Head of Talent

As the Head of Talent at Tennr, your responsibilities include owning the end-to-end recruiting process for various functions, partnering with the executive team and hiring managers to define roles, and crafting job descriptions. You'll implement sourcing strategies, manage a strong candidate pipeline, and ensure a high-quality hiring process that enhances the candidate experience. Additionally, you'll be tracking pipeline metrics and hire a team of recruiters as we scale, creating an efficient onboarding experience for new hires.

To be successful as the Head of Talent at Tennr, you'll need 5-8 years of robust recruiting experience, ideally within fast-growing startups. Proven abilities in making high-quality hires across various roles, including technical positions, are essential. You should have a builder mindset to develop recruiting systems from scratch, high agency with a bias for action, and strong communication skills to collaborate effectively with executives and hiring managers.

The Head of Talent at Tennr can drive improvements in the hiring process by leveraging data to track pipeline metrics and identify bottlenecks. Utilizing feedback from candidates and hiring managers will also be key in refining the process. Combining creative sourcing strategies with a focus on candidate experience will enhance the overall effectiveness of recruitment efforts, making it easier to attract and retain top talent.

At Tennr, you can expect a vibrant and innovative company culture that values collaboration, agility, and creativity. As we tackle complex challenges in healthcare communication, our team thrives on ownership and accountability. Being the first in-house recruiter, you'll play a pivotal role in shaping the talent strategy and will work closely with passionate individuals committed to making a positive impact in the health tech field.

Tennr stands out as a unique opportunity for the Head of Talent due to its innovative approach to solving pressing problems in healthcare communication. As a Y Combinator-backed company, we are positioned at the forefront of health tech, supported by leading venture capital firms. This role not only allows you to build a recruitment strategy from scratch but also to contribute to a solution that has the potential to change how providers communicate. You'll have a direct impact on shaping our future and the way healthcare is delivered.

To source top talent effectively, I would implement a multi-channel strategy that includes leveraging social media, industry networking, and employee referrals. I’d also focus on creating engaging job descriptions that highlight our company culture and vision, fostering a positive candidate experience throughout the process.

I’d prioritize communication and transparency, keeping candidates informed at every stage of the hiring process. I'm also keen on gathering feedback from candidates after interviews to consistently improve their experiences and make the process more engaging and efficient.

Essential metrics would include time-to-fill, candidate quality (measured through subsequent performance), offer acceptance rates, and candidate experience scores. These metrics provide a comprehensive view of our hiring effectiveness and areas for improvement.

I’ve successfully built and managed recruiting teams by first setting clear goals and creating a training program that aligns with our company culture. Then, fostering collaboration and maintaining a supportive environment to ensure that each team member can thrive in the recruitment process.

One of the biggest challenges in recruiting for a startup like Tennr is aligning quickly with the fast-paced nature of the business while also maintaining the quality of hires. Crafting a clear employer value proposition and evolving recruiting strategies as the company grows are vital to overcoming these challenges.

To assess a candidate’s culture fit, I would ask them situational questions that reflect Tennr’s values and mission. I’d also involve team members in the interview process to gain diverse perspectives on whether the candidate aligns with our culture and collaborative spirit.

Data plays a crucial role in my recruiting process by providing insights into hiring trends, candidate behavior, and the effectiveness of sourcing channels. Utilizing data allows for informed decision-making, ensuring we continuously improve our hiring strategies.

I plan to partner with executive leaders by maintaining open communication and regularly consulting them during the role definition and hiring process. Collaborative discussions will ensure alignment on the talent needs and cultural fit for new hires.

I would introduce innovative recruitment technologies for sourcing, such as AI-driven tools for screening candidates, and implement personalized outreach strategies to engage top talent effectively. Additionally, I would foster a more agile approach to adjustment in hiring practices based on ongoing feedback and hiring outcomes.

Continuous feedback is essential in recruitment because it allows for real-time adjustments, ensuring that we are meeting the needs of both candidates and hiring teams. Implementing feedback loops helps to refine the process and enhance the candidate experience over time, contributing to a more effective hiring strategy.