Founding recruiter

Every complex system in America has a profession whose job it is to be your trusted guide. A lawyer for legal. An accountant for taxes. A financial advisor for your money. Healthcare, a trillion-dollar industry that touches every single family, leaves us on our own.

99% of care happens when someone steps outside the four walls of a doctor's office. Hera is creating a new profession in healthcare to fill that last mile gap: the Hero, a dedicated care manager for your family. Our Heroes educate, coordinate, and advocate for the most vulnerable population. We're covered by insurance, so we can serve every family in America.

We’re cultivating a team that can run through walls together to take care of the generation that raised us. The DNA of our team and the bar we hold for each other will shape the trajectory of the company. You will craft every touchpoint our future team experiences and whether they spend time getting to know us. This is one of the most important roles at the company.

We've raised $34M from Accel and Bain Capital Ventures and 10x'ed revenue over the last 6 months organically through close partnerships with Weill Cornell, NYU Langone, UCSF, USC, and Mount Sinai. The Chief of Geriatrics at Weill Cornell and Director of Geriatrics at NYU Langone have joined us as clinical advisors. CFO of Mount Sinai has invested in us.

You'll build Hera alongside co-founders Jenny, Myles & Connie and a team from Palantir and Headway. As part of our founding team, you would have meaningful ownership in the company. We are in person in NYC. Read our story here.

You are my right hand on talent. Recruiting at Hera isn't a support function, it's how we win. You'll sit close enough to the founders to know exactly why each role is critical, how our narrative is evolving week to week, and how to tell that story to the exact person we need in the room. When the pitch shifts, you shift with it. When a candidate hesitates, you know which thread to pull.

Own the entire funnel. Sourcing, screening, and closing end to end, across both technical and business roles. You run the process, you own the candidate experience, and you make every hiring manager better at their part of it. The founding team will stay deeply involved in hiring; your job is to multiply us, not replace us.

Hunt. We're still early in building our talent brand, which means the best people won't come to us — you go get them. You have real hunter DNA and you source in an AI-native way: you use every tool available to find, reach, and win people nobody else is finding. Volume without craft doesn't work here, and craft without volume doesn't either.

Partner on talent strategy. You help shape which roles we open, in what order, and what great looks like for each. You bring rigor to how we run loops, calibrate bars, make decisions, and you push back when we're wrong.

Make how we recruit as distinctive as what we're building. We've thrown a talent show where every act is over 65, sold out all the work for a retired 88 year old who had never sold a piece of art until the art show we threw him, are hosting a Dinner with Nonna series, and have many events coming up that helps us share our story with the world. These are also mediums to bring talent into our community. We want to partner to be unconventional and willing to try things other nobody else has tried. The best ideas in this role aren't in any recruiting playbook you've read.

• You sell a mission, not a job. Candidates leave a conversation with you believing in Hera's mission and their specific place in it. You can hold the whole company narrative in your head, and you quickly adapt as our narrative evolves.

• You're a hunter. You'd rather build a pipeline from zero than manage inbound. You're relentless on sourcing, fluent with AI tools, and treat "no response" as the start of a sequence, not the end of one.

• You've run full-cycle recruiting. You've closed candidates across technical and non-technical roles, and you know that a founding engineer, a clinician, and a BD lead each need a completely different pitch.

• You obsess over candidate experience. You know every interaction is brand-building, and that how we treat the people we don't hire says as much about us as how we treat the ones we do.

• You're a builder. You thrive bringing clarity to ambiguity. You track your own metrics, you're rigorous about what's working, and you iterate without being told.

• You read people deeply. You catch the hesitation a candidate hasn't said out loud and know whether it's comp, conviction, or a partner in another city.

• Based in NYC or willing to relocate.
  

• Worthy of our parents. We don't leave the 20% behind, because that applies to someone's mother. Quality isn't a constraint we tolerate on the path to growth. Quality is the strategy.

• Collaboration must be an accelerant. Not everything will be collaborated on and that's fine. We assume good intent always and push the ball forward.

• Celebrate human. Humans are at the heart of everything we do: every product decision, every Hero we choose to hire, every person we bring onto the team. For us, empathy is fuel to move with urgency because we know every single day matters for those we serve. We look for missionaries not mercenaries.

• Enjoy the uphill. Wrestling problems this hard, in an industry this broken, is a privilege most people never get. We're excited for the summit but the joy is in the climb. If the hard part isn't what's pulling you, this might be the wrong climb.

• Attack. Nothing is created in this world without an extraordinary amount of effort. In order to will the change we want to see in the world, we attack problems and play offense. We're here to win to ensure our customers get the world they deserve.

• Our promise is we will stretch your limits and trust you to own unreasonably substantial outcomes. If this speaks to you, let's talk: [email protected]