About The Company HealthSnap is an AI-powered virtual care management company. Our platform unifies Remote Patient Monitoring, Chronic Care Management, and Advanced Primary Care Management into one EMR-integrated system, and our clinical teams deliver those... Backed by Florida Funders.
About the role
We're hiring a Talent Acquisition Manager to lead recruiting at HealthSnap — a true player/coach role. You will personally recruit alongside a team of two (with room to grow as our hiring plan scales), while also owning the strategy, systems, and metrics that turn recruiting into a real, defensible function rather than a set of individual efforts. Found on 1752vc Careers, the job board for startup and VC roles.
What they're looking for
- 5+ years of full-cycle recruiting experience, including at least 2 years directly managing recruiters
- A genuine player/coach mindset: comfortable carrying your own requisitions while managing and developing a small team
- Hands-on ownership of an ATS, including configuring it to produce real reporting rather than working around it
- Data fluency: you build your own funnel reports and use them to diagnose where hiring is breaking down, rather than waiting for someone else to hand you the numbers
- Experience building or substantially improving an employer brand or sourcing strategy for a hard-to-fill, competitive labor market
- Comfort managing both high-volume, fast-moving clinical hiring and lower-volume, higher-complexity corporate hiring at the same time
More about this role
We're hiring a Talent Acquisition Manager to lead recruiting at HealthSnap — a true player/coach role. You will personally recruit alongside a team of two (with room to grow as our hiring plan scales), while also owning the strategy, systems, and metrics that turn recruiting into a real, defensible function rather than a set of individual efforts.
Your primary mandate is our clinical hiring engine: sourcing, screening, and closing LPNs and other clinical staff at volume, across a growing list of states, in a labor market where nurses move for small pay differences and health systems are our direct competition for talent. You will also own specialized corporate hiring across product, engineering, revenue, and operations, though clinical volume and quality is where we need the sharpest focus first.
We've already built strong foundations — relationships, instincts, and a growing set of recruiting practices that work. What's next is taking that to the next level: fully transitioning our recruiting workflow into our ATS, sharpening our reporting, and building an employer brand that helps us compete for talent at scale — all while never losing sight of the fact that every open req is a...
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