Head of People and Administration

About Anterior Anterior is on a mission to transform healthcare administration, making it seamless and invisible so clinicians can focus on delivering care. We’ve built an AI-powered platform designed by clinicians, for clinicians, to simplify administrative workflows and improve patient outcomes. By combining clinical expertise with cutting-edge technology, we’re revolutionizing healthcare operations with responsible AI.
We're growing rapidly and are backed by world-class investors including Sequoia, New Enterprise Associates (NEA), and Neo along with notable angels including the founders of DeepMind, Google AI, and Inflection AI.
We're working on the cutting edge of using technology to make clinical decision-making frictionless.
We're building exciting tech for huge customers and we trust in the foundations: keep it simple, build strong foundations, and the rest will follow.
Talent is the differentiator: we're the AI transformation partner for health plans at enterprise scale, and the promise behind it is our people - engineers and clinicians they could never hire themselves.
You'll build our People function from its early foundations: how we onboard, develop, review, and reward people, and how we keep 50 of them feeling like one team while we scale. Hiring is part of the role. We'll continue to grow quickly and bring more people on board, mostly engineers, technical product hires, and clinical hires.
This is not an HR role, and it's not a recruiting position. You'll report to our VP of Operations, work directly with our founders, and draw on coaches and mentors we'll put around you. Run our growth and performance system: semi-annual reviews built on our growth model, plus 360° feedback and development plans. The goal isn't to police performance; it's to give people a structured way to show their work, get honest feedback, and get rewarded for it.
We don't manage careers, we enable our team to grow. Build the coaching, feedback, and development practices that turn strong people into distinctive ones.
Own onboarding that gets new hires doing real work in week one, and the community and culture that keep 50 people feeling like one team.
Shape the team itself through workforce planning and forecasting with leadership.
Run hiring, with leverage
Build a visible engineering culture with the team, e.g. events, hackathons, engineers writing and speaking — so the people we want find us before we ever reach out.
Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews and assessments for competence and fit.
Run our external recruiting partners like an operator: brief them precisely, hold them to performance, and cut the ones that don't deliver. Build always-on pipelines of active and passive candidates, and figure out the modern toolkit to do it: AI sourcing tools, referrals, communities, events. Work with Marketing and Engineering on the employer brand behind them.
Clean pipelines in our ATS, response-time SLAs, funnel metrics that show where we leak candidates, and a candidate experience people recommend whether or not they're hired.
You might be an MBB consultant who gravitated toward people development, a chief of staff who found team-building the best part of the job, or an operator who became the de facto people person at a startup. You care how people grow, and you've had some exposure to recruiting or people development - enough to tell a strong candidate from a weak one. You've spent your whole career in HR and want a bigger HR seat.
Hiring is part of the mandate, not the whole job.