Sr. Manager, Talent Acquisition

About MicroTransponder

MicroTransponder, Inc. is dedicated to transforming the lives of stroke survivors through its innovative neurostimulation technology. The company's flagship product, the FDA-approved Vivistim® Paired VNS™ System, enhances stroke rehabilitation by pairing vagus nerve stimulation (VNS) with physical and occupational therapy. This approach leverages the brain's neuroplasticity to improve upper limb function, offering new hope to those with chronic arm and hand impairments following an ischemic stroke.

By integrating this therapy into rehabilitation programs, MicroTransponder aims to help stroke survivors regain independence in daily activities and enhance their quality of life. The company's commitment to advancing stroke recovery is evident in its ongoing research and collaboration with healthcare providers to make this therapy accessible to more patients.

About the role

The Senior Manager, Talent Acquisition will be responsible for leading MicroTransponder’s talent acquisition strategy during a period of accelerated growth. This role will own the full recruitment function—developing scalable systems, refining hiring processes, and partnering with executives to bring in top-tier talent across commercial, R&D, clinical, and corporate teams.

This leader is responsible for both strategic and hands-on recruiting activities, partnering closely with the Chief Commercial Officer, sales leadership, and cross-functional teams to deliver a scalable, data-driven, and high-quality recruiting function.

The ideal candidate understands how to build high-performing teams within a regulated, mission-driven organization. You must be comfortable working strategically and hands-on—leading searches, advising hiring managers, defining workforce plans, and building strong pipelines of high-caliber candidates.

What you'll do

Recruiting Strategy & Leadership

• Develop a comprehensive recruiting strategy to support commercial expansion and overall organizational growth.
• Partner with commercial and cross-functional leaders to define hiring priorities and workforce plans.
• Establish frameworks for consistent evaluation, selection, and hiring practices

Commercial Hiring Strategy

• Lead the national recruiting strategy for all commercial roles, including Regional Directors, Territory Managers, Therapy Development Specialists, reimbursement specialists, and additional field-based functions.
• Develop scalable recruiting frameworks to support rapid territory expansion and new market launches.
• Partner with sales leadership to align hiring priorities with commercial growth objectives.

Full-Cycle Talent Acquisition

• Lead end-to-end recruiting for key roles, including senior or specialized commercial positions when needed.
• Manage sourcing, assessment, and selection processes to ensure high-quality candidate pipelines.
• Maintain a high standard of candidate experience aligned with organizational values and mission.

Operational Excellence & Process Development

• Create structured, efficient hiring processes that support rapid scaling across multiple regions.
• Optimize ATS functionality, reporting tools, and workflow management.
• Use data and metrics to track hiring performance, forecast needs, and identify areas for improvement.
• Ensure all recruiting practices meet compliance standards and industry regulations.

Workforce Planning & Cross-Functional Collaboration

• Collaborate with leadership to anticipate hiring needs based on growth, market expansion, and organizational objectives.
• Provide insights on talent trends, regional variations, and competitive landscapes.
• Support long-term planning for future commercial and organizational requirements.

Pipeline Development & Talent Branding

• Build sustainable talent pipelines across commercial and related functions.
• Strengthen MicroTransponder’s employer brand through targeted outreach and industry engagement.
• Develop strategies to attract diverse, high-caliber candidates from medtech and associated fields.

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred).
• 7–12+ years of recruiting experience, including 3+ years