Senior Talent Partner

About Us

Forus is building an AI-powered network that connects doctors, pharmacies, payers, and biopharma to accelerate new science to patients. Our platform automates the complexity between a doctor prescribing a medicine and a patient starting treatment, including insurance coverage, financial assistance, and supply chain navigation. We provide this support free to doctors and patients, helping them get life-changing medicine faster, cheaper, and easier. The resulting network enables biopharma companies to design better research, launch new drugs more effectively, and invest in harder-to-treat conditions.

About The Role

We are looking for a Senior Recruiter to join a small, high-performing talent team and take full ownership of hiring across a broad set of functions. This is the best opportunity for someone who treats every open requisition as a business problem to solve, every process as something that can be made sharper, and every hire as a direct contribution to what this company becomes. You will own the full cycle from kickoff to close, partner deeply with hiring managers across the business, and be accountable for the quality and efficiency of every process you run.

• Own full-cycle recruiting across a generalist book of business, from scoping the role to closing the offer
• Partner with hiring managers to sharpen hiring briefs, improve interview processes, and raise the quality of decisions being made
• Build proactive pipelines for hard-to-fill roles before urgency creates pressure to compromise
• Use data to diagnose what's working and what isn't - pipeline health, conversion rates, time-to-close
• Pressure test hire decisions, push back on weak feedback, and hold the bar even when the business wants to move fast
• Continuously improve the processes you own, every function you touch should run better after you than before
• Deliver a candidate experience that reflects the company accurately regardless of outcome

Ideal Qualifications

• 7+ years of experience at a mix of agency and fast-growing, product-driven companies, tilt toward either technical, or GTM is fine
• Bias for first principles- when something is not working rather than defaulting to how it has always been done
• Analytical fluency- you track the right metrics, you know what they are telling you, and you use them to make better decisions
• Strong partnership skills- you earn trust quickly, challenge when it matters, and leave every manager you work with operating at a higher level
• Clear, direct communication- with candidates, with hiring managers, and with leadership