We partner with MSK provider groups and specialty clinics to help them grow, operate more efficiently, and deliver better longitudinal care across patient acquisition, clinical workflows, and ongoing patient engagement. Our platform sits at the intersection of care delivery and clinic operations, helping providers capture more value across the full patient lifecycle.
We’ve recently raised our Series B and are entering our next phase of growth. We’re hiring a Head of Marketing to build and scale the marketing engine that will drive that growth.
This is a pipeline and revenue role. Success means generating high-quality pipeline from the right provider groups, and helping convert that into revenue in a complex, trust-driven market.
We are hiring a Head of Talent to build and scale the recruiting function and help take Flagler from early-stage hiring sprints to a durable, repeatable talent engine that can support aggressive headcount growth across every function.
Reporting to the Co-Founder & CEO, Albert Katz, this leader will take ownership of the talent function while partnering closely with the executive team and hiring managers to deliver on Flagler's hiring plan. This is not a "sit back and manage" role. As Head of Talent, you will operate as a player-coach—personally owning critical executive and senior IC searches while developing and scaling a team of recruiters and coordinators.
You will own company hiring targets, refine and operationalize the recruiting process, and help evolve the talent strategy to support more senior hires, more complex compensation structures, and continued expansion across commercial, clinical, product, and engineering teams. This is a high-impact role at a critical inflection point, with the opportunity to shape how Flagler builds its team and culture as it scales.
Location: Based in New York City.
Key Responsibilities
Hiring Ownership: Own company hiring targets and consistently deliver against them across functions, levels, and geographies.
Talent Org Scaling: Build and scale the recruiting team (currently lean), with responsibility for hiring, onboarding, and developing recruiters, sourcers, and coordinators as the company grows.
Executive & Senior Search: Stay close to the work by personally leading high-stakes searches for executive, leadership, and hard-to-fill technical or commercial roles.
Recruiting Playbooks: Refine and operationalize repeatable, scalable recruiting processes—intake, sourcing, screening, interviewing, debriefs, offers, and closing.
Pipeline Management: Build and manage a healthy candidate pipeline while improving forecasting accuracy, time-to-fill, and visibility across every open req.
Sourcing Strategy: Evolve outbound sourcing motions to reach top passive talent in healthcare, AI, and high-growth SaaS.
Hiring Manager Alignment: Partner closely with executives and hiring managers to define role scorecards, calibrate candidates, run structured interviews, and make confident hiring decisions.
Offer & Comp Negotiation: Lead negotiations on competitive offers, including complex equity and OTE packages for senior hires.
Employer Brand: Collaborate with marketing and leadership to build Flagler's employer brand and candidate experience as a top-tier place to work in healthtech.
Team Leadership: Coach, mentor, and develop recruiting talent through structured training, pipeline reviews, and performance management.
Hiring & Scaling: Continue building a high-performing talent team with strong culture, accountability, and execution discipline.
Tech Discipline: Enforce rigorous ATS usage, sourcing data hygiene, and recruiting analytics to support data-driven decision-making.
Culture & People Voice: Serve as a key conduit between candidates, employees, and leadership—informing comp strategy, leveling, org design, and culture initiatives with market feedback.
6–10+ years of experience in talent acquisition, with meaningful time in a leadership or player-coach role within high-growth environments.
Proven track record of closing complex senior hires, ideally across both commercial and technical functions at venture-backed startups.
Experience scaling recruiting teams and processes beyond early-stage, including managing multiple recruiters and driving consistent hiring performance.
Strong understanding of startup hiring dynamics, equity-heavy comp structures, and multi-stakeholder interview processes.
Demonstrated ability to operate across both strategic and tactical levels—from personally closing executive candidates to building systems and processes.
Experience with pipeline management, hiring forecasting, and recruiting analytics (ATS, sourcing tools, comp benchmarking).
Strong negotiation skills, particularly around competitive senior offers and equity packages.
Comfort working cross-functionally with executives, Finance, Legal, and People Operations.
Charismatic and credible leader who can inspire candidates and teams while holding a high performance bar.
Thrives in fast-paced, high-growth environments and is comfortable operating through ambiguity.
Highly execution-oriented with a willingness to roll up sleeves and stay close to the work, including personally sourcing and screening when needed.
Resilient, adaptable, and competitive, with a strong drive to win top talent.
Balances strategic thinking with operational discipline.
Fast-Growing Leader: Join a company with strong momentum and expanding adoption across provider organizations.
Leadership Opportunity: Take ownership of and scale a growing talent organization at a critical inflection point.
Category Creation: Operate in a large, underserved market with limited direct competition.
Compelling Mission: Help build the team that will reshape how MSK and chronic care are delivered in the U.S.
Meaningful Impact: Hire the people who will improve efficiency, revenue, and patient outcomes for providers nationwide.
High Earning Potential: Strong compensation tied to company growth and hiring performance.
Cross-Functional Exposure: Build deep relationships across every function and level of the company.
OTE (cash): $120,000–$220,000 (comprises base salary + variable bonus).
Equity: Competitive equity package.
PTO: Flexible paid time off policy.
Benefits: Health, dental, vision insurance.
Lives in NYC.
Has scaled recruiting orgs through periods of rapid headcount growth (e.g., 50 → 200+ employees).
Has hired across both commercial (sales, marketing) and technical (engineering, product) functions.
Has worked in healthcare, healthtech, or other regulated industries.
Has grit.
This is what you can expect of your teammates at Flagler:
Persistence + ownership of outcomes: We wear many hats and aren’t afraid to run through walls to solve hard problems.
Personal + professional growth: We push ourselves to learn new things and embrace challenges, even if it means that we sometimes fail.
Don’t take things personally: We value and react quickly to constructive feedback.
Speed is our ally: In the fast-paced world of startups,
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