Head of Talent

Hey! Shun here, I’m the CEO and co-founder of Anima. Our mission is to deliver precision medicine to everyone in the world in under 24 hours.

My entire life, I’ve been pulling on a thread that’s affected all of us in some way. Millions die every year because their medical problems aren’t treated quickly enough. Hundreds of millions suffer pain, worry and discomfort needlessly because of long waiting times. I trained as a doctor in the NHS and quit out of frustration at seeing countless cases of people dying because they got misdiagnosed or didn’t get the right care plan.

Seeing the problem space at all abstraction levels, including as a doctor and at the HM Treasury, convinced me that the only way to fix healthcare was to build a ‘Care Enablement’ platform that can automate and abstract away work at the clinic, and effectively 10x'ing the capacity of doctors. Doing so would also be the path to a superhuman personalised medicine agent that could go well beyond humans, crunching tens of thousands of low level features at genome and transcriptome level.

At Anima, you’ll help us extend the 3 existing product lines we have, that millions of patients use, and build out new ones at the very cutting edge of healthcare reinforcement learning and agentic AI. Your work will save countless lives.

Role Overview

Anima is hiring an exceptional Head of Talent to help us scale our team with world-class talent and ensure day-to-day operational excellence. This is a high-trust, high-ownership role for someone who thrives in chaos, is extremely organised, and is a strong relationship builder.

This is not a traditional HR or recruitment role. We want someone who is operationally ruthless, emotionally intelligent, and systems-minded — someone who deeply cares about both the craft of hiring and the crew we’re building at Anima.

What We’re Looking For1. Operator First, Always

• Extremely organised and reliable, with a bias toward action and ownership.

• Capable of managing candidate pipelines across multiple functions with speed and accuracy.

• Thrives in ambiguity and complexity — you love when there are too many things going on and somehow make it look effortless.

2. High EQ & Exceptional Communication

• Personable, warm, and can sell our mission with authenticity.

• Comfortable representing Anima to agency partners and candidates alike.

• Clear written and verbal communicator who can explain why decisions were made, what we learned, and what we’ll do differently next time.

3. Data-Minded & Feedback-Hungry

• Owns weekly tracking of talent funnel metrics: time-to-hire, pass-through rates, sourcing ROI, and more.

• Draws insights from data to iterate quickly on what’s working (and what isn’t).

• Comfortable receiving feedback directly, and sees it as a fast path to personal and team growth.

4. Deep Craftsmanship in Talent

• Has managed end-to-end talent or ops processes before (ideally across both hiring and employee experience).

• Understands what a great candidate experience looks like — from cold outreach, expectation management, candidate feedback, and beyond.

• Capable of proactively unblocking/calibrating our agency partners, improving processes, and capturing repeatable workflows.

Bonus Points

• Passion for automating the boring stuff — e.g. Zapier, Retool, Notion automations, ATS hygiene.

• Experience with employer brand building — from improving our careers page to amplifying team stories on LinkedIn or coordinating with agency partners.

• Strong writing skills — your docs, emails, and follow-ups are crisp, thoughtful, and leave no ambiguity.

Experience & Attributes

• 5-10 years of experience in Talent Operations at a fast-moving startup.

• Direct experience managing end-to-end candidate journeys — from outreach and scheduling to feedback, offer stages, and references.

• Proven ability to implement or improve scalable hiring systems (e.g. ATS hygiene, we use Ashby, interview rubrics, feedback loops).

• Data-driven mindset with experience owning or contributing to weekly hiring metrics and using data to drive iteration.

• Has collaborated with external partners (e.g. agencies, embedded recruiters) and internal stakeholders across functions.

• Bonus: Exposure to process automation (e.g. Zapier, Hubspot, Retool, Notion workflows) or has shown curiosity to eliminate repetitive work.

• Bonus: Hands-on involvement in employer brand efforts — e.g. careers page updates, LinkedIn content, or sourcing campaigns.

• Mission-aligned: has chosen roles or projects based on purpose, not prestige.

What you might be working on:

• Developing and implementing effective sourcing strategies to attract top-tier talent across the organization

• Scale up our Engineering and GTM recruiting process across the globe; think about our employer branding

• Help with setting up and running a recruiting pipeline and onboarding process for all roles

• Running hiring events, building relationships with top-tier sales, CS, and engineering communities

• Partner closely with hiring managers and agency partners to understand needs, conduct thorough intake sessions to define job requirements and candidate profiles

• Develop and maintain strong relationships with candidates, providing an excellent and authentic candidate experience throughout the recruitment journey

• Implement feedback mechanisms and data-driven insights to continuously refine recruitment processes and enhance the overall talent acquisition strategy.

This Role Is Not For…

• People who want to come in to a structured environment and just run an existing playbook. This is a messy, high-context, evolving role.

• Folks who are scared of data, process, and automation.

• People who can’t handle emotional intensity. We work hard, we give feedback directly, and we care deeply.

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