Talent Acquisition Partner

About my Tomorrows

my Tomorrows is a global health tech company dedicated to breaking down barriers for patients seeking treatment options.

We strive to enable earlier and better treatment access by bridging the gap between those searching for possible options,and the companies whodevelopthem. We work closely with patients, healthcare professionals, trial sites, patient advocacy groups, and Bio Pharma – connecting key stakeholders in the drug development ecosystem.

We’ve developed a cutting‑edge AI‑powered technology that simplifies and streamlines access to drugs in development. To support our users and clients, we have a range of industry‑expert specialized teams ready to help. Our services include clinical trial patient recruitment, Expanded Access Program management and Real‑World Data collection.

With a global footprint spanning 125 countries, to date, we’ve supported over 15,000 patients and 2,400 physicians, earning the trust of 50+ Biopharma companies.

Join us in shaping the future of treatment access - making tomorrow’s therapies accessible for people who need them today.

The opportunity:
Talent Acquisition Partner
As we enter our next phase of growth, we’re looking for a Talent Acquisition Partner who is passionate about bringing in bar‑raising talent, people who share our drive and sense of purpose.

Every hire we make shapes the future of my Tomorrows. We’re building a team that moves fast, thinks big, and acts with heart. If you’re energized by finding and hiring exceptional people who make a real impact, this is your opportunity to play a key role in our growth journey.

You will become part of the People and Culture team, working closely with the People Operations Specialist and reporting to the Head of People. Given that most of our team is in the Netherlands, we only consider candidates for this position who live within commuting distance to our office in Amsterdam.

• Partner with hiring managers to define hiring goals and translate them into effective sourcing strategies.

• Proactively identify and engage bar‑raising candidates across diverse channels.

• Manage the full‑cycle recruitment process, ensuring an excellent experience for every candidate.

• Build and nurture strong talent pipelines for current and future needs, with a particular focus on attracting top (Commercial/Go to Market) talent globally.

• Collaborate with Marketing to strengthen our employer brand and showcase what makes my Tomorrows unique.

• Use data to track performance, report on hiring metrics, and continuously optimize the recruitment process.

• Stay on top of industry trends (hello AI) and bring fresh ideas to improve how we attract and assess talent.

• You’re driven and pragmatic, someone who thrives in a complex environment.

• You know what great talent looks like, and you’re relentless about finding it.

• 3–5 years of experience in talent acquisition or recruitment (preferably in a‑driven company).

• Strong understanding of full‑cycle recruiting, sourcing, and candidate assessment.

• Experience using ATS (we use Ashby), sourcing tools, and AI in recruitment.

• Great communicator and relationship‑builder with hiring managers and candidates alike.

• Analytical mindset, you use data all the time, to make better hiring decisions.

• A sense of ownership and accountability for outcomes.

• Bachelor’s degree in HR, Business Administration, or a related field.

• Experience hiring for commercial or Bio Pharma roles (sales, marketing, partnerships, business development).

• Familiarity with hiring in the US market or scaling recruitment across multiple geographies.

• Building a solid understanding of my Tomorrows’ mission, business model, and how each team contributes to patient impact.

• Getting to know hiring managers, understanding their team dynamics, and helping them hire bar‑raising talent.

• Reviewing ongoing and upcoming hiring plans for Q1–Q2, understanding priorities and timelines.

• Delivering measurable progress:

  • 4+ hires closed (depending on the complexity of roles and hiring volume).

  • Time‑to‑hire within target (e.g.,