Head of Talent
Hi, I’m Shun, founder and CEO of Anima. I left my career as a doctor because I was tired of seeing patients die from delays and misdiagnosis.
Our mission is to deliver precision medicine to anyone, anywhere, in under 24 hours. Our platform already serves millions of patients and 10xs the capacity of doctors. But the truth is, we’re just getting started. We’re building toward a superhuman, personalised medicine agent that could go well beyond humans, crunching tens of thousands of low level features at genome and transcriptome level.
We’re a tight crew of builders and operations working at the cutting edge of healthcare reinforcement learning and agentic AI, and we’re looking for exceptional people to join us. If you want your skills to have the highest possible stakes, you belong at Anima. Your work here will save lives. Period.
Role Overview
Anima is hiring an exceptional Head of Talent to help us scale our team with world-class talent and ensure day-to-day operational excellence. This is a high-trust, high-ownership role for someone who thrives in chaos, is extremely organised, and is a strong relationship builder.
This is not a traditional HR or recruitment role. We want someone who is operationally ruthless, emotionally intelligent, and systems-minded — someone who deeply cares about both the craft of hiring and the crew we’re building at Anima.
What We’re Looking For
1. Operator First, Always
Extremely organised and reliable, with a bias toward action and ownership.
Capable of managing candidate pipelines across multiple functions with speed and accuracy.
Thrives in ambiguity and complexity — you love when there are too many things going on and somehow make it look effortless.
2. High EQ & Exceptional Communication
Personable, warm, and can sell our mission with authenticity.
Comfortable representing Anima to agency partners and candidates alike.
Clear written and verbal communicator who can explain why decisions were made, what we learned, and what we’ll do differently next time.
3. Data-Minded & Feedback-Hungry
Owns weekly tracking of talent funnel metrics: time-to-hire, pass-through rates, sourcing ROI, and more.
Draws insights from data to iterate quickly on what’s working (and what isn’t).
Comfortable receiving feedback directly, and sees it as a fast path to personal and team growth.
4. Deep Craftsmanship in Talent
Has managed end-to-end talent or ops processes before (ideally across both hiring and employee experience).
Understands what a great candidate experience looks like — from cold outreach, expectation management, candidate feedback, and beyond.
Capable of proactively unblocking/calibrating our agency partners, improving processes, and capturing repeatable workflows.
Bonus Points
Passion for automating the boring stuff — e.g. Zapier, Retool, Notion automations, ATS hygiene.
Experience with employer brand building — from improving our careers page to amplifying team stories on LinkedIn or coordinating with agency partners.
Strong writing skills — your docs, emails, and follow-ups are crisp, thoughtful, and leave no ambiguity.
Experience & Attributes
5-10 years of experience in Talent Operations at a fast-moving startup.
Direct experience managing end-to-end candidate journeys — from outreach and scheduling to feedback, offer stages, and references.
Proven ability to implement or improve scalable hiring systems (e.g. ATS hygiene, we use Ashby, interview rubrics, feedback loops).
Data-driven mindset with experience owning or contributing to weekly hiring metrics and using data to drive iteration.
Has collaborated with external partners (e.g. agencies, embedded recruiters) and internal stakeholders across functions.
Bonus: Exposure to process automation (e.g. Zapier, Hubspot, Retool, Notion workflows) or has shown curiosity to eliminate repetitive work.
Bonus: Hands-on involvement in employer brand efforts — e.g. careers page updates, LinkedIn content, or sourcing campaigns.
Mission-aligned: has chosen roles or projects based on purpose, not prestige.
What you might be working on:
Developing and implementing effective sourcing strategies to attract top-tier talent across the organization
Scale up our Engineering and GTM recruiting process across the globe; think about our employer branding
Help with setting up and running a recruiting pipeline and onboarding process for all roles
Running hiring events, building relationships with top-tier sales, CS, and engineering communities
Partner closely with hiring managers and agency partners to understand needs, conduct thorough intake sessions to define job requirements and candidate profiles
Develop and maintain strong relationships with candidates, providing an excellent and authentic candidate experience throughout the recruitment journey
Implement feedback mechanisms and data-driven insights to continuously refine recruitment processes and enhance the overall talent acquisition strategy.
This Role Is Not For...
People who want to come in to a structured environment and just run an existing playbook. This is a messy, high-context, evolving role.
Folks who are scared of data, process, and automation.
People who can’t handle emotional intensity. We work hard, we give feedback directly, and we care deeply.