Technical Recruiter

About Amigo

Amigo partners with healthcare organizations to deploy robust AI infrastructure that directly serves patients and providers. Our agents handle clinical workflows and patient engagement across the entire journey: pre-visit intake, care navigation, post-visit care plans, patient monitoring, and more.

We own outcomes, not just delivery. For our customers, we're responsible for agent performance: clinical safety, continuous improvement, measurable patient outcomes. Agents operate autonomously within bounded clinical domains, with clear scope and handoff protocols. That scope expands as we validate performance across populations.

We're backed by Tier 1 investors like General Catalyst, GSV Ventures, SVA, and CohoVC. Our work is validated with leading academic medical institutions. Our agents have reached 3M+ patient encounters and are on track to 10x this year.

About this role

As Amigo's first in-house recruiter, you'll be both an individual contributor and the architect of our technical recruiting function. You'll own full-cycle recruiting for engineering and technical roles, manage agencies and sourcing platforms, and partner closely with founders and investors to identify and close top technical talent in the healthcare AI space. More importantly, you'll be responsible for distinguishing builders from operators—finding the rare 1% of talent that creates systems from scratch, not just optimize existing ones. You'll also build the systems, brand positioning, and playbooks needed to scale our technical hiring 4× over the next year—from defining process to designing candidate experience. This is an opportunity to define the technical talent strategy of a company at one of the most exciting intersections of AI and healthcare.

What you'll do

• Own end-to-end recruiting for engineering and technical roles across Agent Engineers, Solutions Architects, ML Engineers, Backend/Infrastructure Engineers, and technical leadership

• Develop and execute a scalable technical recruiting strategy that supports 4× team expansion, typically managing 8-12 open engineering roles at once

• Directly source and close top technical talent, with a clear track record of delivering 30 hires per year in competitive markets

• Screen candidates for builder vs operator signals before technical interviews—evaluating whether they built from scratch or operated existing systems, whether they have strong technical beliefs, and whether they've debugged below the application layer

• Build and optimize the technical recruiting process from scratch: job descriptions, interview loops, candidate experience, evaluation frameworks, and time-to-fill metrics

• Drive inclusive hiring practices, ensuring diverse candidate pipelines and equitable processes across all technical roles

• Partner with leadership on headcount planning, org design, and evolving business needs as we scale our engineering organization

• Provide market intelligence—compensation benchmarking for technical roles, competitive landscape insights, and positioning strategies for attracting talent from big tech, consulting, and healthcare backgrounds

• Develop and manage sourcing channels including direct sourcing, agency partnerships, investor networks, academic institutions with strong CS/AI programs, and sourcing platforms

• Track and analyze recruiting performance, defining and reporting KPIs such as source of hire, conversion rates, time to fill, and quality of hire for technical roles

• Champion employer branding and storytelling for engineers—help candidates understand the impact of building AI systems that directly improve patient outcomes and healthcare delivery

• Navigate the unique talent landscape of healthcare AI, balancing technical depth with domain expertise and regulatory awareness

• Build relationships with CS departments, AI research labs, and academic medical institutions as technical talent pipelines

• Eventually build and lead the technical recruiting team—defining roles, playbooks, and culture for a world-class hiring function

What we're looking for

• 5-10+ years of full-cycle technical recruiting experience in high-growth startups (Series A-D), ideally in AI, healthcare tech, SaaS, or deep tech

• Proven ability to source and close 20+ engineers per year in competitive markets, with strong track record of winning candidates against large tech companies

• First-principles thinker who understands that environment shapes people more than brands—someone who knows that Google/Meta/Netflix on a resume should trigger thoughtful evaluation, not automatic excitement

• Deep technical fluency to evaluate whether candidates built vs operated, created vs improved, made architectural decisions vs followed them

• Deep understanding of technical talent markets and what attracts engineers to early-stage opportunities in regulated industries

• Pattern recognition for identifying builders: strong technical beliefs, experience creating from scratch, necessity-driven depth, and conviction about how systems should be architected

• Comfortable being both strategic and hands-on—you can design systems and run searches yourself

• Skilled in market positioning and storytelling—selling mission, clinical impact, and growth trajectory over brand-name safety to technical candidates

• Experience with recruiting tools like Ashby, Greenhouse, Gem, HireEZ, or similar ATS and sourcing platforms

• Strong operational mindset: track metrics, identify bottlenecks, and continuously improve processes

• Experience managing agency partnerships and contingent recruiters effectively for technical hiring

• Thrive in ambiguous, fast-paced environments; scrappy and biased toward action

• Conviction to challenge assumptions and defend hiring decisions based on potential, not credential polish

• Strong ability to assess technical talent and understand engineering/AI roles—you don't need to code, but you need to understand what separates great engineers from average ones

• Comfort with healthcare context and regulated environments, or eagerness to learn

Nice to have

• Experience recruiting for healthcare technology or regulated industries (fintech, legal tech, biotech)

• Experience building or leading a technical recruiting function, or stepping into a Head of Talent role

• Network within healthcare AI, digital health, or health tech ecosystems

• Understanding of clinical workflows and healthcare delivery models

• Experience recruiting for mission-driven companies where product impact is a key selling point

• Prior experience at a startup that scaled 3-5× during your tenure

• Relationships with CS departments, AI research labs, or engineering communities

Benefits

Health & Wellness

• Comprehensive health, dental, and vision insurance

• Daily catered lunch and dinner

• Mental health support and wellness coaching

• Flexible wellness stipend for fitness, therapy, or personal growth

Growth & Development

• Annual learning budget for courses, books, or conferences

• Conference attendance budget for professional development

• Annual team offsite

• Academic collaboration opportunities

• Unlimited PTO

Our Core Values

1. Patients Win, We Win

   If patients aren't getting better care, we haven't earned the right to scale. Every internal decision gets pressure-tested: does this make patients' lives better? If we can't draw the line, we question why we're doing it.

2. High Standards, High Care

   We hold a high bar for the team because patients are counting on us to get this right. But high standards only work with genuine investment in each other. You can take risks, admit mistakes, and challenge ideas—not despite our standards, but because of them.

3. Thoughtful Urgency

   We move fast by default, but speed without judgment is recklessness. The discipline is knowing which decisions are reversible vs. not. In healthcare AI, the companies that win will be fast everywhere they can be and careful everywhere they must be. We build the muscle to do both.

4. Intensely Measured

   We instrument patient outcomes, provider ROI, system performance, and clinical accuracy. But data without action is surveillance. Every metric should have an owner, a threshold, and a response plan. If we're measuring something but never acting on it, we stop measuring it.

Who Builds With Us

• Low ego: Politics and territory don't interest you. The best ideas win, regardless of who has them.

• Direct: You say the hard thing, challenge ideas openly, and commit fully once decided.

• High agency: You thrive on trust rather than instruction. When you see something is broken, you fix it. You don’t file tickets and wait for someone else.

• Bar of excellence: You hold yourself to a bar most people wouldn't, and you want teammates who do the same.

• Skeptical: You push back on rules that don’t make sense and question assumptions that haven’t earned their place.

Compensation Range: $150K - $200K