About Jaan Health: Chronic Health Management Platform for US

<p>Location: Remote</p> <p>Job Type: (3 months Contract, Part-Time)</p> <p>Job Reports To: Vice President, Talent Management</p> <p>Travel Expectations: 10%+ travel as business needs </p> <h3><strong><br><br></strong><strong>About Jaan Health/Phamily </strong></h3> <p>Jaan Health is a leading AI-based care management company serving healthcare providers. For nearly a decade, the company has leveraged its easy-to-use, proprietary technology to enable health systems, medical groups, and ACOs to deliver high-quality, high-ROI proactive care to hundreds of thousands of previously underserved patients.</p> <p>Phamily, the company's core technology platform, has transformed chronic disease management with clinically tested AI and easy-to-use technology that enables physicians and care teams to offer high-touch, individualized patient care that has been proven to reduce investment in extra labor and the overall cost of care. Phamily helps ensure healthcare providers are compensated fairly for providing high-quality care between office visits, while improving the lives of patients with chronic diseases. Learn more at <a href="http://phamily.com">phamily.com</a>.</p> <h3><strong><br><br>Job/Role Description: </strong></h3> <p>At Jaan Health, we build high-performance teams that drive measurable business outcomes. We are seeking a strategic, commercially-minded Recruiter, 3 months Contractor, to support and scale hiring across all corporate functions (e.g., Engineering, AI, Product, Sales, Finance, HR, and G&amp;A).</p> <p>This role is designed for someone who goes beyond transactional recruiting—someone who understands how hiring directly impacts company growth, execution velocity, and organizational performance. You will be responsible for owning full-cycle recruiting, managing pipelines end-to-end, and delivering high-quality hires at speed in a metrics-driven environment.</p> <p><br><br><strong>Key Responsibilities: </strong><strong><br><br></strong></p> <p><strong>Commercially Driven</strong><br>You understand that hiring is a business function, not just a process. You prioritize roles based on business impact, manage pipelines with urgency, and consistently deliver against hiring targets while maintaining a high quality bar.</p> <p><strong>Curiosity &amp; Strategic Thinking</strong><br>You challenge assumptions, ask the right questions, and continuously refine hiring strategies. You are knowledgeable about the market, industry, and talent landscape, bringing insights and advising leaders to improve hiring outcomes.</p> <p><strong>Collaboration &amp; Influence</strong><br>You build strong partnerships with hiring managers and stakeholders, aligning on role requirements, candidate profiles, and hiring priorities. You communicate effectively frequently and influence decisions with data and insight.</p> <p><strong>Execution &amp; Ownership</strong><br>You take full accountability for sourcing, candidate pipelines, candidate experience, and hiring outcomes meeting timeline expectations. You operate with speed, precision, and a bias toward action, while continuously iterating to improve results. You will contribute to the development and execution of growth strategies and operational improvements.</p> <p><br><br></p> <h3><strong>Requirements: </strong></h3> <ul> <li><strong>8+ years of full-cycle technical recruiting experience</strong>, with a proven track record hiring for complex, hard-to-fill roles across engineering, data, and leadership functions</li> <li><strong>Demonstrated ability to act as a strategic talent advisor</strong> to senior leaders, influencing hiring decisions, role scoping, and workforce planning aligned to business goals</li> <li><strong>Expert-level sourcing capability</strong>, including building proactive pipelines, engaging passive candidates, and leveraging multiple channels more than LinkedIn</li> <li><strong>Strong business acumen</strong>, with the ability to deeply understand technical roles, team structures, and how talent drives product and company outcomes</li> <li><strong>Experience building and scaling recruiting processes</strong>, including interview design, structured evaluation, and improving quality-of-hire and time-to-fill metrics</li> <li><strong>Data-driven mindset</strong>, with experience using recruiting metrics and tools (e.g.