What are the responsibilities and job description for the Technical Recruiter position at Amigo?
About AmigoAmigo builds AI agents for healthcare. For managed service customers, we are responsible for maintaining and uplifting agent performance, ensuring clinical safety and continuous improvement of patient outcomes.Our agents operate autonomously within bounded clinical domains. Clear inclusions, exclusions, and handoff protocols. The scope of autonomous operation expands over time as we validate performance across patient populations.The platform handles both clinical workflows and patient engagement at scale: post-discharge monitoring, intake, medication adherence, care gap closure, and more. Context-aware agents with memory across sessions and clinical action capabilities.Series A from leading investors. Clinical validation and evidence generation in partnership with leading academic medical institutions.About this roleAs 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 doOwn end-to-end recruiting for engineering and technical roles across Agent Engineers, Solutions Architects, ML Engineers, Backend/Infrastructure Engineers, and technical leadershipDevelop and execute a scalable technical recruiting strategy that supports 4× team expansion, typically managing 8-12 open engineering roles at onceDirectly source and close top technical talent, with a clear track record of delivering 30 hires per year in competitive marketsScreen 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 layerBuild and optimize the technical recruiting process from scratch: job descriptions, interview loops, candidate experience, evaluation frameworks, and time-to-fill metricsDrive inclusive hiring practices, ensuring diverse candidate pipelines and equitable processes across all technical rolesPartner with leadership on headcount planning, org design, and evolving business needs as we scale our engineering organizationProvide market intelligence—compensation benchmarking for technical roles, competitive landscape insights, and positioning strategies for attracting talent from big tech, consulting, and healthcare backgroundsDevelop and manage sourcing channels including direct sourcing, agency partnerships, investor networks, academic institutions with strong CS/AI programs, and sourcing platformsTrack and analyze recruiting performance, defining and reporting KPIs such as source of hire, conversion rates, time to fill, and quality of hire for technical rolesChampion employer branding and storytelling for engineers—help candidates understand the impact of building AI systems that directly improve patient outcomes and healthcare deliveryNavigate the unique talent landscape of healthcare AI, balancing technical depth with domain expertise and regulatory awarenessBuild relationships with CS departments, AI research labs, and academic medical institutions as technical talent pipelinesEventually build and lead the technical recruiting team—defining roles, playbooks, and culture for a world-class hiring functionWhat we're looking for5-10 years of full-cycle technical recruiting experience in high-growth startups (Series A-D), ideally in AI, healthcare tech, SaaS, or deep techProven ability to source and close 20 engineers per year in competitive markets, with strong track record of winning candidates against large tech companiesFirst-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 excitementDeep technical fluency to evaluate whether candidates built vs operated, created vs improved, made architectural decisions vs followed themDeep understanding of technical talent markets and what attracts engineers to early-stage opportunities in regulated industriesPattern recognition for identifying builders: strong technical beliefs, experience creating from scratch, necessity-driven depth, and conviction about how systems should be architectedComfortable being both strategic and hands-on—you can design systems and run searches yourselfSkilled in market positioning and storytelling—selling mission, clinical impact, and growth trajectory over brand-name safety to technical candidatesExperience with recruiting tools like Ashby, Greenhouse, Gem, HireEZ, or similar ATS and sourcing platformsStrong operational mindset: track metrics, identify bottlenecks, and continuously improve processesExperience managing agency partnerships and contingent recruiters effectively for technical hiringThrive in ambiguous, fast-paced environments; scrappy and biased toward actionConviction to challenge assumptions and defend hiring decisions based on potential, not credential polishStrong 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 onesComfort with healthcare context and regulated environments, or eagerness to learnNice to haveExperience 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 roleNetwork within healthcare AI, digital health, or health tech ecosystemsUnderstanding of clinical workflows and healthcare delivery modelsExperience recruiting for mission-driven companies where product impact is a key selling pointPrior experience at a startup that scaled 3-5× during your tenureRelationships with CS departments, AI research labs, or engineering communitiesBenefitsHealth & WellnessComprehensive health, dental, and vision insuranceMental health support and wellness coachingFlexible wellness stipend for fitness, therapy, or personal growthDaily catered lunch and dinnerGrowth & DevelopmentAnnual learning budget for courses, books, or conferencesConference attendance budget for professional developmentDevelopment setup of your choiceAcademic collaboration opportunitiesCompensation Range: $150K - $200K
Salary : $150,000 - $200,000