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clinicallyai

Talent Acquisition Partner

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Talent Acquisition Partner

Clinically AI is the fastest growing company in Behavioral Healthcare transforming how clinicians document care, complete audits, and manage administrative workflows through artificial intelligence. We operate in a fast-growing and rapidly evolving AI healthcare market where adoption, trust, and execution matter.

We are the fastest growing AI company in behavioral healthcare. Our customers include therapists and some of the largest behavioral healthcare organizations in the country, the providers serving the safety net of society. As we scale, we are intentionally architecting the team and culture that will carry this company through its next stage of growth.

We are seeking a Talent Partner to join our People team in a hybrid role, working on-site in our San Diego office four days per week. In this role, you will own how we attract, evaluate, and hire the people who will define Clinically AI for the next decade. You will architect our hiring and talent strategy in close coordination with leadership, run aggressive sourcing campaigns during periods of rapid hiring, and build the disciplined recruiting infrastructure that lets us scale without compromising on quality or culture.

This is not a transactional recruiting coordinator role. Success in this position is measured by our ability to fill critical roles quickly without ever compromising on cultural alignment, technical bar, or long-term fit. You will operate as a strategic partner to executives, a hands-on sourcer for hard-to-fill seats, and the steward of our employer brand in the behavioral healthcare AI market.

While recruiting is the center of this role, the Talent Partner sits inside our People function and is expected to flex into broader HR responsibilities when the season calls for it. We have a dedicated HR leader, and you will partner closely with them, but during high-volume hiring cycles, onboarding waves, performance review periods, compensation planning cycles, or other moments of People-team load, you will roll up your sleeves and help carry HR work across the finish line. The right candidate is energized by the breadth and understands that great recruiting and great people operations reinforce each other.

Clinically AI is a pillar in the San Diego startup community. We host hackathons, industry meetups, and curated events that build our visibility, deepen our local network, and keep an active talent pool flowing into the company. In this role, you will own employer brand on the ground in San Diego, partnering with leadership to design and host signature events, hackathons, and community gatherings that align with the roles we are hiring for and the people we want to attract. The Talent Partner at Clinically AI is not just sourcing candidates, they are building the gravitational pull that brings the best of San Diego's technical and operational talent into our orbit.

You will maintain a consistent and warm pipeline of qualified talent across technical, GTM, G&A, clinical, and implementation functions. You will partner with hiring managers to translate role needs into structured scorecards, run efficient and respectful candidate experiences, and build the inbound, outbound, referral, and agency channels we need to hire at the pace our growth demands.

This is a highly cross-functional role requiring strong judgment, organizational discipline, executive presence, and a deep commitment to building a company where great people want to work. You must be comfortable moving quickly without sacrificing rigor, holding hiring managers accountable to the bar, and representing Clinically AI authentically to the candidates and communities we recruit from.

Key Attributes to Succeed

  • Talent Architect: You think in systems, not requisitions. You design intake processes, scorecards, interview loops, and pipeline strategies that scale across functions and survive periods of intense hiring volume.

  • Fast and Methodical: You operate with urgency without cutting corners. You can fill a critical engineering or GTM seat in weeks, not months, while keeping the bar high and the candidate experience intact.

  • Culture Steward: You internalize the culture and operating principles of the company and use them as the primary filter in every hiring loop. You protect culture as actively as you protect the technical bar.

  • Hands-On Sourcer: You are equally comfortable architecting a six-month hiring plan with leadership and personally sourcing 100 candidates on LinkedIn or in a target community. You enjoy the chase.

  • Cross-Functional Hiring Range: You can hire across technical (engineering, ML, product, design), GTM (sales, marketing, customer success, implementation), G&A (finance, ops, people, legal), and clinical functions, calibrating your approach for each.

  • Pipeline Discipline: You build and maintain warm pipelines well before reqs open. You believe consistent pipeline health is the difference between hiring quickly and hiring desperately.

  • People-Team Range: You can flex from recruiting into broader HR work when the season calls for it, including onboarding, performance review coordination, compensation planning support, employee experience initiatives, and basic employee relations partnership. You see recruiting and people operations as two sides of the same system.

  • Executive Partner: You communicate effectively with executives and hiring managers, push back when a search is poorly scoped, and hold the line on bar and process when the pressure to compromise is high.

  • Employer Brand Builder: You think about how candidates experience our brand from first touch to offer, and you use sourcing, content, events, and outreach to position Clinically AI as a top destination for ambitious talent in healthcare AI. You are comfortable designing and hosting hackathons, industry meetups, and community events as a primary brand-building and pipeline-generation channel.

  • Data Discipline: You track pipeline metrics, conversion rates, time to hire, and source effectiveness, and you use the data to continuously improve our hiring engine rather than relying on intuition alone.

Required:

  • 5+ years of full-cycle recruiting experience, with at least 2 years in an in-house talent role at a high-growth technology, SaaS, or healthcare technology company

  • Demonstrated experience architecting hiring strategy and running rapid scaling cycles, including filling 15+ roles in a year across functions

  • Hands-on sourcing fluency across LinkedIn, ATS platforms (Ashby, Greenhouse, Lever, or similar), and outbound campaign tooling

  • Track record of hiring across at least two of the following: engineering, product, GTM (sales, marketing, customer success), implementation or clinical, and G&A (finance, operations, people)

  • Experience designing interview loops, scorecards, and structured evaluation processes that produce consistent hiring decisions

  • Exposure to core HR functions beyond recruiting, including onboarding execution, performance review cycles, compensation planning support, or employee relations partnership, with a willingness to flex into these areas during high-load seasons

  • Excellent written and verbal communication, with the ability to represent the company authentically to candidates, push back constructively with hiring managers, and present hiring plans and pipeline health to executives

  • Bachelor's degree or equivalent experience in business, communications, human resources, or a related field

Preferred But Not Required:

  • Background recruiting into behavioral health, healthcare, or another regulated or clinically-oriented industry

  • Experience at an early-stage or Series A/B startup where headcount grew quickly and the hiring system had to be built or rebuilt from the ground up

  • Experience hiring AI, ML, or engineering talent in a competitive market

  • Familiarity with employer brand strategy: content, hackathons, industry meetups, candidate communities, referral programs, and university or community partnerships, including hands-on experience designing and running such events

  • Existing network in the San Diego startup, healthcare, or AI/ML community

  • Generalist People-team experience: HRIS administration, leveling frameworks, compensation benchmarking, onboarding program design, employee handbook stewardship, or compliance touchpoints (I-9, EEO, state-level employment law)

  • Experience partnering with executives on long-range workforce planning, leveling frameworks, and compensation benchmarking

  • Exposure to people operations, onboarding design, or early-stage HR program building

  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification

This is a full-time hybrid position based in San Diego, CA, with on-site work required four days per week. Clinically AI is a high-growth early-stage company, and we are intentional about building a strong in-person culture where collaboration, speed, cross-functional execution, and operational rigor are central to success.

We offer competitive compensation, performance-based incentives, healthcare coverage, and flexible time off. The base salary range for this role is $115,000 to $175,000 annually, depending on recruiting experience, cross-functional hiring range, sourcing expertise, demonstrated performance, and overall scope alignment. This role is also eligible for a target annual bonus equal to 10% of base salary, with bonus payouts evaluated quarterly based on achievement of both company and individual hiring goals. In certain cases, we may consider candidates outside of this range whose background, recruiting expertise, or healthcare SaaS experience strongly aligns with the needs of the role.

Due to high interest, we will only respond to candidates who meet the basic qualifications.

Clinically AI provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or genetics.