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Hera is building a new profession in healthcare: the Hero, a dedicated care manager for families. The company has raised $34M from Accel and Bain Capital Ventures, 10x'd revenue organically over six months, and partnered with leading health systems including Weill Cornell, NYU Langone, UCSF, USC, and Mount Sinai. The founding team includes co-founders Jenny, Myles, and Connie, alongside talent from Palantir and Headway.
As Founding Recruiter, you are the right hand to the founders on talent strategy and execution. Recruiting is not a support function here—it's how Hera wins. You'll sit close to leadership to understand why each role is critical and how the company narrative evolves week to week, translating that into compelling pitches for the exact candidates needed.
You own the entire recruiting funnel: sourcing, screening, and closing across technical and business roles. You run the process, own candidate experience, and make every hiring manager better at their part. The founding team stays deeply involved; your job is to multiply their efforts, not replace them.
You are a hunter with real sourcing DNA. You use every tool available—including AI-native approaches—to find and win people others aren't finding. You balance volume with craft, understanding that neither alone works. You partner on talent strategy, helping shape which roles open, in what order, and what excellence looks like for each. You bring rigor to hiring loops, calibration, and decision-making, pushing back when needed.
You make how Hera recruits as distinctive as what it builds. The company has hosted unconventional events like talent shows and Dinner with Nonna series to share its story and bring talent into community. You don't execute these events, but you constantly push on what's working, what isn't, and what unconventional moves nobody else in recruiting has tried.
You sell mission, not jobs. Candidates leave conversations with you believing in Hera's mission and their specific place in it. You hold the company narrative in your head and adapt quickly as it evolves. You've run full-cycle recruiting, closed candidates across technical and non-technical roles, and understand that a founding engineer, clinician, and BD lead each need different pitches. You obsess over candidate experience, knowing every interaction is brand-building. You're a builder who thrives in ambiguity, tracks your own metrics, and iterates without being told. You read people deeply, catching hesitations candidates haven't voiced and understanding whether objections stem from comp, conviction, or logistics.
You must be based in NYC or willing to relocate. As part of the founding team, you'll have equity in the company.
