Founding Recruiter

Location: New York, NY (in-person, 4 days/week)

Compensation: $125K–$150K + Equity

About Passage Health

Passage Health is a fast-growing Series A startup on a mission to improve the quality and accessibility of autism care through technology. The diagnosis rate for autism has surged over the past decade to 1 in 31 children. Yet families still face waitlists of up to a year for care, as providers struggle to meet demand with outdated systems and manual workflows.

We're building the platform that powers autism care providers' entire business — from clinical documentation to operations to billing — modernizing how care is delivered and scaling access across a $460B market.

Over the past year, Passage has grown more than 3x year over year, driven by strong customer demand and expanding partnerships across the autism care ecosystem. As we continue to scale, we're focused on building durable foundations across the company, including the systems, processes, and decision-making needed to support long-term growth.

About the Role

We're hiring a Founding Recruiter to be the architect of how Passage hires the team that will define our next chapter. As Passage’s first dedicated People hire, you will own full-cycle recruiting end-to-end, build the recruiting engine that lets us scale, and partner with hiring managers across the company.

You will run full-cycle recruiting across the company — engineering, product, GTM, and operations — and build the recruiting engine that lets us scale. Technical recruiting is a core competency we expect you to bring on day one: you'll partner with our CTO on engineering hires, build active engineering pipelines, and earn credibility with technical interviewers. This is part recruiter, part culture-builder, and part trusted advisor to the leadership team — you will shape how candidates first experience Passage and play a real role in shaping the team and the culture we build.

You will report to the Head of Finance and partner closely with the CEO, CTO, and the broader leadership team. As a startup, everyone wears multiple hats, and you'll contribute to adjacent people operations work as it comes up. If that part of the work is interesting to you, there's room to grow into it over time.

What You'll Do

• Lead full-cycle recruiting end-to-end — sourcing, screening, interviewing, and closing — with technical recruiting as your primary focus and product, GTM, and operations roles running alongside as needs arise
• Own the recruiting engine: pipeline generation, sourcing strategy, outreach, scorecards, interview loops, calibration, candidate experience, and ATS hygiene — built to scale with the company
• Partner deeply with hiring managers as a thought partner: run intake meetings, calibrate the bar, push back productively, and keep searches on pace
• Bring strong technical recruiting craft to engineering hiring — building active networks, writing outreach that converts, and earning credibility with technical interviewers
• Close candidates against well-resourced competitors by understanding what they actually want and architecting offers and conversations that win
• Track and report on recruiting performance — pipeline health, time-to-hire, conversion rates, source effectiveness — and use the data to improve
• Help shape Passage's culture through how we hire — the rituals, candidate experience, and small moments that signal who we are to every person we meet
• Serve as a trusted advisor to managers and leadership on talent decisions and the conversations that come with them
• Contribute to people operations work as it comes up

What You'll Bring

• 3–6+ years of full-cycle recruiting experience, ideally with time in-house at a high-growth startup
• Demonstrated track record hiring software engineers — ideally still active or recent (within the last year or two) — and an appetite to run product, GTM, and operations searches in parallel
• Strong sourcing instincts: you treat sourcing as a craft, not a coordinator task. You can build a candidate universe, write outreach that converts, and sustain a pipeline strong enough that hiring managers don't have to chase
• Strong instincts for talent: you can quickly assess fit, calibrate against a bar, and close candidates against well-resourced competitors
• Operator mindset on process: you've built or meaningfully overhauled scorecards, interview loops, and recruiting workflows before, and you think about candidate experience as a deliberate design
• A genuine interest in culture as a craft — the rituals, traditions, and small moments that make a team feel like a team
• High ownership mindset and comfort operating independently in a fast-moving, ambiguous environment — comfortable being the only recruiter on day one
• Excellent judgment, discretion, and emotional intelligence; people trust you with hard conversations
• Willingness to work in person at our NYC office 4 days a week

Why Passage Health

• As an early employee, you will have the opportunity to make a tremendous impact on the company and our users
• Make an impact on families and providers nationwide
• Preference for working in a collaborative, fast-paced environment that offers new challenges and opportunities for growth
• Competitive salary and equity compensation
• Healthcare, dental, and vision benefits

Equal Opportunity

Passage Health is an equal opportunity employer and encourages all applicants from every background and life experience without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.