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.