Contract Senior Talent Partner

We’re Scan.com, the digital health scale-up making diagnostics accessible, fast, and transparent. Our technology speeds up diagnoses for timely treatments, improving healthcare outcomes for hundreds of patients each day.

We're doing diagnostics differently, with solutions tailored to both patients and providers, all backed by our technology and world-class customer operations team. Our B2C marketplace simplifies booking a scan, making it as straightforward for patients as booking a hotel. Our B2B platforms provide live scheduling at the point of care and harness AI to ease workflows for physicians, attorneys, and providers.

We’re looking for a Senior Talent Partner to cover a period of maternity leave at an exciting time – we’ve successfully launched multiple platforms and products, raised over $100m in VC funding, reached profitability, and have a growth trajectory of over 100% YoY.

WHAT YOU WILL BE GETTING INVOLVED IN:

This is a fixed-term contract role covering a parental leave within our People team. You’ll step into a well-established, high-performing recruitment function and own end-to-end hiring across our business. Reporting into the Chief People Officer, you’ll work closely with hiring managers, People team peers, and senior stakeholders across the organisation to keep our talent pipeline moving at pace. This remote role requires that you be located on the East Coast.

As a scale-up, things move fast. Here are some of the things you’ll be getting involved in:

• Leading end-to-end multi-functional hiring, from briefing through to offer.

• Proactively headhunting passive talent through direct sourcing channels to build diverse, high-quality pipelines.

• Managing and optimising our ATS and recruitment tooling, ensuring data integrity, accurate reporting, and actionable hiring metrics for the business.

• Producing regular recruitment reports and dashboards to track pipeline health, time-to-hire, source effectiveness, and team capacity.

• Partnering with hiring managers and cross-functional stakeholders to align on role requirements, candidate profiles, and hiring timelines.

• Acting as a trusted partner to your People team peers, collaborating on onboarding, employer branding, and people projects as needed.

• Ensuring a consistently excellent candidate experience from first contact through to day one.

• Supporting the wider People team with ad hoc projects and initiatives during the cover period.

THE TOP 5 THINGS WE WANT YOU TO ACHIEVE IN YOUR FIRST FEW MONTHS ARE:

1. Hit the ground running: get fully up to speed on all open roles, active pipelines, and ongoing hiring processes within your first two weeks, with minimal disruption to candidates or hiring managers.

2. Build strong relationships: quickly establish trust with peers in the People team and key stakeholders so you are seen as a reliable, proactive partner from day one.

3. Deliver on hiring: successfully close priority roles by sourcing high-quality, diverse candidates through both direct headhunting and inbound channels.

4. Maintain and improve our systems: keep recruitment data clean and up to date, and introduce any efficiencies or improvements to our ATS and reporting cadence.

5. Leave things better than you found them: by the end of the contract, handover documentation, templates, and pipelines are in great shape for a smooth transition back.

WHAT YOU MIGHT BRING TO THE TABLE:

You don’t need to tick every box to apply. We’re looking for quality and relevance, not a specific number of years. These might be some of the ways you’re currently adding value:

• Solid experience in in-house talent acquisition, ideally with a strong track record of delivering on technical hiring across engineering, product, or similar disciplines.

• Confident headhunter; you know how to identify, approach, and engage passive candidates and build pipelines from scratch when needed.

• Comfortable owning ATS management and recruitment reporting; you keep data tidy, use systems well, and can produce clear, insightful hiring metrics for stakeholders.

• A strong cross-functional communicator who can manage multiple stakeholders with different priorities, keeping everyone aligned and the hiring process moving.

• A collaborative People team player who genuinely enjoys working closely with People Team peers and is happy to roll up their sleeves on team projects.

• Comfortable operating in a fast-moving, scale-up environment where priorities can shift, and autonomy is expected.

• Available to start mid-April 2026 and able to commit to the full duration of the cover period until the end of August 2026.

• Based on the US East Coast and set up to work effectively in a fully remote environment, or Hybrid from our office in Atlanta.

HOW WE WILL INTERVIEW YOU:

We keep our interview process short and sweet, and we’re a nimble team that can progress at pace. Here are the stages you can expect, but we might switch up the order depending on team availability:

• Introductory call with Clare, our Chief People Officer. A 30-minute telephone call to get to know each other and cover the basics.

• Video call with our People Team Lead and Senior Recruiter (approx. 45 minutes each). A more structured conversation deep-diving into your experience and approach, particularly around technical hiring and stakeholder management.

• A short call with 2 Senior stakeholders to be confirmed

• Offer!

BENEFITS

We go beyond the basics. Here’s what you can expect from us:

• Day rate of $550 per day

• Fully remote – US East Coast hours

• All the tools needed for you to do your role effectively

• Flexible working within East Coast business hours

• Inclusive team culture with a genuinely supportive People function

• Access to the broader Scan.com team and mission - meaningful work in digital health

Diversity at SCAN.COM

Scan.com is committed to eliminating discrimination and encouraging diversity within our team.

We strive to provide equality and fairness for all job applicants and employees, and never discriminate on the basis of gender, marital status, age, race, ethnicity, religion, or physical differences.

We are opposed to all forms of unlawful treatment and discrimination.

Our ambition is for our team and its Board to be representative of the diversity in society, and for every employee to feel respected and able to bring their best selves to work.