Amigo
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Technical Recruiter
role at
Amigo
This range is provided by Amigo. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
Base pay range $150,000.00/yr - $200,000.00/yr
About Amigo Amigo 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 Role As 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 optimises 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 Do
Own end‑to‑end recruiting for engineering and technical roles across Agent Engineers, Solutions Architects, ML Engineers, Backend/Infrastructure Engineers, and technical leadership
Develop and execute a scalable technical recruiting strategy that supports 4× team expansion, typically managing 8‑12 open engineering roles at once
Directly source and close top technical talent, with a clear track record of delivering 30 hires per year in competitive markets
Screen 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 layer
Build and optimise the technical recruiting process from scratch: job descriptions, interview loops, candidate experience, evaluation frameworks, and time‑to‑fill metrics
Drive inclusive hiring practices, ensuring diverse candidate pipelines and equitable processes across all technical roles
Partner with leadership on headcount planning, org design, and evolving business needs as we scale our engineering organization
Provide market intelligence—compensation benchmarking for technical roles, competitive landscape insights, and positioning strategies for attracting talent from big tech, consulting, and healthcare backgrounds
Develop and manage sourcing channels including direct sourcing, agency partnerships, investor networks, academic institutions with strong CS/AI programmes, and sourcing platforms
Track and analyse recruiting performance, defining and reporting KPIs such as source of hire, conversion rates, time to fill, and quality of hire for technical roles
Champion employer branding and storytelling for engineers—help candidates understand the impact of building AI systems that directly improve patient outcomes and healthcare delivery
Navigate the unique talent landscape of healthcare AI, balancing technical depth with domain expertise and regulatory awareness
Build relationships with CS departments, AI research labs, and academic medical institutions as technical talent pipelines
Eventually build and lead the technical recruiting team—defining roles, playbooks, and culture for a world‑class hiring function
What We're Looking For
5‑10+ years of full‑cycle technical recruiting experience in high‑growth startups (Series A‑D), ideally in AI, healthcare tech, SaaS, or deep tech
Proven ability to source and close 20+ engineers per year in competitive markets, with a strong track record of winning candidates against large tech companies
First‑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 excitement
Deep technical fluency to evaluate whether candidates built vs operated, created vs improved, made architectural decisions vs followed them
Deep understanding of technical talent markets and what attracts engineers to early‑stage opportunities in regulated industries
Pattern recognition for identifying builders: strong technical beliefs, experience creating from scratch, necessity‑driven depth, and conviction about how systems should be architected
Comfortable being both strategic and hands‑on—you can design systems and run searches yourself
Skilled in market positioning and storytelling—selling mission, clinical impact, and growth trajectory over brand‑name safety to technical candidates
Experience with recruiting tools like Ashby, Greenhouse, Gem, HireEZ, or similar ATS and sourcing platforms
Strong operational mindset: track metrics, identify bottlenecks, and continuously improve processes
Experience managing agency partnerships and contingent recruiters effectively for technical hiring
Thrive in ambiguous, fast‑paced environments; scrappy and biased toward action
Conviction to challenge assumptions and defend hiring decisions based on potential, not credential polish
Strong 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 ones
Comfort with healthcare context and regulated environments, or eagerness to learn
Nice to have
Experience 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 role
Network within healthcare AI, digital health, or health tech ecosystems
Understanding of clinical workflows and healthcare delivery models
Experience recruiting for mission‑driven companies where product impact is a key selling point
Prior experience at a startup that scaled 3‑5× during your tenure
Relationships with CS departments, AI research labs, or engineering communities
Benefits Health & Wellness
Comprehensive health, dental, and vision insurance
Mental health support and wellness coaching
Flexible wellness stipend for fitness, therapy, or personal growth
Daily catered lunch and dinner
Growth & Development
Annual learning budget for courses, books, or conferences
Conference attendance budget for professional development
Development setup of your choice
Academic collaboration opportunities
Compensation Range: $150K - $200K
