Talent Lead at AIOS- Remote, $100-200k inc equity

About AIOS AIOS is building the world’s first full-stack AI doctor. We’re at $400M ARR, growing from $10M/yr 12 months ago. We’re the world’s fastest growing AI doctor. We’re faithfully serving >200k/mo patients via Bolt Pharmacy, our main UK brand. We’re profitable. Our strategy exists at the intersection of two strong theses: The AI doctor that wins will get to escape velocity using GLP-1s, the fastest growing consumer product in history. The $2T European healthcare market is overlooked by the most talented builders. Our master plan: Step 0 → $100M/yr by end of 2025 : We went from $10M to $100M in 6 months serving the UK GLP-1 market. Step 1 → $1B ARR by end of 2026 : Over the last 12 months we've grown from 3k to 150k UK active GLP-1 patients. We’ll continue this growth curve to hit $1B ARR. Step 2 → $10B ARR by end of 2028 : Blitzscale Europe. We’ll be Europe’s largest GLP-1 provider. Step 3 → $100B/yr by end of 2031 : Get regulatory approval across Europe for our Full Autonomous Prescribing (FAP) system. Win contracts at scale with European payers to mass replace human labor. We’ll be the dominant full-stack AI doctor in Europe. Step 4 → $1T/yr by end of 2035 : With one line of code and zero human time, you can use AIOS to treat any patient globally with any medication. In so doing, we’ll become the world’s first trillion-dollar healthcare company. We’re a young, founder-led company. This is still Day 1 and all our work is ahead of us. You can read more about working with us here: Working at AIOS Being a Talent Lead at AIOS We’re building a world-class team. As Talent Lead at AIOS, your fundamental role is to supercharge our talent (recruiting) function, ensuring that a lack of key hires never blocks growth. You’ll help define what a killer sourcing process looks like while leveraging frontier tooling to increase your throughput and velocity as you recruit best-in-class operators. You’ll work across a variety of roles: traditional direct-to-consumer Growth roles (Performance Marketing), technical roles (AI + SWE Engineering & Product), and clinical roles — flexing deftly between more junior roles all the way up to the most senior roles in the org. This is a full-time, fully remote role, and you’ll work mostly async in the timezone of your choice — as long as you’re around until midday Pacific Time every weekday. You’ll have flex in your calendar for kids if you have them — many of our team have kids so we’re kid-friendly. This is an individual-contributor role — no direct reports, full-cycle sourcing/screening/closing, hands dirty in the trenches. You’ll report directly to Cierra Olsen (Head of Talent). You’ll also work closely with the rest of the Talent Team: Zoe Wheeler (UK Talent Lead), Mika Mansilla (Founder Associate), and Jordan Pellikan (VP Ops). Key responsibilities Full cycle : Own searches end to end from sourcing, outbound, screening, interview coordination, calibration, and closing (recent examples: Head of InfoSec, Head of Creative, Senior Media Buyer, Affiliate Lead). Sourcing : Build repeatable sourcing engines for hard-to-fill roles. Run LinkedIn X-ray searches, build target-company lists, and do the outbound headhunting yourself. Our best hires won’t come inbound. Processes : Constantly sharpen our hiring bars (seniority, industry fit, recency, builder pattern) consistently across every search you’re DRI for. Help improve interview processes across the org. Hygiene : Keep pipelines, stages, and candidate communication clean and current in Ashby so nothing stalls and our time to hire continually improves. Calibration : Flag pipeline risk early, bring calibration questions before they become misses, and constantly align with leaders across the org to improve our processes. Closing : Manage candidate experience through to signed offer, including comp conversations. KPIs Time-to-fill on your owned searches, without sacrificing the bar Sourced (outbound) candidates as a % of your total pipeline — we want you building your own pipeline, not living off inbound Offer-accept rate on closed candidates Ashby pipeline hygiene — stages and candidate status always current Need to have Excellence : You have 5+ years experience personally recruiting (sourcing, screening, managing, and closing) great candidates across difficult searches. You can point to hires that materially raised the talent bar of the teams they joined. Hunter : You can turn a vague candidate profile into target companies, search strings and a high-quality outbound pipeline. You do not depend on inbound applicants or agencies to fill roles. Senior hiring : You have successfully recruited senior leaders and understand how sourcing, assessing and closing them differs from junior hiring. Judgment : You can distinguish exceptional people from candidates who simply have the right companies, titles or polish on their CV. You develop conviction quickly and can clearly articulate why someone does or does not meet the bar. Range : You can move between very different searches without losing depth. You learn unfamiliar markets quickly enough to recruit credibly within them. Multi-workstream : You can run several searches simultaneously while keeping sourcing quality, candidate communication, follow-ups and pipeline hygiene exceptionally tight. Urgency : You push searches forward without waiting to be managed, surface problems early, and change approach quickly when a pipeline is not working. High bar : You care more about making an exceptional hire than filling a seat, and you are comfortable challenging hiring managers when you do not believe a candidate meets org standards.

Nice to have

Startups/Scale-ups : You’ve recruited in a fast-moving startup or scale-up where priorities shift quickly, roles evolve mid-search, and there isn’t always an existing playbook. Technical recruiting : You’ve successfully recruited for Engineering, AI, Data, Product or other technical roles and can credibly assess candidate quality beyond s