Principal Talent Acquisition Partner, Redox

• 8+ years of full-cycle recruiting experience, including senior leadership, sales, and technical roles
• Experience recruiting in healthcare and/or SaaS within a fast-paced startup environment
• Strong generalist who is comfortable moving between very different searches, from highly technical roles to customer-facing and operations hires
• Ability to pivot quickly and adjust strategy as priorities shift. Hiring needs here change often, and you must re-prioritize without losing momentum
• Track record of running a recruiting function with limited support. You are scrappy and effective without a large team or heavy infrastructure behind you, and you are willing to roll up your sleeves and lead at the same time
• Confidence and credibility with executives. You hold your own with senior leaders and partner with them to reach the right answer, including when your read of the situation or the data points somewhere different
• Strong data instincts, with direct experience in compensation benchmarking, pay equity, and offer negotiation
• Fluent with AI tools in your own work. You have already figured out how to use them in recruiting and can give concrete examples of what you use them for and what it changed
• Ability to work well with a wide range of strong personalities and stakeholders. Solutions-oriented and steady when things get hard
• A real commitment to building diverse teams, and practical experience running hiring processes that support it
• Software Platform/Tools Required:
• Lever ATS, GoodTime Scheduling, LinkedIn Recruiter, Slack, Google Suite, Microsoft Office
• Daily use of an AI assistant (for example, Claude) in recruiting work
• Compensation benchmarking tools (for example, Pave or Radford etc)

Desirable

• We are hiring a Principal Talent Acquisition Partner at Redox. This is a high-impact, hands-on individual contributor role and will own full lifecycle recruiting. You will have a contract recruiter to lean on as needs ramp up, and you will partner closely with the rest of the People team. But this is a lean, fast-moving startup, so expect to do the work yourself as much as you direct it
• One day you are sourcing a hard-to-fill role and screening candidates, and the next you are sitting with an executive to shape a hiring plan and serve as their trusted talent advisor
• You will recruit across a wide range of functions and levels, from technical engineering and product roles to customer-facing and operational roles and beyond, so you need to be a strong generalist who can move between very different searches
• You get to decide how recruiting works here, including which tools (AI included) you use to do it. Building diverse teams matters to us, and we expect this role to help us do that well
• Own full-cycle recruiting across the company, driving the hiring process from headcount approval request and talent sourcing through offer negotiation and close. This spans from senior leadership, technical positions, customer-facing functions and operational teams etc
• Serve as a trusted talent advisor to hiring managers and executives. Guide leveling, build scorecards, design interview loops, and partner with leaders to set the right candidate bar and hiring plan, including the honest conversations when something needs to change
• Build and actively manage candidate pipelines. Source directly rather than waiting for inbound applicants, and build pipelines that reach a diverse slate of candidates
• Direct the contract recruiter and internal scheduling and admin support: hand off the right work, brief them well, and keep the process moving
• Use AI tools of your choice in your daily work to move faster and better: draft and tailor job descriptions, summarize and compare candidate pipelines, write and personalize outreach at volume, and turn role competencies into structured interview question banks. We will not hand you a tool. We expect you to already have AI woven into how you recruit and to show us specifically how
• Partner with our Director of Total Rewards on compensation benchmarking and pay equity for offers, and lead offer negotiations through to close
• Manage external recruiting agencies when needed, scope the work, brief them, and hold them to results
• Own recruiting data and reporting (time to fill, pipeline health, source quality, offer acceptance) and use it to decide where to spend effort
• Own and improve the hiring process itself, including our applicant tracking system, interviewer training, and the service level agreements between TA and hiring teams