Zingage

Build the recruiting engine that doubles the team in 90 days.

New York City Full time On-site Talent

Zingage is the leading AI platform for home-based care. We're ~25 people. In three months, we need to be 40.

Every function at Zingage has a machine behind it. Our AI agents handle 2,600+ scheduling calls a week so coordinators don't have to. Our GTM engineering system generates pre-call intelligence so sellers walk in prepared. We build systems that dramatically scale the capacity of every team.

Recruiting doesn't have that machine yet. Our founders are deeply involved in every hire, and they're staying involved. But the pipeline, the process, the candidate experience (making sure every person who touches Zingage walks away thinking "that was the best hiring process I've ever been through") needs someone whose entire job is making it world-class.

We need to hire 20 people in 90 days. Engineers, AI researchers, enterprise sellers, an entire GTM org. You're the person who builds the pipeline that makes that possible and ensures every single candidate (whether we hire them or not) has a high-touch, intentional experience. This is the most important hire we're making right now: every other hire depends on it.

// You own

• – The entire recruiting function: sourcing, screening, closing. You are the function until you build the team
• – Proactive pipeline for ~10 open roles across engineering, AI/ML, product design, enterprise sales, and GTM
• – Workforce planning with functional leaders: you sit with eng, sales, and ops to anticipate what they need next quarter, not just what they need today
• – The outbound engine that replaces our dependency on contingent recruiters
• – Interview process design: what we test for, how we test it, and why our process is better than everyone another
• – Candidate experience end-to-end: first message to signed offer. You're the reason someone chooses Zingage over the 15 other startups in their inbox
• – Recruiting infrastructure: Ashby optimization, pipeline analytics, conversion metrics. You know your numbers cold

// You are

• – Someone who has sourced and closed at a company that was growing fast enough to break things: Ramp-speed, Uber-speed, not steady-state hiring
• – A builder. You've done the grind: high-volume sourcing, cold outreach that converts, agency-level hustle. But you've also seen how an in-house function scales
• – Opinionated about quality. When a hiring manager says "I need a senior engineer from Google," you say "let me show you why this person from a 10-person startup is better," and you're right
• – Obsessive about pipeline. You don't wait for a req to open before you start building relationships with people you want
• – Someone who wants to own a department, not inherit one

// You are not

• – Someone who posts a job and waits for inbound
• – Someone who optimizes for speed over quality. We'd rather leave a role open than hire wrong
• – Someone who needs a CHRO above them to tell them what to do

// The process

• – Coffee (30 min, in person): no interview. A real conversation about what you're building and what we're building.
• – Sourcing deep dive (async): we give you a real role we're hiring for. Find 5 candidates. Walk us through your thinking on Loom.
• – Founders day (half day, in office): meet both co-founders, meet the team, talk about how we'd build this function together.
• – Offer.

// What we offer

• – Competitive base and meaningful equity. If this works, it should work for you.
• – Equipment stipend: whatever setup makes you fast.
• – Luxury gym membership in NYC. We work in health care. Yours counts too.
• – Daily lunch, and dinner when work runs past dark. Big fan of late-night jams!
• – Time off as needed. We measure output, not hours at a desk.
• – Happy hours, poker nights, and builder events in our Soho office.
• – Snacks in office, including team favorites like Gruns gummies, sardines, protein bars, and midday froyo runs.

Zingage (Kuzushi Inc.) is an equal opportunity employer.