Director of Talent Acquisition

The intelligent operating system fueling behavioral health.

About Kipu

At Kipu Health, we’re passionate about creating better paths to better patient care. Join us in our work to advance behavioral health care in our communities. Our innovative solutions support providers in treating addiction, eating disorders and many other behavioral health conditions. While our EMR, CRM and revenue cycle solutions help behavioral health facilities succeed in managing their patients’ entire care journey, it’s through our people that we truly make a difference.

Position Details

Location: Salt Lake City, UT (in office) preferred
Reports to: Chief Human Resources Officer
Type: Full-time, exempt

Summary

Kipu Health is hiring a Director of Talent Acquisition to lead how we hire across the company. You'll own the quality of every hire and the experience candidates and hiring managers have along the way. You'll partner with leaders across every team to deliver hiring outcomes, build a process they can count on, and hold everyone accountable to it.

Kipu is growing, and great hiring is central to our plans across every team, including our growing Salt Lake City hub. Today our recruiting runs through a mix of contract recruiters, search partners and a strong referral network. You'll lead all of it and turn it into a forecast-driven recruiting function that leaders trust. We need someone who brings structure, strategy and accountability, and who still gets into the weeds when it matters.

Responsibilities

Lead the recruiting team and partners

Lead and develop our recruiting team and contract recruiters: assign roles by function, priority and location, coach performance, and rebalance capacity as needs change.
Own all agency and executive search relationships and the recruiting budget. Decide when to use a partner, hold one owner per search, and manage fees.
Personally run director-level and business-critical searches.
Stay hands-on: screen resumes, source, schedule interviews and step into any search when the team needs it.

Build one hiring process

Design a consistent, repeatable hiring process for intake, sourcing, interviews, debriefs, references and offers.
Run it in the tools we have today (e.g. ADP and LinkedIn Recruiter), so every open role and candidate is visible and tracked.
Run disciplined intake: confirm scope, must-haves, location and compensation before a role opens.
Hold hiring managers, including senior leaders, to the process and agreed service levels. Push back when a search is off track, and escalate when needed.
Lead the change: build alignment with leaders, move hiring managers to action, and keep rethinking and fixing the process as problems surface.
Bring every referral through the same process and quality bar.

Raise the quality of hire and the experience

Own the candidate experience and the hiring-manager experience end to end: measure both, and act on what you hear.
Train hiring managers and a trusted interviewer per function on structured, competency-based interviewing.
Track first-year retention by hiring cohort and fix what drives early exits.
Use AI tools to speed up sourcing, screening, scheduling and reporting.
Strengthen Kipu's employer brand.

Own recruiting reporting and analytics

Build and own recruiting reporting: open roles, pipeline health, time to fill, source mix, cost per hire, offer acceptance and quality of hire.
Deliver a monthly recruiting dashboard to the executive team and a weekly pipeline view for hiring managers.
Turn the data into decisions: spot trends, flag risks to the hiring plan early, and recommend where to shift recruiters, partners and budget.
Keep data in ADP and LinkedIn Recruiter clean and consistent, so leaders can trust the numbers.

Plan ahead

Build and run a recruiting strategy that anticipates hiring needs from headcount forecasts, attrition trends and business plans, not just open roles.
Partner with Finance and leaders on a quarterly headcount forecast, so key roles have candidates before they open.
Build our Salt Lake City hiring pipeline as the hub grows.

What Success Looks Like

In your first 6 months

One hiring process is live across all functions, with every open role and candidate tracked in ADP.
A weekly recruiting dashboard is in front of the executive team, covering pipeline health, time to fill, source mix and cost per hire.
Every recruiter and search partner has clear lanes, priorities and performance expectations.
Hiring-manager service levels are agreed, tracked and reported, and leaders are held to them.
Candidate and hiring-manager experience is measured, and the top issues are fixed.

By the end of your first year

Hiring is forecast-driven: a hiring plan tied to the headcount plan, built with Finance and reviewed quarterly.
Time to fill and cost per hire have improved against your baseline, with agency use limited to approved searches.
Quality of hire is measured by hiring cohort, through retention and hiring-manager ratings, and is trending up.
Recruiting reporting is a trusted part of how leaders make hiring decisions.
A strong Salt Lake City hiring pipeline is in place.

Requirements

Required

8+ years of full-cycle recruiting, including 3+ years leading recruiters or a talent acquisition function.
Built and executed a recruiting strategy tied to headcount forecasts, not just open requisitions.
Led a recruiting process transformation: gained alignment across leaders, moved hiring managers to action and made the new process stick.
Managed people, contract recruiters, search firms and a recruiting budget, with clear ownership and results.
Holds challenging leaders accountable to a hiring process: pushes back with data and stays firm without damaging relationships.
Delivers a strong candidate and hiring-manager experience, and measures it.
Builds recruiting dashboards and reporting from ATS and HRIS data, and turns trends into clear recommendations for executives.
Gets visibility and tracking out of existing tools: an HRIS or ATS such as ADP, and LinkedIn Recruiter.
A problem solver who is hands-on: still screens, sources and schedules when the work calls for it.
Track record hiring 75+ roles a year across sales, technical and G&A roles.
Working knowledge of US employment law and fair, consistent hiring practices.

Preferred

Uses AI tools in recruiting for sourcing, screening, scheduling or analytics.
SaaS company experience.
Hiring quota-carrying sales teams and engineering or AI talent.
Healthcare technology or behavioral health experience.
An existing Salt Lake City talent network.

Benefits & Compensation

Competitive base salary plus a performance-based incentive plan.
Flexible time off.
11 Paid Holidays.
Health, Dental, Vision, Disability, and Life Insurance.
Parental Leave.
401(K) with Company Match.

Mission

Kipu’s mission is to empower caregivers and patients on every step of the recovery journey. By expanding Kipu’s ecosystem of innovative applications and services, Kipu helps treatment centers achieve the best outcomes across all levels of care, improving the individual, community, and public health.

Kipu values and celebrates diversity and is committed to creating an inclusive environment for all employees. We believe creating teams made up of individuals with various backgrounds, experiences, and perspectives inspires innovation, collaboration, and challenges us to produce better solutions.

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