Principal Talent Acquisition Partner
Redox · United States
- Hybrid
- Full-time
- $165,000 / year
- United States
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Job highlights
- Own full-cycle recruiting for diverse roles.
- Act as a trusted talent advisor to executives.
- Build and manage diverse candidate pipelines.
- Leverage AI tools for recruiting efficiency.
- Drive process improvements and data analysis.
About the role
Principal Talent Acquisition Partner at Redox
Redox is seeking a Principal Talent Acquisition Partner to join our mission of accelerating healthcare’s transformation with useful data. This is a high-impact, hands-on role responsible for full lifecycle recruiting within a fast-paced startup environment. You will be a trusted talent advisor to executives, own the hiring process from start to finish, and play a crucial role in building diverse teams.
Opportunity & Impact
As a Principal Talent Acquisition Partner, you will own full lifecycle recruiting across a wide range of functions and levels, from technical engineering and product roles to customer-facing and operational positions. You will have the autonomy to shape how recruiting works at Redox, including selecting and implementing tools like AI. This role is critical in building diverse teams and requires a strong generalist who can manage various searches effectively. You will also guide hiring plans, build scorecards, design interview loops, and partner with leaders to set and maintain a high candidate bar.
Job Responsibilities
- Own full-cycle recruiting for all company roles, from headcount approval to offer negotiation and close.
- Serve as a trusted talent advisor to hiring managers and executives, guiding strategy, leveling, and interview processes.
- Build and manage diverse candidate pipelines through direct sourcing and proactive outreach.
- Direct contract recruiters and internal support, ensuring efficient workflow and communication.
- Leverage AI tools for tasks such as drafting job descriptions, summarizing candidate data, and personalizing outreach.
- Partner with the Director of Total Rewards on compensation benchmarking, pay equity, and offer negotiations.
- Manage external recruiting agencies, defining scope, and holding them accountable for results.
- Own and report on recruiting data (time to fill, pipeline health, source quality, offer acceptance) to inform strategy.
- Continuously improve the hiring process, including ATS optimization, interviewer training, and service level agreements.
Required Skills & Experience
- 8+ years of full-cycle recruiting experience, including senior leadership, sales, and technical roles.
- Experience recruiting in healthcare and/or SaaS within a fast-paced startup environment.
- Strong generalist with the ability to recruit across diverse functions (technical, customer-facing, operational).
- Ability to pivot quickly and adjust recruitment strategies as priorities shift.
- Proven track record of running a recruiting function with limited support, demonstrating resourcefulness and effectiveness.
- Confidence and credibility with executives, able to partner effectively and provide data-driven insights.
- Strong data instincts, with direct experience in compensation benchmarking, pay equity, and offer negotiation.
- Proficiency with AI tools in recruiting, with concrete examples of their application and impact.
- Commitment to building diverse teams and practical experience in implementing inclusive hiring processes.
Preferred Skills & Experience
- Recruiting experience specifically in healthcare or health tech.
- Experience managing contract recruiters or agency relationships.
- Experience standing up or scaling recruiting at a growth-stage company.
Software Platform/Tools
- Required: Lever ATS, GoodTime Scheduling, LinkedIn Recruiter, Slack, Google Suite, Microsoft Office, Daily use of an AI assistant (e.g., Claude), Compensation benchmarking tools (e.g., Pave or Radford).
- Preferred: ZoomAI, Rippling, Checkr, Jira, Confluence, Zapier, Docusign, AI tools (e.g., Claude, Notebook LLM).
Key skills/competency
- Talent Acquisition
- Full-Cycle Recruiting
- Executive Recruiting
- Technical Recruiting
- Healthcare Recruiting
- SaaS Recruiting
- Startup Recruiting
- AI in Recruiting
- Diversity & Inclusion
- Talent Advisory
Skills & topics
- Talent Acquisition Partner
- Recruiting
- Full-Cycle Recruiting
- Executive Recruiting
- Technical Recruiting
- Healthcare Recruiting
- SaaS Recruiting
- Startup
- AI
- Diversity
How to get hired
- Tailor your resume: Highlight 8+ years of full-cycle recruiting, especially in healthcare/SaaS startups, and your AI tool proficiency.
- Showcase executive partnership: Emphasize experience advising senior leaders on hiring strategy and candidate quality.
- Demonstrate AI fluency: Provide specific examples of how you've used AI to improve recruiting outcomes.
- Emphasize diversity commitment: Detail your experience building diverse teams and implementing inclusive hiring practices.
- Prepare for behavioral questions: Be ready to discuss handling ambiguity, pivoting strategy, and working with limited resources.
Technical preparation
Master ATS and scheduling tools.,Practice sourcing diverse candidate pools.,Develop AI prompting skills for recruiting.,Prepare data analysis for reporting.
Behavioral questions
Describe a complex recruiting challenge.,How do you advise senior leadership?,Share an example of building diverse teams.,How do you adapt to changing priorities?
Frequently asked questions
- What is the base salary range for the Principal Talent Acquisition Partner role at Redox?
- The base salary range for the Principal Talent Acquisition Partner position at Redox is between $141,000 and $165,000 per year. This range is subject to change and actual offers may vary based on candidate qualifications and experience. The total compensation package also includes stock options and employee benefits.
- Is the Principal Talent Acquisition Partner role at Redox remote?
- Yes, Redox offers a 100% remote-first culture for this role. However, candidates must be based in the US and able to work in the continental US.
- What are the key responsibilities of a Principal Talent Acquisition Partner at Redox?
- The key responsibilities include owning full-cycle recruiting for all levels and functions, acting as a trusted talent advisor to executives, building diverse candidate pipelines, leveraging AI tools for efficiency, and driving hiring process improvements. You'll also partner on compensation and manage external agencies.
- What experience is required for the Principal Talent Acquisition Partner position?
- You'll need 8+ years of full-cycle recruiting experience, ideally in healthcare or SaaS startups. Strong generalist skills, experience with senior leadership and technical roles, AI tool proficiency, and a commitment to building diverse teams are essential.
- How does Redox use AI in its hiring process?
- Redox encourages the use of AI tools for various recruiting tasks, such as drafting job descriptions, summarizing candidate pipelines, personalizing outreach, and creating interview question banks. Candidates are expected to be fluent with AI and provide concrete examples of their usage.
- What benefits and perks are offered to full-time employees at Redox?
- Redox offers a comprehensive benefits package including unlimited flexible time off, 15+ observed holidays, R^Charge days, a 6-week paid sabbatical, 401k match, medical/dental/vision benefits on Day 1, HSA/FSA, paid parental leave, a productivity stipend, wellness fund, stock options, and an employee referral bonus.
- Does Redox prioritize diversity in its hiring for the Principal Talent Acquisition Partner role?
- Yes, building diverse teams is a core value at Redox. You will be asked to complete a voluntary EEO survey, and the company uses diversity data to improve hiring processes and build more diverse teams.