Head of Talent Acquisition

Function Health•Canada, KS

6h•Remote

About The Position

Function Health is the AI operating system for health, designed to empower people to live 100 healthy years. We are redefining how individuals understand, measure, and improve their health — moving beyond reactive care to give people comprehensive, data-driven insight into their biology long before disease takes hold. Through advanced diagnostics, deep biomarker testing, longitudinal data, and AI-enabled insights, Function equips members with actionable intelligence to take control of both the quality and length of their lives. Our long-term ambition is bold: to make proactive, data-driven health accessible at global scale and meaningfully impact billions of people. Function recently announced a $298M Series B and is backed by a16z, Redpoint, and other leading investors. With hundreds of employees across a remote U.S. workforce, Function is entering its next chapter of growth, scaling domestically. To power that trajectory, we are seeking a Head of Talent Acquisition to architect and scale the Talent function that will drive our mission forward. THE OPPORTUNITY Function is entering its next chapter of scale. Our talent will determine how fast and how well we execute. This is an opportunity to build the Talent Acquisition engine that enables Function to operate as a world-class organization. You will take the TA function from 0 to 1 and then scale it from 1 to n, architecting a disciplined, AI-enabled system that consistently attracts and hires exceptional, high-leverage talent. This is not a requisition-filling role. It is a systems-building role. You will design the standards, infrastructure, and operating rhythm that ensure we build a world-class team at scale. Reporting to the SVP of People, you will partner closely with executive leadership to align hiring strategy with business priorities and long-term ambition.

Requirements

Director+ level experience leading a global Talent Acquisition function
Proven experience building a TA organization from 0 to 1 and scaling it to 1 to n in high-growth environments
Experience supporting hypergrowth, IPO readiness, acquisition, or significant scale transitions
Background in AI-native or AI-forward technology companies where operational rigor and talent density are critical
Demonstrated success in building and retaining high-performing recruiting teams
Experience designing AI-enabled recruiting systems and sourcing strategies
Strong understanding of where exceptional technical and executive talent resides and how to win them in competitive markets
Experience assessing and integrating talent in M&A environments
Strong track record managing retained and contingency search firms
Systems-oriented operator who builds durable, scalable processes and brings a strong point of view on AI strategy
Clear, decisive, and accountable
Data-driven and outcome-focused
Comfortable operating in ambiguity while creating structure
Able to influence senior stakeholders with clarity and conviction
Holds a high talent bar and defends it with consistency
Operates with urgency while maintaining discipline

Responsibilities

Design and stand up a modern, AI-enabled Talent Acquisition function from first principles
Own the end-to-end recruiting lifecycle with clear accountability and performance metrics
Architect scalable systems, structured interview frameworks, and data dashboards
Implement AI-driven sourcing and workflow automation to increase signal, speed, and precision
Establish a recruiting culture grounded in urgency, rigor, and quality over volume
Build and lead a high-performing TA team capable of supporting sustained hypergrowth
Develop repeatable hiring engines that scale from hundreds of employees to pre-IPO and beyond
Partner with executives on workforce planning tied directly to strategic priorities
Create structured calibration processes that ensure consistency and protect hiring standards
Develop forward-looking talent strategies to support future international expansion
Define what exceptional performance looks like across technical, business, and leadership roles
Establish structured evaluation criteria that reflect the level of talent required to win
Ensure every hire meaningfully elevates the capability of the organization
Personally lead and close mission-critical and senior-level searches when needed
Equip hiring managers with rigorous assessment tools and clear decision frameworks
Maintain uncompromising talent standards, even under aggressive growth pressure
Track and measure quality of hire and continuously refine selection practices
Position recruiting as a strategic advantage for the company
Build and manage high-leverage relationships with retained and contingent search partners
Advise senior leadership on talent market dynamics and competitive positioning
Partner cross-functionally to assess and integrate talent during acquisitions