#J-18808-Ljbffr
Technical Recruiter
role at
Amigo
This range is provided by Amigo. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
Base pay range $150,000.00/yr - $200,000.00/yr
About Amigo Amigo 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 Role As 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 optimises 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 Do
Own end‑to‑end recruiting for engineering and technical roles across Agent Engineers, Solutions Architects, ML Engineers, Backend/Infrastructure Engineers, and technical leadership
Develop and execute a scalable technical recruiting strategy that supports 4× team expansion, typically managing 8‑12 open engineering roles at once
Directly source and close top technical talent, with a clear track record of delivering 30 hires per year in competitive markets
Screen 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 layer
Build and optimise the technical recruiting process from scratch: job descriptions, interview loops, candidate experience, evaluation frameworks, and time‑to‑fill metrics
Drive inclusive hiring practices, ensuring diverse candidate pipelines and equitable processes across all technical roles
Partner with leadership on headcount planning, org design, and evolving business needs as we scale our engineering organization
Provide market intelligence—compensation benchmarking for technical roles, competitive landscape insights, and positioning strategies for attracting talent from big tech, consulting, and healthcare backgrounds
Develop and manage sourcing channels including direct sourcing, agency partnerships, investor networks, academic institutions with strong CS/AI programmes, and sourcing platforms
Track and analyse recruiting performance, defining and reporting KPIs such as source of hire, conversion rates, time to fill, and quality of hire for technical roles
Champion employer branding and storytelling for engineers—help candidates understand the impact of building AI systems that directly improve patient outcomes and healthcare delivery
Navigate the unique talent landscape of healthcare AI, balancing technical depth with domain expertise and regulatory awareness
Build relationships with CS departments, AI research labs, and academic medical institutions as technical talent pipelines
Eventually build and lead the technical recruiting team—defining roles, playbooks, and culture for a world‑class hiring function
What We're Looking For
5‑10+ years of full‑cycle technical recruiting experience in high‑growth startups (Series A‑D), ideally in AI, healthcare tech, SaaS, or deep tech
Proven ability to source and close 20+ engineers per year in competitive markets, with a strong track record of winning candidates against large tech companies
First‑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 excitement
Deep technical fluency to evaluate whether candidates built vs operated, created vs improved, made architectural decisions vs followed them
Deep understanding of technical talent markets and what attracts engineers to early‑stage opportunities in regulated industries
Pattern recognition for identifying builders: strong technical beliefs, experience creating from scratch, necessity‑driven depth, and conviction about how systems should be architected
Comfortable being both strategic and hands‑on—you can design systems and run searches yourself
Skilled in market positioning and storytelling—selling mission, clinical impact, and growth trajectory over brand‑name safety to technical candidates
Experience with recruiting tools like Ashby, Greenhouse, Gem, HireEZ, or similar ATS and sourcing platforms
Strong operational mindset: track metrics, identify bottlenecks, and continuously improve processes
Experience managing agency partnerships and contingent recruiters effectively for technical hiring
Thrive in ambiguous, fast‑paced environments; scrappy and biased toward action
Conviction to challenge assumptions and defend hiring decisions based on potential, not credential polish
Strong 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 ones
Comfort with healthcare context and regulated environments, or eagerness to learn
Nice to have
Experience 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 role
Network within healthcare AI, digital health, or health tech ecosystems
Understanding of clinical workflows and healthcare delivery models
Experience recruiting for mission‑driven companies where product impact is a key selling point
Prior experience at a startup that scaled 3‑5× during your tenure
Relationships with CS departments, AI research labs, or engineering communities
Benefits Health & Wellness
Comprehensive health, dental, and vision insurance
Mental health support and wellness coaching
Flexible wellness stipend for fitness, therapy, or personal growth
Daily catered lunch and dinner
Growth & Development
Annual learning budget for courses, books, or conferences
Conference attendance budget for professional development
Development setup of your choice
Academic collaboration opportunities
Compensation Range: $150K - $200K
#J-18808-Ljbffr