Talent Acquisition Lead

Develop Health Inc.; United States; On-site; USD 130,000 - 210,000; Full time

Job summary

Develop Health Inc. seeks an experienced Talent Acquisition lead to serve as Founding Recruiter and build out our TA strategy.

You will partner with the CTO, Head of People, and hiring managers to attract top-tier talent across Engineering, Product, Design, and GTM roles, while shaping our recruiting processes and candidate experience. You will shape the talent brand, run high-velocity sourcing, and eventually grow a TA team as we scale from Series A to a larger organization, ensuring

Qualifications

• 5+ years of recruiting experience with senior, rare, and technical talent in a VC-backed company.
• 2+ years of talent acquisition strategy experience, including talent mapping or events strategy.
• Tech-savvy with modern recruiting tools; ability to build velocity and processes.

Responsibilities

• Own the recruiting lifecycle from sourcing to offer, with a high-touch, candidate-centric approach.
• Partner with leadership to define roles, write compelling job descriptions, and design interview plans.
• Source, screen, and engage senior and specialized talent in Engineering, Product, and GTM areas.
• Enhance candidate experience and ensure competitive offers in collaboration with leadership.

Skills

Talent acquisition

Stakeholder management

Hiring strategy

Education

Bachelor's degree in HR or related field

Tools

Ashby

Juiceb

Job description

Develop Health is on a mission to use AI to radically accelerate access to life-saving medications. By automating complex, manual healthcare processes-like benefit verification and prior authorization- we've been growing rapidly and over the past couple of years have helped over 3.6 million patients! We're partnering with some of the largest pharmacy benefit managers and payers in the nation, revolutionizing how healthcare interactions occur by eliminating human delays and inefficiencies. Our small, elite team of founders and engineers have previously launched and exited successful healthcare startups including Rupa Health and Canvas Medical. We are now scaling rapidly following a major funding round.

About The Role

We are looking for an experienced Talent Acquisition lead who will initially serve as our Founding Recruiter, while building-out our approach to Talent Acquisition. Over time you will grow a team. You will be the driving force behind our daily recruiting efforts while also managing our talent brand, messaging, events and setting our talent acquisition strategy. You'll partner directly with our leadership team to attract exceptional talent and cultivate a high-performing culture. This is a unique opportunity to make a significant impact by building our team as we go from Series A to scaled company.

What You'll Do

This role is a blend of talent acquisition strategy and hands-on recruiting. You will be the first full-time recruiting hire, and will wear many hats, while collaborating closely with our CTO, Fractional Head of People, contract sourcers and recruiters, and hiring managers. You have the benefit of a year of build-out by fractional recruiters, so Ashby is tight, hiring managers are trained and move with velocity, and there is process and workflows to build upon. But no one has owned TA as a strategic function, and we know this is essential to hiring well, particularly at scale.

Hands-On Recruiting (80%)

Own the Recruiting Lifecycle: Design and execute a seamless, high-touch recruiting experience from start to finish.

Partner with Leadership: Collaborate closely with hiring managers to define roles, create compelling job descriptions, and build effective interview plans.

Source & Engage Talent: Proactively source, screen, and engage top-tier candidates, with a focus on senior and specialized roles in Engineering, Product and Design, and senior Go To Market talent.

Champion the Candidate Experience: Guide candidates through our process, ensuring every interaction is positive, professional, and reflects our company values, and we have a high close rate on candidates to whom we make an offer.

Manage Offers: Support the CTO and leadership team in benchmarking and extending competitive offers to secure the best talent.

Talent Acquisition Strategy (20%)

Design and Evangelize our Talent Brand. Our mission is to transform lives by unlocking access to medications and care previously blocked by a broken prior authorization process. You'll tell patient and customer stories in a way that makes candidates want to make Develop Health's mission, their mission. We have an impact that we know engineers to SDRs would be proud to tell their loved one about, and it's your job to get the word out.

Shape your Employer Value Proposition. Provide constant market feedback to the fractional Head of People and Founders, helping us maintain a compelling total rewards package and value proposition to candidates in the most competitive talent market in the world in San Francisco.

Talent Map and Nurture.

You'll map talent within SF and beyond. You'll set a strategy to network with the talent sought by top companies, and compel them to want to learn more about Develop Health, and keep-in-touch with candidates who can't explore now, but where we want to build a relationship for the future

Curate the Candidate Experience. You will evolve how we hire, to create an experience that genuinely feels like what it's like to work at Develop Health. It's rigorous and fast-paced, but also playful and fun. It's flexible and meets folks where they are at - speeding up, slowing down, or inserting the conversation that helps them unlock why this is the job for them - but also high-signal, reliable, and data-driven like the high-standards health tech company we are.

What You Bring

5+ years of recruiting experience, with at least 2 years managing high-touch recruiting processes for senior, rare, and technical talent within a Tier 1, VC-backed company.

2+ years of experience with Talent Acquisition strategy. This might mean you owned talent mapping and building talent pools, university strategy, talent brand, or events strategy. It's okay if you didn't personally own TA as primary leader, but you saw it done with excellence, owned at least a piece, and know what it takes to step into the leadership role, while maintaining velocity on your owned reqs.

Tech-Savvy: Proficiency with modern recruiting tools. We use Ashby, Juiceb