Head of People

Anterior is on a mission to transform healthcare administration, making it seamless and invisible so clinicians can focus on delivering care. We’ve built an AI-powered platform designed by clinicians, for clinicians, to simplify administrative workflows and improve patient outcomes. By combining clinical expertise with cutting-edge technology, we’re revolutionizing healthcare operations with responsible AI.

We're growing rapidly and are backed by world-class investors, including Sequoia, New Enterprise Associates (NEA), and Neo, as well as notable angels, including the founders of DeepMind, Google AI, and Inflection AI.

Anterior is improving the healthcare experience for everyone. We're working on the cutting edge of using technology to make clinical decision-making frictionless.

We're building exciting tech for huge customers, and we trust in the foundations: keep it simple, build strong foundations, and the rest will follow.

Picture a company where top professionals from different fields come together — physicians, nurses, engineers, and consultants — all equally important. That’s what Anterior is all about.

Now, think about these professionals working smoothly as a team, each providing their particular strengths and learning from one another. They understand each other and feel united. That’s the role you’ll play.

We're the AI transformation partner for health plans at enterprise scale, and the promise behind it is our people — engineers and clinicians — and the combination of their expertise to deliver something neither could do alone.

Your job is to make Anterior a distinctive company: the place exceptional people join, grow fastest, and stay. You'll build our People function from its early foundations: how we onboard, develop, review, and reward people, and how we keep a fast-growing team feeling like one team as we scale. You'll shape it together with us.

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 a traditional HR or recruiting role. It is the first People role at Anterior, designed for, e.g., a high-potential operator, consultant, or chief of staff who wants to build something important from the ground up. Because this role is not conventional, we are not looking for conventional experience. We are looking for someone with exceptional drive, judgment, creativity, and genuine care for the people who make Anterior work. You will report to our VP of Operations, work closely with our founders, and be supported by coaches and mentors we put around you. We are not expecting you to arrive with all the answers; we are looking for someone ready to help shape the role, solve hard problems, and figure it out with us.

Build a distinctive company

• Own the community and culture that keep a quickly growing team feeling like one team: the values, traditions, and moments of care and delight that make people proud to work here.

• Help build a visible employer branding with the team through events, hackathons, and encouraging our team to write and speak. This way, the people we want will find us before we even reach out.

• Work with Marketing and Engineering on the employer brand behind it: the careers page, our content, and how our roles read to the people we want most.

Support our growth

• Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews, and assessments for competence and fit.

• Manage our external recruiting partners with an operator’s mindset. Give them clear instructions, hold them to performance standards, and let go of those who do not deliver. You make the external model work.

• Build ongoing pipelines of both active and passive candidates. Find the best modern tools to do this, such as AI sourcing tools, referrals, communities, and events.

• Create coaching, feedback, and development practices that help strong talent become standout performers. You will do more than manage careers; you will help our team grow.

• Own onboarding that gets new hires doing real work in week one.

Build our people infrastructure

• Manage our growth and performance system, including semi-annual reviews based on our growth model, 360° feedback, and development plans. The goal is not to police performance, but to give people a clear way to show their work, receive honest feedback, and be rewarded for it.

• Take charge of compensation benchmarking and leveling to ensure we reward unique contributions fairly and consistently.

• Develop strong tools and automation, such as clean pipelines in our ATS, clear response-time standards, and funnel metrics that show where we lose candidates. Create a candidate experience that people recommend, whether or not they are hired.

• Help shape the team by working with leadership to plan and forecast the workforce.

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:

• You are smart and quick to act. You can untangle complex problems, break them down logically, and focus on the most important changes first.

• You have high emotional intelligence and enjoy being social. You understand people well, and both candidates and teammates feel comfortable opening up to you. A week full of conversations gives you energy instead of draining you.

• You are practical. You bring in new ideas and modern concepts, but you do not try to reinvent the wheel in every area.

• You are entrepreneurial and resourceful. You have built things from scratch without needing a playbook.

• You have grit, high energy, and strong follow-through. You are not afraid of unglamorous work.

• You have a growth mindset and care about how people develop. You have some experience with recruiting or people development, enough to tell a strong candidate from a weak one. You do not need to have led a function before; we value potential over years of experience.

• You've spent your whole career in HR and want a bigger seat at the HR table.

• You're a pure recruiter. Hiring is part of the mandate, not the whole job.

• You want to build a team beneath you from day one. This is a highly collaborative role, but you will initially plan and implement the work yourself.