Talent Acquisition Lead

Prosper Health is on a mission to make life happier and healthier for autistic and neurodivergent adults. 

Despite autism diagnoses increasing more than 5x in the past 25 years, autistic adults have been systematically overlooked. This has led to extremely poor outcomes, including high rates of co-occurring mental health conditions and a lower life expectancy. Prosper is here to change that. 

We deliver specialized mental health services for autistic adults, covered by insurance. We've helped tens of thousands of people receive an autism diagnosis for the first time, work with neurodivergent-affirming therapists, and find belonging through community. Our outcomes meaningfully outperform traditional care for autistic adults, with substantially greater improvements in mood, anxiety, and quality of life.

Prosper is growing 3x year over year and are at mid-double-digit millions in run-rate revenue, with thousands of active clients and 400+ clinicians. We're a high-ownership, mission-driven team, building something that has never existed for autistic and neurodivergent adults.

About the Role

As our first corporate Talent Acquisition Lead, you will be the driving force behind building our team and setting and upholding our high bar for talent.

Over the next 12 months, you will be personally responsible for scaling our team from 30 to 60 people. Reporting directly to the CEO, you’ll work closely with senior leadership to ensure roles are scoped correctly, hiring processes run rigorously, and we consistently attract and hire exceptional people.

You will own the recruiting process end to end, from driving role kickoffs and candidate debriefs, to launching requisitions, running the ATS, maintaining clean data, and continuously improving how we hire.

This role offers hands-on ownership and outsized impact. At our stage, your work will have a foundational role in building our team. You will get direct collaboration with our leadership team and will get to stand up a recruiting function from the ground up. If you are excited about contributing to our mission of transforming the lives of autistic and neurodivergent adults, we would love to hear from you.

You Will

• Find the best talent: Proactively search for outstanding candidates, using whatever channels and approaches are needed to keep pipelines strong and find the best talent.
• Ensure proper role scoping: Push hiring managers to clearly define role scope, responsibilities, and success criteria before hiring begins; act as the forcing function that prevents poorly scoped roles from launching and ensuring role scoping and calibrations get done on time.
• Design interview process to properly assess candidate: Translate role requirements into structured interview plans, including interview stages, interviewer assignments, and suggested questions to assess defined attributes.
• Create a great candidate experience: Serve as the primary point of contact for candidates from first conversation through decision, building trust, clearly representing Prosper, and keeping strong candidates engaged throughout the process.
• Own the hiring process end to end: Own the setup, accuracy, and day-to-day operation of our ATS (Greenhouse). Coordinate interviews, manage candidate communication, and drive timely debriefs so decisions are made quickly and the hiring process stays organized and moving.
• Diagnose and fix hiring bottlenecks: Track metrics and examine role funnels to understand where bottlenecks are; suggest and drive targeted changes that unblock progress and improve hiring outcomes.

About you

• Have ~7–10+ years of experience in recruiting or adjacent operator roles, with hands-on ownership of sourcing, screening, and running hiring end to end
• Strong judgment and confidence to push back on hiring managers and the CEO around role scope, quality, and process, while staying deeply hands-on with sourcing, screening, and managing hiring processes
• Think from first principles about hiring: able to break down vague role definitions, surface missing decisions, and evaluate candidates based on real signal rather than pedigree or “best practices”
• Have a track record of finding and winning strong candidates when it’s hard, getting creative when standard channels fail, and doing whatever it takes to build real pipeline
• Build genuine rapport with candidates and serve as a credible, compelling first touchpoint
• Highly organized and operationally rigorous, able to own systems and processes end to end, keep things clean, and spot breakdowns before they slow hiring
• Have experience operating on very small or early-stage recruiting teams and understand what it takes to own hiring without layers of support

More about Prosper Health

• Our culture is a unique mix of thoughtfulness, kindess, and high-performance. We take time to eat lunch together every single day in NYC, while also setting ambitious goals and holding ourselves accountable to them. 
• We always ensure that we integrate perspectives from experts in our space, including clinicians and autistic self-advocates. 
• Our team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Yale, Penn, Northwestern, Dartmouth, Vanderbilt, and more.
• Here are a few of our favorite operating principles:
  • Clients first - Our job is to solve real problems for our clients. Choose what makes life better for the client, even if it’s harder for us. Never lose sight of the person on the other side.
  • Find a Way - We use ingenuity, scrappiness, and determination to bend the world to accomplish our goals. We’re resourceful and do more with less.
  • Raise the Bar - We grow deliberately, by asking how things can improve and by giving and seeking feedback. We insist on the highest standards and keep pushing them higher.
  • Be a Good Person - Be kind, be honest, and make it fun to work here. Tell the truth even when it’s uncomfortable. Treat people with respect and go out of your way to do nice things for your teammates.