Talent Acquisition Partner

About Kontakt.io

Kontakt.io is building the platform that care operations run on.

We reduce waste, cut costs, and improve throughput in hospitals by automating and orchestrating clinical workflows. Using AI, real-time location data (RTLS), and deep EHR integration, our platform enables care teams to operate with real-time intelligence and financial discipline.

Trusted by leading U.S. health systems including HCA, Sutter Health, AdventHealth, Trinity Health, and the U.S. Department of Veterans Affairs - and backed by Goldman Sachs - we are scaling rapidly toward the next phase of durable, disciplined hypergrowth.

Talent density will determine whether we win this next phase. We are hiring a Talent Acquisition Partner to help build the engine.

Why This Role Is Compelling

• You will recruit across Engineering, Product, and GTM - owning the full talent spectrum

• You will partner directly with hiring managers and executives across every function

• You will help define "great" - not just fill pipelines

• You will work in a company where hiring quality matters more than hiring speed

• You will help scale toward a $200M ARR business in a category being transformed by AI

This is not a coordinator role. This is a judgment role.

The Role

We are looking for a high-agency, business-minded recruiter who can move fluidly between technical and commercial hiring - and who understands that both require the same rigor, even if the signals look different.

You will own full-cycle recruiting across:

• Data, AI/ML, and platform engineers

• Product and technical leadership roles

• Sales, business development management, and customer success

• Marketing, partnerships, and revenue leadership

You will not just manage process. You will pressure-test candidates. You will protect the company from mediocre hires. You understand that saying "no" well is often more valuable than saying "yes."

What You'll Own

End-to-End Recruiting- Technical and Commercial

• Partner with hiring managers across Engineering and GTM to define what "great" looks like before opening a role

• Source and engage high-caliber passive talent - from staff engineers to enterprise AEs

• Run structured screening interviews that assess motivation, judgment, and failure modes

• Manage tight interview processes with strong candidate experience

• Drive offers to close without lowering the bar

Talent Quality & Speed

• Reduce time-to-hire while increasing hiring quality across all functions

• Ensure roles do not sit open due to weak sourcing discipline

• Maintain high signal-to-noise ratios in candidate pipelines

• Track and improve conversion metrics across stages

Hiring Rigor

• Identify desperation hiring patterns before they happen

• Push back when hiring managers lower standards

• Surface risks early in candidate evaluation

• Contribute to refining interview rubrics and assessment frameworks across both technical and GTM tracks

What Success Looks Like (First 6-12 Months)

• Time-to-hire for core roles ≤ 60 days across Engineering and GTM

• ≥ 90% of hires meet or exceed expectations at 3-6 months

• Strong, predictable pipeline flow across all functions

• Hiring managers trust your judgment and seek your input early

• Clear, documented definitions of "great" across priority roles

Who This Role Is For

You might be a strong fit if:

• You have 3+ years of experience in full-cycle recruiting in a startup or high-growth environment

• You have hired across both technical and commercial functions - and can speak credibly to both

• You understand the difference between résumé strength and real signal, whether you're evaluating an engineer or an enterprise AE

• You are comfortable challenging hiring managers respectfully

• You are metrics-driven and operationally disciplined

• You care about talent density, not just req volume

• You thrive in an in-office, high-accountability environment

This role is not for someone who:

• Wants fully remote work

• Prefers high-volume, low-judgment recruiting

• Has only hired in one function and isn't curious about the other

• Avoids hard conversations

• Optimizes for speed over quality

What It Takes to Win Here

• Strong sourcing capability across both technical and GTM talent pools

• High pattern recognition in candidate evaluation - for engineers and commercial profiles alike

• Structured interview design mindset

• Clear written and verbal communication

• Bias toward action and ownership

• Comfort working directly with senior leaders

You run recruiting like a performance function - not an administrative one.

In Short

If you believe hiring is a strategic advantage- If you can evaluate a distributed systems engineer and a hunter AE with equal confidence- If you want to help scale a company building real AI infrastructure for healthcare -

This role is for you.