Talent Acquisition Manager

About The Company

HealthSnap is an AI-powered virtual care management company. Our platform unifies Remote Patient Monitoring, Chronic Care Management, and Advanced Primary Care Management into one EMR-integrated system, and our clinical teams deliver those programs on behalf of health systems and medical groups, turning between-visit patient data into action that keeps people healthier and out of the hospital.

We are growing fast — we ranked number 17 on the 2025 Inc. 5000 list of fastest-growing healthcare companies, and we continue to scale our clinical team and patient programs to match.

The majority of our workforce is clinical and distributed, with over 430 LPN Care Navigators and their clinical leaders working remotely across many states, supporting patients every day on behalf of our provider partners. Behind them is a smaller corporate team across product, engineering, revenue, and operations. Hiring and keeping that clinical workforce healthy is not an HR metric to us — it is directly tied to patient care and continuity.

We're hiring a Talent Acquisition Manager to lead recruiting at HealthSnap — a true player/coach role. You will personally recruit alongside a team of two (with room to grow as our hiring plan scales), while also owning the strategy, systems, and metrics that turn recruiting into a real, defensible function rather than a set of individual efforts.

Your primary mandate is our clinical hiring engine: sourcing, screening, and closing LPNs and other clinical staff at volume, across a growing list of states, in a labor market where nurses move for small pay differences and health systems are our direct competition for talent. You will also own specialized corporate hiring across product, engineering, revenue, and operations, though clinical volume and quality is where we need the sharpest focus first.

We've already built strong foundations — relationships, instincts, and a growing set of recruiting practices that work. What's next is taking that to the next level: fully transitioning our recruiting workflow into our ATS, sharpening our reporting, and building an employer brand that helps us compete for talent at scale — all while never losing sight of the fact that every open req is a patient-care gap somewhere in the company.

What You Will Own:

• Clinical hiring at volume. Own the end-to-end recruiting funnel for LPNs and other clinical roles across our states — sourcing, screening, interviewing, and closing candidates fast without sacrificing quality. This is the single most important part of the role: clinical hiring speed and quality directly affects patient coverage and revenue.
• Embrace the Care Navigator lifecycle, not just headcount. Recruiting is the first link in a chain that includes onboarding, training, and ramp to operations, and our success has to be measured the same way. Stay closely connected to what happens after the offer: attract the right candidates, screen honestly for fit, and set new Care Navigators up to succeed from day one. The real measure of this role isn't reqs filled — it's Care Navigators who stay, are satisfied, and deliver excellent patient care.
• Corporate and specialized hiring. Partner with hiring managers across product, engineering, revenue, and operations to fill harder-to-source corporate roles. Lower volume, higher complexity, and a different sourcing playbook than clinical hiring.
• Employer brand and sourcing strategy. Build a nursing and clinical-staff employer brand that competes credibly against health systems and other virtual care companies. Develop sourcing channels, referral strategy, and outreach that reduce our dependence on inbound applications alone.
• Recruiting metrics and reporting. Strengthen and formalize our reporting: time-to-fill, cost-per-hire, quality-of-hire, funnel conversion by stage, and pipeline health, broken out by clinical vs. corporate hiring. Use this data to diagnose bottlenecks and give leadership a clear picture of hiring capacity against the plan.
• Take our ATS to the next level. Lead the full transition of recruiting workflow into our ATS — reqs, pipeline stages, interview feedback, offer workflows, and reporting — so the team runs consistently in one system rather than a mix of spreadsheets. Configure it so the data you need is a byproduct of the way the team already works, not a separate reporting exercise.
• Team leadership, player/coach style. Manage and develop a team of two recruiters while carrying your own requisition load. Coach on sourcing technique, interview quality, and pipeline discipline. Build the case for additional headcount as volume and complexity justify it, and help build a hiring plan for the team's own growth.
• Process and compliance. Build interview and hiring processes that hold up across a multi-state, licensed clinical workforce and a fast-moving corporate one. Partner with Clinical Operations on licensure and credentialing handoffs so a candidate's transition from offer to onboarded employee is clean.
• Cross-functional partnership. Work directly with clinical operations and executive leaders to understand real staffing needs and coverage gaps, not just headcount requests, and with corporate hiring managers to calibrate on role scope and candidate quality.

Your First Twelve Months:

• Clinical hiring runs at the pace the business needs. Time-to-fill and quality of hire for clinical roles inside agreed benchmarks, with a pipeline that doesn't collapse under seasonal or regional pressure.
• A real reporting layer exists. Time-to-fill, cost-per-hire, quality-of-hire, and funnel conversion are visible, trusted, and used to make decisions — not rebuilt from scratch in a spreadsheet every time someone asks.
• Our ATS is the system of record. Recruiting activity — reqs, pipeline, interview feedback, offers — lives in our ATS, not in parallel spreadsheets, and reporting is pulled from it directly.
• An employer brand and sourcing strategy exist for clinical hiring. A defined approach to attracting nurses and clinical staff that goes beyond posting a req and waiting, with early signal on whether it's improving pipeline volume or quality.
• The TA team is positioned to grow. The recruiting team has grown and developed, with a clear, data-backed case for when and where to add the next hire.

What We Are Looking For:

• 5+ years of full-cycle recruiting experience, including at least 2 years directly managing recruiters.
• Direct experience recruiting for a high-volume, multi-state, hourly, and/or clinical or field-based workforce — healthcare, home health, staffing, or a comparable vocationally-trained hourly population is strongly preferred. Hourly candidates evaluate opportunities and timelines differently than salaried ones, and corporate-only recruiting backgrounds will struggle with this scope.
• A genuine player/coach mindset: comfortable carrying your own requisitions while managing and developing a small team.
• Hands-on ownership of an ATS, including configuring it to produce real reporting rather than working around it.
• Data fluency: you build your own funnel reports and use them to diagnose where hiring is breaking down, rather than waiting for someone else to hand you the numbers.
• Experience building or substantially improving an employer brand or sourcing strategy for a hard-to-fill, competitive labor market.
• Comfort managing both high-volume, fast-moving clinical hiring and lower-volume, higher-complexity corporate hiring at the same time.
• Strong stakeholder management skills — able to partner credibly with clinical operations leaders and corporate hiring managers alike.
• Preferred: familiarity with clinical licensure and credentialing (e.g., Compact Nursing License requirements); experience recruiting in a venture- or PE-backed company through a growth inflection.

How We Work:

We believe in prevention over treatment, and that every patient deserves the right care at the right time in the right place. Internally, that same philosophy shows up as a simple idea: if you win, we all win. We move quickly and hold ourselves to clinical-grade standards because patients depend on what we do. We want a recruiter who feels that urgency too — every open clinical req is a patient waiting on care.

HealthSnap is an equal opportunity employer, and we are committed to building a team that reflects the patients and communities we serve.

Benefits & Perks

HealthSnap offers a comprehensive benefits package designed to support the health, well-being, and financial security of our employees. Eligible employees have access to medical, dental, and vision coverage, along with additional benefits and resources to support their overall well-being. We are committed to creating a supportive, remote-first work environment where our team can grow and make a meaningful impact.

Equal Employment Opportunity

HealthSnap is an Equal Opportunity Employer committed to providing equal employment opportunities to all applicants and employees. Employment decisions are based on qualifications, merit, and business needs, without discrimination based on any characteristic protected by applicable federal, state, or local law.

Applicants must be legally authorized to work in the United States. HealthSnap is unable to provide employment-based visa sponsorship for this position.

Originally posted on Himalayas