Talent Acquisition Manager

Healthcare shouldn't be something you worry about when taking care of your family.

That's why when you join Redirect Health, your healthcare costs nothing out of your paycheck - and the same is true for your spouse and children.

• No monthly premiums
• No surprise medical bills

Most team members avoid tens of thousands of dollars in healthcare costs compared to traditional health plans.

This isn't a perk.
It's part of our mission.

Redirect Health exists to make healthcare affordable for small businesses and people who can't afford traditional employer insurance.

We help real people navigate a system that is often confusing, expensive, and frustrating- we do it with empathy, accountability, and simplicity.

If you want your work to matter to families every single day, you'll find purpose here.

At Redirect Health, our values guide how we show up for each other, our clients, and our members.

We do our best work when we:

• Obsess Over People - We are always helpful, friendly, and human
• Own It to Completion - If we take something on, we see it through
• Always Improve & Adapt - We learn quickly and adjust without ego
• Start with "Yes, We Can Help You" - We lead with solutions
• Succeed as a Team - We win through trust and collaboration
• Detest Waste & Unnecessary Complexity - We simplify to focus on what matters

Build and Own Talent Acquisition from the Ground Up

We're hiring our first dedicated Talent Acquisition Manager to own recruiting end-to-end, from writing the job ad to helping schedule the final interview. This is an individual contributor role today, reporting directly to the Chief Operating Officer, with real ownership over process, budget, and candidate strategy. As we grow, this role has the opportunity to build and lead a team.

This isn't an order-taking recruiter role. We're looking for someone who holds the line on our culture and voice in every job ad, digs into the data when something isn't working, goes and finds the people we need for our toughest roles, and can accurately read whether a candidate is the right cultural fit - then act on that read.

Own the Job Ad, Start to Finish

• Write postings that reflect our company vision and voice-not generic templates—and partner directly with hiring leaders to get it right
• When an ad under performs, diagnose why and use AI tools or other resources to improve performance rather than waiting it out
• Manage a self-serve ad budget of up to $500/month to boost underperforming postings

Find the People We Need Most

• Proactively source candidates for director-level and above roles, building relationships with passive candidates instead of waiting for applications to come in

Own the Entire Hiring Funnel

• Watch every stage of the funnel - job ad, candidate story submission, group culture-fit session and Culture Index survey, 1:1 interviews - for bottlenecks
• Fix the process itself, not just the individual req, when something is breaking down

Personally Assess Culture Fit

• Review every candidate's submitted story and attend the group culture-fit session
• Form your own read on each candidate and deliver a clear, specific recommendation to the hiring manager
• Take ownership of getting candidates scheduled directly onto hiring managers' calendars

Success in this role is measured by:

• Consistent applicant flow and quality across all open roles
• Job ads that reflect company voice and get fixed quickly when they underperform
• Successful proactive hires for director-level and above roles
• A hiring funnel with visible, shrinking bottlenecks over time
• Hiring managers who trust this person's culture-fit read and recommendations
• Progress toward building a scalable talent acquisition function