JotPsych is the agentic EHR built to defend behavioral health clinics from insurance companies. Our software brings together e-prescribing, scheduling, telehealth, clinical notes, and billing for prescribers and their teams.

We are 10 to 15 people today. And we're growing. As our Head of People, you'd oversee recruiting, onboarding, and retaining our team, both in New York City and abroad.

We are open to a fractional or a full-time Head of People. In either seat, the work covers hiring, training, and retention. A fractional Head of People would work 10 to 30 hours a week and put most of those hours into hiring. A full-time Head of People would also run payroll, benefits, and our team retreats.

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The role

The work has three parts: hire, train, and retain.

Hire

• Sourcing. You would find strong people on LinkedIn, message them, and find events in New York where the founders can meet them.
• Postings and screens. You would write each job posting and build the screens that show us whom to interview.
• Interviews. You would run screening interviews, coordinate the later rounds, and run our super days: full days of interviews at our office.
• Engineering hiring. You would learn what we look for in engineers and help us sharpen it.
• Decisions and offers. You would help the two founders make hiring decisions and build each offer.

Train

• Onboarding. You would build a plan for each new hire's first weeks and walk them through it.
• Training. You would set up training for each role, so every new teammate learns the job from a written plan.
• Growth. You would help each teammate set goals and grow into a bigger role.

Retain

• Payroll and benefits. You would run payroll and benefits, including our 401(k), and the paperwork when someone joins or leaves.
• Retreats. You would plan and run our team retreats.

You would work as our partner. If a role is framed wrong, or a step wastes a candidate's time, you would tell us and help us fix it.

A week in your life

Here is how one week might go.

Any task that involves people at JotPsych is part of the job.

How we hire

Our north star is trust. We hire people we can trust: people with high integrity who care about craft, work hard, and are smart.

We hire in an unconventional way: no resumes. Every applicant leaves us a voicemail. LinkedIn is the resume, and the voicemail is the cover letter. Then a series of puzzles and exercises lets us get to know each candidate, and lets each candidate get to know us and our quirky ways.

We value time in person. In every application process for a full-time role, we require two in-person interviews, and you would run them with us.

What we might hand you

• Replies within a week

  You would set a reply deadline within a week of each hiring step, check every morning who is waiting on us, and answer each candidate before the deadline passes.

• Sources

  You would track where candidates come from, count the hires each source brings, and move our time and money to the sources that work.

• One process

  You would write and run a shared hiring process across roles, with two in-person interviews before every full-time offer.

• Engineering hiring

  You would learn from our engineers what a strong hire looks like, then screen engineering candidates and run their super days.

• Onboarding

  You would write a first-month learning plan for each role, name who teaches each part, and improve the plan with feedback from each new hire.

• Retreats

  You would choose the place and agenda for our team retreats, coordinate travel, and run the retreats.

Who you probably are

• Two to four years into your career. You can show a project you owned from start to finish. Your background might be in recruiting, people operations, or another role at a growing company.
• Ambitious about a career in people. You want to become a Chief People Officer at a large company, or perhaps start your own recruiting firm. You want experience hiring at scale and helping a startup grow.
• Interested in artificial intelligence (AI) and recruiting. You use AI tools in your work and want to apply them to sourcing, screening, and candidate communication. You check the tools' output before using it.
• Organized across candidates and roles. You can show how you track deadlines, follow up, and keep several projects moving.
• Clear and thoughtful with people. You ask specific questions, listen closely, and write messages that make the next step clear.
• Ready to learn the business. You want to learn how to hire engineers, sellers, and billers, and take on more responsibility as the company grows.

Who you're probably not

• Someone who wants a fully remote seat. We would need you in the office for interviews.
• Someone who wants a finished HR department with set policies. We build the process as we go.
• Someone who hands back a list of options and waits for a decision.

Where and when

• Fractional: 10 to 30 hours a week, hybrid, with one to two days a week in our Brooklyn Navy Yard office.
• Full time: in person, five days a week in our Brooklyn Navy Yard office.
• Both schedules: in person for interviews when a candidate comes to the office.
• We want you to live in New York.

Pay

Seat	Pay	Hours
Fractional	$45 to $60 an hour	10 to 30 a week
Full time	$100,000 to $140,000 a yearBase salary, plus equity	Full time, with benefits

Full-time benefits

• Health and dental insurance.
• A 401(k) with a 3 percent company contribution, whether or not you contribute, after one year of service.
• A $1,000 a year technology stipend.
• A gym membership.
• Unlimited vacation.