Head of talent acquisition

Build the talent engine behind a $50M movement-healthspan company.

Competitive Edge Physical Therapy | Remote | $120,000–$145,000 Base + Up to 15% Annual Performance Bonus

Competitive Edge Physical Therapy (CEPT) is building a movement-healthspan company for high-performing adults who want to measure, improve, and protect how they move for life.

Since 2015, we have scaled to four Bay Area clinics and are approaching $5 million in annual revenue.

Our target is $50 million in annual revenue and 30+ locations by December 31, 2029.

We are expanding into Utah, Arizona, and additional markets nationwide.

That plan does not work if talent arrives after the lease is signed.

We are hiring our first Head of Talent Acquisition to make every future CEPT clinic talent-ready before we commit capital, execute a lease, or begin a launch sequence.

This is not an HR administration role. It is not a requisition-processing role.

You will build the director, PT, and administrative talent engine that determines where, when, and how confidently CEPT can scale.

The Opportunity

You will work directly with our Founder and CEO to recruit exceptional people today and build the systems that make future hiring predictable.

Your central responsibility is to ensure CEPT knows it can staff a market to our standard before we make an irreversible expansion decision.

That means developing relationships with future Clinic Directors months before a role is open, building a credible PT bench in each region, assessing whether candidates can truly lead, and identifying talent risk early enough to change the plan.

You will own the process from first outreach through offer acceptance. The Founder and CEO will remain involved in calibration, final interviews, and final hiring decisions for PT and Clinic Director roles.

Your work will directly influence which markets CEPT enters and whether each new clinic launches with the right leadership in place.

What You'll Own

• Recruit exceptional Clinic Directors: Source, assess, and close leaders capable of launching and running new CEPT locations.
• Make expansion talent-ready: Build market-specific hiring plans and Director pipelines before capital is committed. Identify when a market is ready, at risk, or not ready.
• Build the PT talent bench: Develop qualified relationships in current and future markets months before positions open.
• Own full-cycle recruiting: Lead sourcing, outreach, screening, interviews, references, and offer negotiations.
• Engage passive candidates: Earn the attention of successful clinicians and leaders who aren't actively looking.
• Protect CEPT's standards: Evaluate leadership ability, judgment, performance, and values alignment, not just credentials.
• Build our employer brand: Partner with marketing on career content, employee stories, and recruitment campaigns.
• Develop sourcing partnerships: Build relationships with PT schools, residencies, professional networks, and referral sources.
• Build recruiting systems: Own our ATS, candidate pipelines, interview scorecards, hiring processes, and recruiting analytics.
• Drive talent readiness: Track hiring performance, identify staffing risks early, and bring clear recommendations to the CEO.
• Recruit across CEPT: Support clinical, leadership, and administrative hiring as we scale.

Most of your time will be spent doing what great recruiters do best: finding exceptional people, building trust, and making high-quality hires.

What Success Looks Like

Within your first year, you will help establish a company where talent readiness is a prerequisite for expansion, not a problem solved after a lease is signed.

You will be expected to:

• Hire Directors ahead of expansion: Sign Clinic Directors at least four months before opening, with additional runway when needed.
• Build market-ready pipelines: Maintain qualified Director candidates in every planned market and a warm PT bench in each active region.
• Create a repeatable recruiting engine: Implement the recruiting playbook, scorecards, technology, and reporting systems that support expansion.
• Own recruiting independently: Reduce the CEO's involvement to calibration, final interviews, and final hiring decisions for PT and Director roles.
• Inform expansion decisions: Give CEPT a clear, evidence-based assessment of whether each market can be staffed to our standard and timeline.

Who We're Looking For

We care less about your title history than evidence that you have built pipelines, closed exceptional people, and improved hiring outcomes.

You may be a senior recruiter or talent acquisition leader ready to build a talent function from the ground up.

What matters is that:

• You have 5+ years of full-cycle recruiting experience with a track record of personally sourcing and closing exceptional talent.
• You have successfully recruited location leaders, general managers, clinic directors, or comparable business leaders.
• You're a hunter who can identify, engage, and close high-performing candidates who aren't actively looking.
• You can demonstrate results through recruiting metrics, hiring outcomes, and examples of pipelines you've built.
• You have exceptional communication skills and can sell an ambitious vision to people with multiple career options.
• You have strong judgment and can distinguish credentials from genuine leadership ability and cultural alignment.
• You build pipelines proactively and create scalable systems without unnecessary complexity.
• You're highly independent, organized, and accountable. You identify problems, communicate clearly, and execute without being chased.
• You have the confidence to challenge an expansion timeline when the talent pipeline isn't ready.
• You welcome direct feedback, hold high standards, and thrive in a fast-moving entrepreneurial environment.
• Healthcare recruiting experience is helpful but not required. Experience recruiting location leaders for a multi-site business is highly valuable.

We're looking for a builder: someone with the instincts of a great recruiter, the judgment to protect our standards, and the ability to make future expansion possible.

What You'll Get

• Competitive compensation: $120,000–$145,000 base salary, based on experience and demonstrated results, plus quarterly performance bonuses of up to 15% of annual base salary.
• Direct influence: Work directly with the Founder and CEO, with meaningful input into staffing plans, market readiness, and expansion decisions.
• Real ownership: Build and operate CEPT's talent acquisition function without layers of management or corporate bureaucracy.
• A meaningful mandate: Help make CEPT's ambitious expansion plan executable by ensuring the right leaders are in place at the right time.
• Professional growth: Build the talent function from the ground up, with a potential path into broader talent and people leadership as CEPT scales.
• Remote flexibility: Work remotely, preferably from Arizona, Utah, Boston, or another current or future CEPT market.
• Travel and immersion: Initial in-person immersion, quarterly site visits, and additional travel for key hires and clinic launches as needed.
• Benefits: Health care, 401(k) with company matching, 80 hours of PTO that increases with tenure, paid holidays, and 40 hours of paid sick leave.

Why This Role Matters

Every exceptional Clinic Director creates the capacity to open another clinic.

Every strong PT strengthens our clinical standards, culture, and client experience.

Every weak hiring decision creates drag that compounds across a multi-location company.

CEPT will not enter markets based on the hope that the right people will appear later. We will build the talent confidence first, then commit capital.

Your work will determine not just who joins CEPT, but where and how confidently we scale.

How to Apply

Along with your resume, send a message of 150 words or fewer that you would use to recruit an accomplished physical therapist to become a Founding Clinic Director at a new CEPT location.

Assume they are successful, happy where they are, and not actively looking.

We care more about your ability to earn the attention of exceptional people than your ability to write a conventional cover letter.

We will read your message first.