- Office in New York City
Description
Talent Acquisition Partner
New York City (4 days/week in office)
About Kontakt.io
Kontakt.io is building the platform that care operations run on.
We reduce waste, cut costs, and improve throughput in hospitals by automating and orchestrating clinical workflows. Using AI, real-time location data (RTLS), and deep EHR integration, our platform enables care teams to operate with real-time intelligence and financial discipline.
Trusted by leading U.S. health systems including HCA, Sutter Health, AdventHealth, Trinity Health, and the U.S. Department of Veterans Affairs — and backed by Goldman Sachs — we are scaling rapidly toward the next phase of durable, disciplined hypergrowth.
Talent density will determine whether we win this next phase.
We are hiring a Talent Acquisition Partner to help build the engine.
Why This Role Is Compelling
- You will recruit for high-impact roles across Engineering, Product, and GTM
- You will partner directly with hiring managers and executives
- You will help define “great” — not just fill pipelines
- You will work in a company where hiring quality matters more than hiring speed
- You will help scale toward a $200M ARR business in a category being transformed by AI
This is not a coordinator role. This is a judgment role.
The Role
We are looking for a high-agency, business-minded Tech Recruiter who understands that hiring is one of the highest-leverage activities in a growth-stage company.
You will own full-cycle recruiting across technical and GTM roles, including:
- Backend, data, AI/ML, and platform engineers
- Product and technical leadership roles
- Strategic GTM hires
You will not just manage process.
You will pressure-test candidates.
You will protect the company from mediocre hires.
You understand that saying “no” well is often more valuable than saying “yes.”
What You’ll Own
End-to-End Technical Recruiting
- Partner with hiring managers to define what “great” looks like before opening a role
- Source and engage high-caliber passive talent
- Run structured screening interviews that assess motivation, judgment, and failure modes
- Manage tight interview processes with strong candidate experience
- Drive offers to close without lowering the bar
Talent Quality & Speed
- Reduce time-to-hire while increasing hiring quality
- Ensure roles do not sit open due to weak sourcing discipline
- Maintain high signal-to-noise ratios in candidate pipelines
- Track and improve conversion metrics across stages
Hiring Rigor
- Identify desperation hiring patterns before they happen
- Push back when hiring managers lower standards
- Surface risks early in candidate evaluation
- Contribute to refining interview rubrics and assessment frameworks
What Success Looks Like (First 6–12 Months)
- Time-to-hire for core technical roles ≤ 60 days
- ≥ 90% of hires meet or exceed expectations at 3–6 months
- Strong, predictable pipeline flow across Engineering and GTM
- Hiring managers trust your judgment and seek your input early
- Clear definitions of “great” across priority roles
Who This Role Is For
You might be a strong fit if:
- You have 3+ years of experience in technical recruiting (startup or high-growth environment preferred)
- You’ve recruited engineers and can speak credibly about technical stacks
- You understand the difference between résumé strength and real signal
- You are comfortable challenging hiring managers respectfully
- You are metrics-driven and operationally disciplined
- You care about talent density, not just req volume
- You thrive in an in-office, high-accountability environment
This role is not for someone who:
- Wants fully remote work
- Prefers high-volume, low-judgment recruiting
- Avoids hard conversations
- Optimizes for speed over quality
What It Takes to Win Here
- Strong sourcing capability (LinkedIn Recruiter, outbound sequencing, network leverage)
- High pattern recognition in candidate evaluation
- Structured interview design mindset
- Clear written and verbal communication
- Bias toward action and ownership
- Comfort working directly with senior leadersYou run recruiting like a performance function — not an administrative one.
In Short
If you believe hiring is a strategic advantage
If you care more about getting it right than getting it done fast
If you want to help scale a company building real AI infrastructure for healthcare
This role is for you.
