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Salary: GBP 100,000 - 200,000 / annual
AIOS is building a full-stack AI doctor and is the world's fastest-growing AI healthcare company, currently at $400M ARR (grown from $10M/yr 12 months ago) and profitable. The company serves over 200k patients monthly via Bolt Pharmacy in the UK and is executing an aggressive expansion plan targeting $1B ARR by end of 2026 and $10B ARR by end of 2028.
As Talent Lead, you will own the recruiting function end-to-end, reporting directly to the Head of Talent (Cierra Olsen). This is a full-cycle individual-contributor role with no direct reports. You will work fully remote with async flexibility, requiring presence until midday Pacific Time on weekdays.
Key responsibilities include:
- Full-cycle recruiting (sourcing, outbound, screening, interview coordination, calibration, closing) for a diverse range of roles: Growth/Performance Marketing, technical (AI, SWE, Product), and clinical positions, spanning junior through C-level
- Building repeatable sourcing engines for hard-to-fill roles using LinkedIn X-ray searches, target-company lists, and direct headhunting
- Owning pipeline hygiene in Ashby, ensuring clean stages and current candidate communication
- Sharpening hiring bars consistently across searches (seniority, industry fit, recency, builder pattern)
- Early flagging of pipeline risk and calibration questions; aligning with org leaders to improve processes
- Managing candidate experience through offer signature, including compensation conversations
Success metrics: time-to-fill without sacrificing bar, sourced (outbound) candidates as % of total pipeline, offer-accept rate, and Ashby pipeline hygiene.
You will work closely with the broader Talent Team including UK Talent Lead (Zoe Wheeler), Founder Associate (Mika Mansilla), and VP Ops (Jordan Pellikan).
REQUIREMENTS:
- 5+ years of hands-on recruiting experience (sourcing, screening, managing, closing) across difficult searches, with demonstrated hires that materially raised talent bar
- Proven ability to turn vague candidate profiles into target companies, search strings, and high-quality outbound pipelines; not dependent on inbound or agencies
- Successful track record recruiting senior leaders; understanding of how sourcing, assessing, and closing differs from junior hiring
- Strong judgment to distinguish exceptional people from those with surface-level credentials; ability to develop conviction quickly and articulate hiring bar decisions
- Ability to move between very different searches without losing depth; capacity to learn unfamiliar markets quickly
- Capability to run multiple simultaneous searches while maintaining sourcing quality, candidate communication, follow-ups, and pipeline hygiene
- Demonstrated urgency: pushing searches forward proactively, surfacing problems early, changing approach when pipelines stall
- Commitment to high bar: prioritizing exceptional hires over seat-filling; comfortable challenging hiring managers on candidate fit
NICE TO HAVE:
- Experience recruiting in fast-moving startups or scale-ups with shifting priorities and evolving roles
- Technical recruiting background (Engineering, AI, Data, Product) with credible assessment ability beyond credentials
- Recruiting experience in regulated industries (healthcare, financial services)
- Active use of AI and automation in sourcing, research, outreach, screening, and recruiting operations
- Track record building or materially improving recruiting processes, tooling, scorecards, sourcing systems, or interview loops
- Existing network of exceptional operators, builders, and leaders
