Senior Talent Acquisition Lead - Healthcare Cost Management (Fully Remote)

Senior Talent Acquisition Lead | Healthcare Cost Management, Private Equity-Backed, Fully Remote (ET/CT)

Our client is a private equity-backed business in the employee benefits space, growing fast enough that hiring has become the bottleneck, and about to make its first dedicated Talent Acquisition hire. If you've ever wanted to build a recruiting function from a blank page and actually own it, this is that role.

The role

You'll be the first Talent Acquisition hire, reporting directly into the VP of HR and sitting close to the leadership team. Today it's a team of one. Tomorrow, as the business scales, it's yours to build and lead. You'll own full-cycle recruiting across corporate, commercial, operations, technology and leadership roles, with more than 30 hires to close before year end and a steady pipeline beyond that.

This isn't a maintain-the-status-quo job. The business currently leans heavily on external agencies and wants that spend brought in-house. You'll build the infrastructure to make that happen: the ATS, the process, the interview standards, the metrics, the employer brand. Agencies won't disappear entirely, you'll manage those relationships for the specialist searches that still need them, but the day-to-day volume becomes yours.

What you'll actually do

• Run full-cycle recruiting across a wide mix of roles, at real volume, without letting quality or candidate experience slip
• Design the recruiting playbook from scratch: process, interview standards, hiring manager training, the works
• Select and implement an ATS and the wider recruiting tech stack, including AI-enabled sourcing tools where they genuinely add value
• Build proactive pipelines ahead of need, not just reactive ones
• Manage external search firm relationships for the searches that warrant them
• Build reporting and KPIs that give leadership real visibility into hiring performance, not vanity metrics
• Act as a genuine advisor to hiring managers on talent strategy and market reality, not an order-taker

Who fits

You've built or rebuilt a talent function before. Somewhere between 6 and 8 years of progressive TA experience, ideally with at least one stretch where you were the first or only recruiter in the room and had to build the plane while flying it. High-growth, high-volume environments are your comfort zone, industry background is flexible.

You're equally comfortable pulling together a monthly dashboard for a board audience as you are running a candidate call. Private equity-style reporting doesn't faze you, you've likely already lived inside that cadence.

Temperamentally, you push back when a hiring manager's brief doesn't hold up, and you do it with enough credibility that they listen. White-glove partner, not order-taker. If you're the kind of person who built something, got it humming, handed it off well, and is now a little bored and looking for the next build, that's exactly the profile this role was written for. Agency-to-in-house moves have worked well for this business before.

The offer

Total cash compensation in the $130,000 to $150,000 range, base plus bonus, with the final number shaped by experience and location. Fully remote, with light travel of roughly 10 to 15% for leadership meetings, team events and key hiring moments. This is a genuinely remote-first business, not a remote label on an office-first culture.

Beyond the package, you get something harder to find: executive visibility from day one, a real say in how the company hires, and a seat at the table as the function, and your role in it, grows.

If building something from the ground up energizes you more than managing something that already exists, we should talk.