding team

Sourcing & Pipeline Management

Build and maintain active, warm candidate pipelines across all open markets

Source passive candidates through LinkedIn, job boards, clinical associations (AANP, AAPA, AMA), and niche provider communities

Target talent from analogous hiring pools including staffing agencies, GLP-1 and weight loss clinics, and other high-volume outpatient settings

Conduct structured screens covering licensure status, multi-state availability, compensation alignment, and role fit

Building the Hiring Engine

Help design and document the end-to-end clinical hiring process, including screening scorecards, interview structure, funnel benchmarks, and decision frameworks

Establish and track applicant-to-interview-to-hire ratios so the team can forecast pipeline needs against headcount targets

Build repeatable processes that can scale as volume increases, and identify where supplemental support (per diem agencies, contract recruiters) makes sense

Partner with leadership to think through how the recruiting function scales over time

Process & Reporting

Maintain clean, up-to-date candidate records in the ATS at all times

Deliver organized candidate summaries and pipeline updates to hiring stakeholders on a regular cadence

Leverage AI tools to accelerate sourcing, personalize outreach, support screening analysis, and improve recruiting analytics while maintaining an excellent candidate experience

Track and report on key recruiting metrics including time-to-fill, pipeline conversion by market, and source effectiveness

Market Intelligence

Share market insights on clinical talent availability, compensation benchmarks, and multi-state licensing considerations

Stay current on trends in telehealth, longevity medicine, and digital health talent markets

Qualifications

Required

3 to 5 years of full-cycle recruiting experience with a focus on clinical or healthcare provider roles, most importantly RN Hiring 

Demonstrated experience placing MDs, NPs, PAs, or other licensed providers

Ability to screen for both clinical qual