The Role

We're a 40-person company and will pass 50 this year. Talent is the differentiator: we're the AI transformation partner for health plans at enterprise scale, and the promise behind it is our people - engineers and clinicians they could never hire themselves.

Your job is to make Anterior a distinctive company: the place exceptional people join, grow fastest, and stay - so distinctive that other companies aspire to it. You'll build our People function from its early foundations: how we onboard, develop, review, and reward people, and how we keep 50 of them feeling like one team while we scale. You'll shape it together with us, not inherit it.

Hiring is part of the role. We'll continue to grow quickly and bring more people on board, mostly engineers, technical product hires, and clinical hires.

This is not an HR role, and it's not a recruiting position. This is the first People role. We believe the best work is often done by someone doing it for the first time, and much of this job requires drive, creativity, and deep care for the people at Anterior. You'll report to our VP of Operations, work directly with our founders, and draw on coaches and mentors we'll put around you. We don't expect you to arrive with every answer; we expect you to figure it out with us.

What You'll Do

Build a distinctive company

• Run our growth and performance system: semi-annual reviews built on our growth model, plus 360° feedback and development plans. The goal isn't to police performance; it's to give people a structured way to show their work, get honest feedback, and get rewarded for it.
• We don't manage careers, we enable our team to grow. Build the coaching, feedback, and development practices that turn strong people into distinctive ones.
• Own onboarding that gets new hires doing real work in week one, and the community and culture that keep 50 people feeling like one team.
• Own compensation benchmarking and leveling so we reward distinctiveness consistently and defensibly.
• Shape the team itself through workforce planning and forecasting with leadership.

Run hiring, with leverage

• Build a visible engineering culture with the team, e.g. events, hackathons, engineers writing and speaking - so the people we want find us before we ever reach out.
• Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews and assessments for competence and fit.
• Run our external recruiting partners like an operator: brief them precisely, hold them to performance, and cut the ones that don't deliver. You make the external model work.
• Build always-on pipelines of active and passive candidates, and figure out the modern toolkit to do it: AI sourcing tools, referrals, communities, events. Work with Marketing and Engineering on the employer brand behind them.
• Build strong tooling and automation. Clean pipelines in our ATS, response-time SLAs, funnel metrics that show where we leak candidates, and a candidate experience people recommend whether or not they're hired.

We're Looking For

There's no ideal resume for this role. You might be an MBB consultant who gravitated toward people development, a chief of staff who found team-building the best part of the job, or an operator who became the de facto people person at a startup. What we care about:

• Smart, pragmatic and fast. You untangle complex problems, logically break them down and drive the most important changes first.
• High EQ, genuinely social. You understand people well, candidates and teammates open up to you, and a week full of conversations energizes rather than drains you.
• Entrepreneurial, even scrappy. You've built things from nothing without a playbook.
• Grit - High energy, high follow-through. Unglamorous work doesn't scare you.
• A development mindset. You care how people grow, and you've had some exposure to recruiting or people development - enough to tell a strong candidate from a weak one. You don't need to have run a function; we bet on trajectory over tenure.

This Isn't For You If

• You've spent your whole career in HR and want a bigger HR seat.
• You're a pure recruiter. Hiring is part of the mandate, not the whole job.
• You want a VP or C-level title with a team under you from day one. This is a Head-of role, and it's player-coach: you do the work yourself.