New Lantern Founding Technical Recruiter — AI Healthcare Platform
Job Location:
San Francisco, CA - USA
Monthly Salary:
Posted:
Application Deadline:
Vacancies:
Job Summary
Founding Technical Recruiter AI Healthcare Platform San Francisco $120K$145K Equity -
Were partnering with a well-funded AI-native healthcare technology company that is replacing 25-year-old radiology software with a modern cloud platform and doing it at a company that has already won. Backed byBenchmark Menlo Ventures SV Angel and world-class angels includingGuillermo Rauch (Vercel)andAmjad Masad (Replit) with$22.6M raised at Series A this isnt a pre-product bet. Radiology groups across the country are actively using the product today enterprise revenue is live and the company is scaling fast toward 50 employees and beyond.
Theyre looking for theirfirst dedicated recruiter someone to own the talent function end-to-end build the processes that dont yet exist and partner directly with the founder and leadership team on every hire that shapes what this company becomes.
The Opportunity
Right now recruiting at this company is a makeshift process held together by founder time and good intentions. Thats your blank canvas. Youll step in as the founding recruiter own every requisition from sourcing through close and build the infrastructure systems processes candidate experience hiring frameworks that takes the company from 30 to 50 employees and beyond. Primary focus is engineering with sales and operations hiring layered in as the team grows. Youll work directly with the CEO. Every hire you make will shape the culture and capability of this company at a critical inflection point.
What Youll Own
- Full-cycle recruiting for engineering roles sourcing screening coordinating and closing with a high bar for technical talent
- Outbound sourcing pipelines built from scratch using LinkedIn Recruiter creative channels and the companys own AI platform
- Direct partnership with the founder and leadership team on every role calibrating hiring bars designing interview loops and closing top candidates
- Recruiting infrastructure built from zero: intake processes job descriptions scorecards hiring frameworks and candidate experience standards
- Sales and operations hiring as the team scales
- A clear growth path into People Operations Talent Leadership or HR as the function matures
Compensation & Details
Component | Details |
Base Salary | $120000 $145000 |
Equity | Discussed case-by-case Series A pricing with serious upside potential |
Location | San Francisco CA onsite 5 days/week |
Stage | Series A 30 employees scaling to 50 |
Backing | Benchmark Menlo Ventures SV Angel Vercel and Replit founders |
Why the equity matters:Benchmark and Menlo Ventures dont write Series A checks at random. The product is live revenue is real and the trajectory is clear. Equity at this stage before the Series B that follows a company like this is among the most valuable on the market.
What Were Looking For
- 24 years of full-cycle recruiting experience in tech or startups youve owned a requisition from first outreach to signed offer not just coordinated the process
- Experience recruiting atearly-stage startups(sub-50 employees) you know what it feels like when theres no playbook no coordinator and no one to hand things off to
- Demonstrated ability to hireengineering talentas the primary discipline with exposure to sales and operations hiring as a plus
- Strongoutbound sourcing instincts you find niche technical candidates through creative channels not just inbound applicants
- Part of a startups growth story youve been through a period of significant team scaling and understand what that demands
- A warm high-energy communicator who genuinelysells candidateson the company you close people because theyre excited not just because the offer was highest
- Operates independently makes decisions with limited guidance and moves fast without needing a process handed to you
- Based in San Franciscoand ready to be onsite 5 days/week
Interview Process
1. Behavioral screen culture fit background assessment and ambiguity tolerance
2. Scenario exercise recruiting situation testing and process thinking evaluation
3. On-site meeting team and culture fit in-person alignment with leadership
Profiles We Want to See
Candidates who have been in fast-moving high-growth startup environments where recruiting is scrappy high-stakes and consequential. Strong backgrounds include:
AI & Developer Tool StartupsVercel Replit Cursor Anyscale Modal Weights & Biases Hugging Face Together AI Cohere
High-Growth YC & Venture-Backed Startups (sub-100 at time of hire)Retool Ramp Mercury Brex Linear Notion Rippling Supabase PostHog
Healthcare & AI Infrastructure CompaniesAbridge Nabla Suki Rad AI Gradient Health Innovaccer Commure
Technical Recruiting Agencies with In-House Startup ExperienceRiviera Partners Betts Recruiting Hunt Club Kofi Group Recruiting from Scratch
If you came up somewhere adjacent a similar-stage company a comparable founding recruiting function we want to hear from you.
Profiles That Are Not a Fit
We want to be direct about who this role isnotbuilt for:
Large-company-only backgrounds if your entire recruiting career has been at enterprise organizations with structured teams defined handoffs and an army of coordinators this environment will feel like whiplash. Startup exposure is non-negotiable.
Agency-only backgrounds with no in-house experience agency recruiting skills are valuable but this role requires someone who has owned a function internally not just filled requisitions for clients.
Candidates who need a defined playbook to operate there is no playbook. Youre writing the first one. If you need structure handed to you before you can execute this isnt the right fit.
Companies that signal a mismatch include: Google Meta Amazon Microsoft Apple IBM Oracle Accenture large hospital systems or traditional healthcare HR departments.
Experience at these companies is not automatically disqualifying but candidates whoseentirebackground is in those environments without scrappy startup exposure are unlikely to thrive here.
Why This Role Is Different
World-class investors Benchmark and Menlo Ventures are among the most respected names in venture; they back category-defining companies
Real product real revenue radiology groups across the US are live on the platform today; this is a scaling company not a pitch deck
Direct CEO access youll shape every hire alongside the founder; your impact is immediate and visible
Mission that matters doubling radiologist revenue with AI-native tools that replace software that hasnt been updated in 25 years
Clear growth path as the team scales so does your role; People Ops Talent Leadership and HR are all on the table
Ready to Apply
If youre an early-career or mid-level recruiter with startup DNA who wants to build a talent function from the ground up at one of the most exciting AI healthcare companies in the market we want to hear from you.
Please include a brief note about your startup recruiting experience the engineering roles youve owned and why a founding IC role appeals to you.
This search is being conducted by Cube Management on behalf of our client. The company name will be shared with shortlisted candidates.
