Talent Partner

Ognomy Sleep Recruiting Manager

Ognomy sleep is leading the movement in how sleep apnea is diagnosed, treated and supported. We are building more than a company, we are building a movement. We treat patients in all 50 states and DC. We are physician-led, treatment agnostic and currently the only telehealth provider for sleep apnea care referred by Eli Lilly.

We are here to expand access, improve outcomes, and help people sleep better, improve their health, and ultimately live longer. And we are just getting started.

About the Role

Own full-cycle recruiting across every function, personally sourcing, screening, and closing candidates in a lean environment without a large team or agency budget to lean on. The people who succeed in this role are the ones seeking an environment like ours, because they have already proven they thrive in similar ones.

This role will primarily be responsible for hiring at volume to reach our clinician staffing goals. We expect this role to also own hiring across corporate functions such as sales, product, engineering, and G&A.

This role is responsible for building strong processes and systems to enhance our pre-boarding, onboarding and integration to ensure all hires are brought into Ognomy successfully.

You don't just own hiring you own attracting, closing and onboarding strong talent to support Ognomy in reaching its goals which are exciting and large in nature given our recent funding.

Key Responsibilities

• Run full-cycle recruiting from intake through offer acceptance, including sourcing, screening, interview coordination, and close.
• Partner with hiring managers to define role requirements, calibrate on candidate profiles, and set realistic timelines.
• Build and maintain sourcing pipelines through direct outreach, referrals, and targeted channels rather than relying on inbound alone.
• Structure and negotiate offers, including complex clinical compensation models across multiple legal entities and states.
• Design interview processes, scorecards, and work-sample assessments that predict on-the-job performance.
• Own recruiting metrics such as time-to-fill, pipeline health, and offer-accept rate, and report on them to leadership.
• Identify areas where we can implement leaner processes, automation workflows and introduct systems to streamline hiring and leverage tools to reach our hiring goals while also ensuring data accuracy and integrity of our process.
• Support strong hand offs and partnership as we onboarding and integrate new hires. You may be responsible for holding first day meetings with new hires, or partnering internally to set up pre-training and pre-boarding activities.

How You Operate:

• You enjoy building systems and processes from the ground up, and you find satisfaction in bringing order to startup hiring.
• You know how to build strong cross-functional relationships at all levels so that hiring managers, stakeholders and executives across the business become real partners in identifying, attracting, and closing talent.
• You take pride in delivering a world-class candidate experience
• You know how to balance pace, hiring needs, and candidate experience in how you operate day to day.
• You treat ambiguity as a strength rather than an obstacle
• You are flexible with an environment where things move quickly and change often and can meet goals on time within that type of environment.
• You use data to validate against hiring goals and plan strategically

What You've Done:

• 3+ years of clinical recruiting experience.
• 5+ years of overall talent acquisition experience, with a plus for agency or early-stage startup backgrounds.
• Proven relationship management skills. We will want to speak with hiring managers you've partnered with.
• Proven sourcing methods that draw on a mix of both paid and earned media.
• Experience using Lever as an ATS, including its automation capabilities.

Compensation: $125,000 - $165,000 Our cash compensation amount for this role is targeted at $125,000 - $165,000 per year for all US-based remote locations. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed above.