Director of Talent Acquisition

We are on a mission to prevent avoidable hospitalizations and transform senior care operations. Our technology touches 40,000+ post acute patients daily across skilled nursing, home health and home care networks. In this role, you will own and scale our hiring engine, partnering closely with Clinical Operations, Executive Leadership, Product Design Engineering, and Go-to-Market functions to ensure we attract, assess, and onboard world-class talent (primarily Nurse Practitioners, Physicians (MD/DO), Engineers, and Customer Success).  We need a leader who can build and scale a world-class clinical talent engine while also architecting the People infrastructure that supports retention, engagement, and operational excellence. You will own end-to-end recruiting (NPs and MD/DOs) that enables us to scale responsibly, compliantly, and fast.  What You'll Be Doing: -Own Hiring End-to-End Lead full-cycle recruitment for Nurse Practitioners and Physicians (MD/DO) across SNFs, home health, and virtual programs ensuring quality, speed, and consistency at scale.  -Build a Durable Clinical Talent Engine Create scalable sourcing strategies, referral programs, partnerships, and outbound pipelines to support rapid, multi-state expansion.  -Partner Deeply with Clinical Leadership Work closely with Clinical Ops, Medical Leadership, and the Executive team to forecast demand, define role scorecards, and align workforce planning with care delivery strategy.  -Raise the Bar on Quality Develop structured interview frameworks, competency models, and assessment standards so every clinical hire meets our bar for excellence, empathy, and operational rigor.  -Navigate Licensure & Compliance Complexity Ensure processes account for state licensure, credentialing, background checks, and healthcare regulatory requirements.  -Optimize Speed Without Sacrificing Rigor Continuously improve time-to-fill, candidate experience, and hiring manager confidence in a high-growth startup environment.  -Scale the Function Over time, build and lead a high-impact clinical recruiting team with clear metrics, accountability, and development pathways.  -Own Recruiting Operations & Data Maintain reporting on pipeline health, hiring velocity, retention, and forecast risk.  What you need: -6+ yrs in clinical talent acquisition, healthcare recruiting, or People leadership roles  -Proven experience hiring Nurse Practitioners and Physicians (MD/DO) across multiple states  -Demonstrated success building recruiting infrastructure in a high-growth environment  -Deep understanding of healthcare licensure, credentialing, and compliance requirements  -Experience owning time-to-fill, quality-of-hire, and retention metrics  -Strong analytical mindset; comfortable owning recruiting dashboards and workforce forecasting  -Exceptional communicator who can influence executives, clinicians, and operators alike  -Thrive in startup intensity; comfortable juggling multiple priorities with urgency -BS/BA Degree

Benefits

• 401k with 3% match
• Generous PTO
• Company outings and retreats
• Medical/Dental/Vision Insurance
• Long Term disability 

Email Your Resume In Word To
Nitu.Gulati-Pauly@cybercoders.com
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Nitu Gulati-Pauly - VP of Client Development

For this position, you must be currently authorized to work in the United States without the need for sponsorship for a non-immigrant visa. This is a new role.

CyberCoders will consider for Employment in the City of Los Angeles qualified Applicants with Criminal Histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring (Ban the Box) Ordinance.

This job was first posted by CyberCoders on 04/08/2026 and applications will be accepted on an ongoing basis until the position is filled or closed.

CyberCoders is proud to be an Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, sexual orientation, gender identity or expression, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, status as a crime victim, disability, protected veteran status, or any other characteristic protected by law. Our hiring process includes AI screening for keywords and minimum qualifications. Recruiters review all results.  CyberCoders will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and local law, including but not limited to the Los Angeles County Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act. CyberCoders is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. Individuals needing special assistance or an accommodation while seeking employment can contact a member of our Human Resources team at Benefits@CyberCoders.com to make arrangements.

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