Remote Talent Acquisition Lead

Rockstar is recruiting for a mission-driven healthcare company focused on improving the lives of autistic and neurodivergent adults. This company delivers specialized mental health services covered by insurance, helping tens of thousands access diagnoses, neurodivergent-affirming therapy, and community support. With outcomes that meaningfully outperform traditional care, the organization is experiencing rapid growth and is building a team dedicated to creating services that have never existed for this community.

About the Role
As the first corporate Talent Acquisition Lead, you will be the driving force behind building the team and setting and upholding a high bar for talent.

Over the next 12 months, you will be personally responsible for scaling the team from 30 to 60 people. Reporting directly to the CEO, you’ll work closely with senior leadership to ensure roles are scoped correctly, hiring processes run rigorously, and the organization consistently attracts and hires exceptional people.

You will own the recruiting process end to end, from driving role kickoffs and candidate debriefs, to launching requisitions, running the ATS, maintaining clean data, and continuously improving how the company hires.

This role offers hands-on ownership and outsized impact. At this stage, your work will have a foundational role in building the team. You will get direct collaboration with the leadership team and will get to stand up a recruiting function from the ground up. If you are excited about contributing to a mission of transforming the lives of autistic and neurodivergent adults, we would love to hear from you.

You Will
- Find the best talent: Proactively search for outstanding candidates, using whatever channels and approaches are needed to keep pipelines strong and find the best talent.
- Ensure proper role scoping: Push hiring managers to clearly define role scope, responsibilities, and success criteria before hiring begins; act as the forcing function that prevents poorly scoped roles from launching and ensuring role scoping and calibrations get done on time.
- Design interview process to properly assess candidate: Translate role requirements into structured interview plans, including interview stages, interviewer assignments, and suggested questions to assess defined attributes.
- Create a great candidate experience: Serve as the primary point of contact for candidates from first conversation through decision, building trust, clearly representing the organization, and keeping strong candidates engaged throughout the process.
- Own the hiring process end to end: Own the setup, accuracy, and day-to-day operation of the ATS (Greenhouse). Coordinate interviews, manage candidate communication, and drive timely debriefs so decisions are made quickly and the hiring process stays organized and moving.
- Diagnose and fix hiring bottlenecks: Track metrics and examine role funnels to understand where bottlenecks are; suggest and drive targeted changes that unblock progress and improve hiring outcomes.

About you
- Have ~7–10+ years of experience in recruiting or adjacent operator roles, with hands-on ownership of sourcing, screening, and running hiring end to end
- Strong judgment and confidence to push back on hiring managers and the CEO around role scope, quality, and process, while staying deeply hands-on with sourcing, screening, and managing hiring processes
- Think from first principles about hiring: able to break down vague role definitions, surface missing decisions, and evaluate candidates based on real signal rather than pedigree or “best practices”
- Have a track record of finding and winning strong candidates when it’s hard, getting creative when standard channels fail, and doing whatever it takes to build real pipeline
- Build genuine rapport with candidates and serve as a credible, compelling first touchpoint
- Highly organized and operationally rigorous, able to own systems and processes end to end, keep things clean, and spot breakdowns before they slow hiring
- Have experience operating on very small or early-stage recruiting teams and understand what it takes to own hiring without layers of support

More about the Company
- The culture is a unique mix of thoughtfulness, kindness, and high-performance. The team takes time to eat lunch together every single day in NYC, while also setting ambitious goals and holding themselves accountable to them.
- The organization always ensures that it integrates perspectives from experts in the space, including clinicians and autistic self-advocates.
- Team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Yale, Penn, Northwestern, Dartmouth, Vanderbilt, and more.

Here are a few of the organizations favorite operating principles:
- Clients first - The job is to solve real problems for clients. Choose what makes life better for the client, even if it’s harder for the team. Never lose sight of the person on the other side.
- Find a Way - The team uses ingenuity, scrappiness, and determination to bend the world to accomplish goals. They are resourceful and do more with less.
- Raise the Bar - The team grows deliberately, by asking how things can improve and by giving and seeking feedback. They insist on the highest standards and keep pushing them higher.
- Be a Good Person - Be kind, be honest, and make it fun to work here. Tell the truth even when it’s uncomfortable. Treat people with respect and go out of the way to do nice things for teammates.