Director of Talent Acquisition & Recruiting Operations

About the role We're hiring our first dedicated recruiting leader, a Director of Talent Acquisition & Recruiting Operations. The mandate is simple to state and hard to execute: build a recruiting engine that hires providers, primarily therapists, across a growing number of states, without sacrificing quality or speed. You'll own talent acquisition end to end (strategy, systems, execution, and reporting) and build both sides of the funnel: an outbound engine run by recruiters and an inbound engine built on an employer brand that makes Handspring where therapists want to work. You'll partner with growth, clinical, and operations leadership to turn company goals into hiring targets. We move fast, operate with deep empathy, and value clarity, experimentation, and humility. If you're ready to build hiring that scales, we'd love to meet you. Key responsibilities

• Own the hiring function. Lead recruiting for clinical roles against monthly therapist hiring targets, and manage and grow the recruiting team as volume increases
• Build the recruiting infrastructure. Stand up recruiting tech stack and workflows (ATS, sourcing, scheduling, reporting) and repeatable playbooks for sourcing, screening, interviewing, and offers
• Make hiring measurable. Build the analytics layer and a single source of truth for pipeline health, funnel conversion, source effectiveness, cost-per-hire, and recruiter performance; tie hiring outcomes to company growth goals
• Plan capacity. Translate the growth plan into a hiring plan, align pipeline with patient demand, and report how much new patient volume we can absorb
• Raise candidate quality. Partner with the clinical team to define what a qualified candidate looks like, review pipeline together, and sharpen the sourcing strategy
• Build the brand. Make Handspring the employer of choice for therapists, so a growing share of hires come to us inbound

Who you are

• 7+ years in talent acquisition, including building and scaling a recruiting function from scratch, not just inheriting one
• You've managed recruiters and led a team to consistently hit hiring targets
• Strong analytical and operational mindset; you think in funnels, conversion rates, and capacity models
• Hands-on outbound operator: you've used emerging tech and tools to identify qualified candidates, built multitouch cadences to reach them, and written personalized outreach messages that get responses
• Comfortable operating with limited resources and building in ambiguity
• Healthcare recruiting experience (especially clinical or therapist hiring) and startup experience strongly preferred

Success in this role means

• Hiring keeps pace with the growth plan, with critical roles filled on time
• Time to fill and pipeline conversion improve over time
• Recruiting becomes measurable, repeatable, and predictable rather than reactive
• The recruiting function and its systems scale without proportionally scaling cost

Position details

• Full-time
• New York or remote position
• The salary range is $150K - $185K, plus stock options
• You must be based in the United States and have U.S. work authorization