New Lantern - Founding Technical Recruiter -- AI Healthcare Platform

Job Description

Job Description

Founding Technical Recruiter — AI Healthcare Platform | San Francisco | $120K–$145K + Equity - 27778397

We're partnering with a well-funded, AI-native healthcare technology company that is replacing 25-year-old radiology software with a modern cloud platform — and doing it at a company that has already won. Backed by Benchmark, Menlo Ventures, SV Angel , and world-class angels including Guillermo Rauch (Vercel) and Amjad Masad (Replit) , with $22.6M raised at Series A , this isn't a pre-product bet. Radiology groups across the country are actively using the product today, enterprise revenue is live, and the company is scaling fast toward 50+ employees and beyond.

They're looking for their first dedicated recruiter — someone to own the talent function end-to-end, build the processes that don't yet exist, and partner directly with the founder and leadership team on every hire that shapes what this company becomes.

The Opportunity

Right now, recruiting at this company is a makeshift process held together by founder time and good intentions. That's your blank canvas. You'll step in as the founding recruiter, own every requisition from sourcing through close, and build the infrastructure — systems, processes, candidate experience, hiring frameworks — that takes the company from ~30 to 50+ employees and beyond. Primary focus is engineering, with sales and operations hiring layered in as the team grows. You'll work directly with the CEO. Every hire you make will shape the culture and capability of this company at a critical inflection point.

What You'll Own

• Full-cycle recruiting for engineering roles — sourcing, screening, coordinating, and closing — with a high bar for technical talent
• Outbound sourcing pipelines built from scratch using LinkedIn Recruiter, creative channels, and the company's own AI platform
• Direct partnership with the founder and leadership team on every role — calibrating hiring bars, designing interview loops, and closing top candidates
• Recruiting infrastructure built from zero: intake processes, job descriptions, scorecards, hiring frameworks, and candidate experience standards
• Sales and operations hiring as the team scales
• A clear growth path into People Operations, Talent Leadership, or HR as the function matures

Compensation & Details

Component

Details

???? Base Salary

$120,000 – $145,000

???? Equity

Discussed case-by-case — Series A pricing with serious upside potential

???? Location

San Francisco, CA — onsite, 5 days/week

???? Stage

Series A · ~30 employees · scaling to 50+

???? Backing

Benchmark · Menlo Ventures · SV Angel · Vercel and Replit founders

Why the equity matters: Benchmark and Menlo Ventures don't write Series A checks at random. The product is live, revenue is real, and the trajectory is clear. Equity at this stage — before the Series B that follows a company like this — is among the most valuable on the market.

What We're Looking For

• 2–4 years of full-cycle recruiting experience in tech or startups — you've owned a requisition from first outreach to signed offer, not just coordinated the process
• Experience recruiting at early-stage startups (sub-50 employees) — you know what it feels like when there's no playbook, no coordinator, and no one to hand things off to
• Demonstrated ability to hire engineering talent as the primary discipline, with exposure to sales and operations hiring as a plus
• Strong outbound sourcing instincts — you find niche technical candidates through creative channels, not just inbound applicants
• Part of a startup's growth story — you've been through a period of significant team scaling and understand what that demands
• A warm, high-energy communicator who genuinely sells candidates on the company — you close people because they're excited, not just because the offer was highest
• Operates independently, makes decisions with limited guidance, and moves fast without needing a process handed to you
• Based in San Francisco and ready to be onsite 5 days/week

Interview Process

1. Behavioral screen — culture fit, background assessment, and ambiguity tolerance

2. Scenario exercise — recruiting situation testing and process thinking evaluation

3. On-site meeting — team and culture fit, in-person alignment with leadership

Profiles We Want to See

Candidates who have been in fast-moving, high-growth startup environments where recruiting is scrappy, high-stakes, and consequential. Strong backgrounds include:

AI & Developer Tool Startups Vercel · Replit · Cursor · Anyscale · Modal · Weights & Biases · Hugging Face · Together AI · Cohere

High-Growth YC & Venture-Backed Startups (sub-100 at time of hire) Retool · Ramp · Mercury · Brex · Linear · Notion · Rippling · Supabase · PostHog

Healthcare & AI Infrastructure Companies Abridge · Nabla · Suki · Rad AI · Gradient Health · Innovaccer · Commure

Technical Recruiting Agencies with In-House Startup Experience Riviera Partners · Betts Recruiting · Hunt Club · Kofi Group · Recruiting from Scratch

If you came up somewhere adjacent — a similar-stage company, a comparable founding recruiting function — we want to hear from you.

Profiles That Are Not a Fit

We want to be direct about who this role is not built for:

???? Large-company-only backgrounds — if your entire recruiting career has been at enterprise organizations with structured teams, defined handoffs, and an army of coordinators, this environment will feel like whiplash. Startup exposure is non-negotiable.

???? Agency-only backgrounds with no in-house experience — agency recruiting skills are valuable, but this role requires someone who has owned a function internally, not just filled requisitions for clients.

???? Candidates who need a defined playbook to operate — there is no playbook. You're writing the first one. If you need structure handed to you before you can execute, this isn't the right fit.

Companies that signal a mismatch include: Google · Meta · Amazon · Microsoft · Apple · IBM · Oracle · Accenture · large hospital systems or traditional healthcare HR departments.

Experience at these companies is not automatically disqualifying — but candidates whose entire background is in those environments, without scrappy startup exposure, are unlikely to thrive here.

Why This Role Is Different

✅ World-class investors — Benchmark and Menlo Ventures are among the most respected names in venture; they back category-defining companies

✅ Real product, real revenue — radiology groups across the US are live on the platform today; this is a scaling company, not a pitch deck

✅ Direct CEO access — you'll shape every hire alongside the founder; your impact is immediate and visible

✅ Mission that matters — doubling radiologist revenue with AI-native tools that replace software that hasn't been updated in 25 years

✅ Clear growth path — as the team scales, so does your role; People Ops, Talent Leadership, and HR are all on the table

Ready to Apply?

If you're an early-career or mid-level recruiter with startup DNA who wants to build a talent function from the ground up at one of the most exciting AI healthcare companies in the market, we want to hear from you.

???? Send your resume to: View email address on ziprecruiter.com

Please include a brief note about your startup recruiting experience, the engineering roles you've owned, and why a founding IC role appeals to you.

This search is being conducted by Cube Management on behalf of our client. The company name will be shared with shortlisted candidates.