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Open nowPosted 6 days ago

Head of Talent

SuperDial9 open roles

Pay
$200,000 – $250,000 a year
Where
New York City
Work mode
On site
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Your applicationOpen nowHead of TalentSuperDial · New York City

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on SuperDial's own form.

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The clock on this job

Early applications get read.

13.3% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.6%3 days
  3. 13.3%7 days
  4. 21.3%14 days
  5. 35.7%30 days
  6. 59.1%60 days
This job: posted 6 days ago

The posting

ABOUT SUPERDIAL

SuperDial builds voice AI agents that handle the phone calls healthcare runs on: benefits verification, claims follow-up, prior authorization, and the hours spent on hold with payers in between. Provider organizations and billing companies use SuperDial to reclaim time and revenue that used to disappear into insurer phone trees. We recently raised our Series B and are scaling the team that will define how healthcare organizations communicate, AI to AI.

THE ROLE

We are hiring a Head of Talent to build the team that builds SuperDial.

The bar for every hire here is high, and the market for the people we want is the most competitive it has ever been. AI engineers, healthcare operators, and enterprise sellers have options, and the best of them are not applying to job posts. You will be the reason they take our call, take the meeting, and choose us over the offer they already have.

This is a builder's mandate. You will own talent strategy end to end: workforce planning with the leadership team, the recruiting engine, the candidate experience, the employer brand, and the closing playbook. You will recruit hands-on for our most critical roles while building the systems, team and partnerships that let us hire at the pace the business requires. You will sit close to the founders and the leadership team, and your judgment on people will carry real weight.

WHAT YOU'LL DO

- First 30-60 days: Take ownership of our open searches and personally close the most critical ones. Partner with each leader to define what an A+ hire looks like for their team, written down and specific. Audit the full funnel in Ashby: where great candidates come from, where they drop off, and why we win or lose at offer. Build a working hiring plan tied to the operating plan and runway.

- 90-120 days: Stand up a repeatable hiring process with structured interviews, calibrated scorecards and fast, decisive debriefs. Build a sourcing engine that reaches passive talent directly, through referrals, our investor networks, and the communities where AI and healthcare talent actually spends time. Make the candidate experience a competitive advantage, from first touch to signed offer. Partner with finance on compensation and equity so every offer is competitive and every close is deliberate.

- 6 months: Own the hiring plan for the company and deliver against it. Report on the metrics that matter, including time to hire, offer acceptance, quality of hire and source of hire, to the founders and the board. Have a clear point of view on our employer brand and the story we tell the market. Decide what the talent function needs next, whether recruiters, coordinators or partners, and build it.

WHAT YOU BRING

- 8+ years in talent acquisition, including time leading recruiting at a high-growth, venture-backed startup through a stage change.

- A record of personally closing exceptional technical talent, including AI and machine learning engineers, against offers from the strongest companies in the market.

- A network you have built over years and can reach today. Great people return your calls.

- Range across functions. You can hire an AI engineer, an enterprise account executive and a healthcare operations leader in the same quarter, and you know what great looks like in each.

- Closing instincts. You read what a candidate actually cares about, you shape the offer around it, and you know when to push and when to wait.

- Fluency in compensation and equity, and the judgment to build offers that win without breaking internal parity.

- Operational rigor. You run recruiting on data, you build process that speeds hiring up, and you are an expert in a modern ATS, ideally Ashby.

- High standards that you hold under pressure. You will tell a hiring manager when a candidate is not the bar, and you will tell the founders when a role is defined wrong.

Preferred: experience building a talent function from the ground up at a Series A to C company; recruiting for AI, voice or infrastructure engineering teams; healthcare technology, revenue cycle management or health system experience; agency or executive search experience alongside in-house leadership; experience shaping an employer brand from early stage.

WHY JOIN US

- Build the talent function of a category-defining company, with the mandate and resources to do it right.

- A seat close to the founders and the leadership team, where your judgment on people shapes the company.

- Every hire you make compounds. The people you bring in will build the product, win the customers and lead the teams that follow.

- A large, underserved market at an inflection point, and a mission that is easy to sell to the people you most want to hire.

WHO WE ARE

SuperDial is transforming AI in healthcare by building scalable, AI-powered solutions that optimize revenue cycle management. Join us and help shape the future of AI in healthcare.

The base salary for this role ranges from $200,000-$250,000, depending on experience, skill set, and fit. We also offer equity and benefits as part of our total compensation package. Final offers may vary based on experience and qualifications, and we welcome conversations with exceptional candidates whose backgrounds fall outside this range.

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