Founding Head
of Talent
NEW YORK CITY · 5 DAYS IN-OFFICE
Zingage is the leading AI platform for home-based care. We're ~20 people. In three months, we need to be 40.
Every function at Zingage has a machine behind it. Our AI agents handle 2,600+ scheduling calls a week so coordinators don't have to. Our GTM engineering system generates pre-call intelligence so sellers walk in prepared. We build systems that dramatically scale the capacity of every team.
Recruiting doesn't have that machine yet. Our founders are deeply involved in every hire — and they're staying involved. But the pipeline, the process, the candidate experience — making sure every person who touches Zingage walks away thinking “that was the best hiring process I've ever been through” — that needs someone whose entire job is making it world-class.
We need to hire 20 people in 90 days. Engineers, AI researchers, enterprise sellers, an entire GTM org. You're the person who builds the pipeline that makes that possible and ensures every single candidate — whether we hire them or not — has a high-touch, intentional experience. This is the most important hire we're making right now — because every other hire depends on it.
YOU OWN
- –The entire recruiting function: sourcing, screening, closing — you are the function until you build the team
- –Proactive pipeline for ~10 open roles across engineering, AI/ML, product design, enterprise sales, and GTM
- –Workforce planning with functional leaders — you sit with eng, sales, and ops to anticipate what they need next quarter, not just what they need today
- –The outbound engine that replaces our dependency on contingent recruiters
- –Interview process design: what we test for, how we test it, and why our process is better than everyone else's
- –Candidate experience end-to-end: first message to signed offer. You're the reason someone chooses Zingage over the 15 other startups in their inbox
- –Recruiting infrastructure: Ashby optimization, pipeline analytics, conversion metrics. You know your numbers cold
YOU ARE
- –Someone who has sourced and closed at a company that was growing fast enough to break things — Ramp-speed, Uber-speed, not steady-state hiring
- –A builder. You've done the grind: high-volume sourcing, cold outreach that converts, agency-level hustle — but you've also seen how an in-house function scales
- –Opinionated about quality. When a hiring manager says "I need a senior engineer from Google," you say "let me show you why this person from a 10-person startup is better" — and you're right
- –Obsessive about pipeline. You don't wait for a req to open before you start building relationships with people you want
- –Someone who wants to own a department, not inherit one
YOU ARE NOT
- –Someone who posts a job and waits for inbound
- –Someone who optimizes for speed over quality — we'd rather leave a role open than hire wrong
- –Someone who needs a CHRO above them to tell them what to do
THE PROCESS
Coffee
30 min, in personNo interview. A real conversation about what you're building and what we're building.
Sourcing Deep Dive
AsyncWe give you a real role we're hiring for. Find 5 candidates. Walk us through your thinking on Loom.
Founders Day
Half day, in officeMeet both co-founders, meet the team, talk about how we'd build this function together.
Offer
APPLY
Send a short note to daniel+talent@zingage.com — what would you do in your first 30 days if you walked in and saw 10 open roles and zero recruiting infrastructure?