Talent Acquisition & Operations Lead

Description

Talent Acquisition & Operations Lead

Reports To: Chief Human Resources Officer

Location: U.S. Remote:  Central or Mountain time zone required

Type: Full-Time

Department: Human Resources

At EBR Systems, we're not imagining the future of cardiac care. We're building it. We are the team behind the world's first FDA-approved leadless left ventricular endocardial pacing device for heart failure. It's a breakthrough that's redefining what's possible, and it's just the beginning.

Based in Silicon Valley, we're advancing the WiSE System, a first-of-its-kind device in cardiac rhythm management. Your work here has a direct line to patients whose lives depend on what we build. We hire people who want to solve hard problems and who care about getting it right.

We invest in our people as much as our technology. Expect a collaborative, transparent culture, real career growth in a fast-moving startup, competitive compensation, equity, comprehensive benefits, and generous PTO.

If you want your work to matter, EBR is where you belong.

We are looking for a Talent Acquisition & Operations Lead who moves fast, adapts quickly, and aligns recruiting with business outcomes. In this newly created role, you will manage full-cycle recruiting across the organization, with a primary focus on our commercial and technical teams. To succeed, you should have a commercial mindset and understand that an open role is a business problem - and treat it that way.

You will work closely with hiring managers from initial intake to the final offer. As we scale, you will also help us build our employer brand and find ways to increase our visibility so top talent actively seeks us out. 

Full-Cycle Recruiting & Execution

• End-to-End Ownership: Manage searches from intake to offer across commercial, clinical, R&D, regulatory, operations, and G&A.
• Strategic Alignment: Lead intake conversations to align on candidate profiles and interview design.
• Market Intelligence: Provide real-time market insights to hiring managers to guide candidate profiling and offer strategies.
• Candidate Experience: Manage the full candidate journey to ensure every touchpoint is professional and reflects EBR’s mission.
• Pipeline Building: Proactively develop talent pools for commercial and clinical functions where hiring speed is critical.

Operations, Agency Management & SLAs

• Agency & Vendor Management: Serve as the primary liaison for external agency partners and search firms; manage contracts, monitor performance, and ensure external recruiters are deeply aligned with EBR's culture and quality standards.
• Recruiting Service Level Agreements (SLAs): Establish, track, and hold internal teams and external partners accountable to key recruiting SLAs (e.g., time-to-submittal, interview feedback turnaround, and time-to-hire) to maintain momentum.
• Process Optimization: Refine and scale recruitment operations, optimizing ATS usage, tracking core metrics, and building data-driven hiring pipelines.

Employer Branding & Market Presence

• Brand Advocacy: Promote EBR’s Employer Value Proposition on channels like LinkedIn and Glassdoor.
• Content Creation: Develop recruitment campaigns and employee stories that showcase our culture and commercial momentum.
• Consistency: Ensure all candidate-facing messaging and materials reflect a professional and compelling employer brand.

Requirements

What You'll Bring

• Experience: 3–5+ years of full-cycle recruiting within medical device or life sciences; prior experience in cardiac rhythm management, structural heart, or an adjacent cardiovascular therapy strongly preferred.
• Expertise: Proven ability to recruit for field-based medtech sales and clinical/technical roles 
• Commercial Mindset: You understand what drives performance in a device company and hire through that lens across every function.
• Collaboration: Partnership-first approach with hiring managers and leadership: proactive, collaborative, and direct from intake to close.· 
• Sourcing Skills: Strong direct-sourcing capability using LinkedIn Recruiter and other talent tools; you build pipelines and pursue passive candidates, not just manage inbound.
• Agency Management: Experience managing agency relationships across multiple sourcing channels; knows when to use external leverage and how to hold partners accountable.
• Metrics Discipline: You track time-to-fill, pipeline coverage, and offer acceptance without being asked, and use data to advise the business, not just report to it.
• Independence: Remote-capable, self-directed, and comfortable operating across a geographically distributed hiring landscape.

• Salary Range: $130,000 – $145,000.
• Additional Compensation: Eligible for an annual performance bonus and equity/stock options.
• Comprehensive medical, dental, and vision benefits (employee only covered at 100%)
• 401k program with match
• Generous PTO
• Education stipend
• A company-wide mandate to hire fast and hire well - recruiting is a business priority, not a back-office function here
• A mission that matters: giving life-saving technology to patients with no other options