Talent Acquisition Lead

About this role

ABOUT BRANCH

Branch is on a mission to make insurance more accessible, so more people can be covered. We innovate using data, tech, and automation to simplify insurance from start to finish—we eliminated inaccurate quotes in favor of real prices, created a better way to bundle, and cut unnecessary costs in the traditional insurance process. Then we pass those savings along to our members. Basically, we’re doing insurance the way it was meant to be.

But we didn’t just create the insurance we’ve always wanted, we also created the company we’ve always wanted to work for. As we redefine insurance, we also want to redefine what it means to work in insurance. Find out for yourself.

Branch has a preference for candidates in Ohio, but is open to candidates located in AZ, FL, GA, IL, IN, IA, KS, KY, MD, MI, MO, NV, NC, OH, PA, SC, SD, TN, TX, and WI. Applicants must be currently authorized to work in the United States on a full-time basis. We are unable to sponsor or take over sponsorship of an employment visa at this time.

Branch is remote first, with most Branchers choosing to work from home. Our headquarters are located in Columbus, Ohio, where we come together from time to time to build relationships and connect with each other in real life. We also have office space in Columbia and Concordia, Missouri as well as Forreston, Illinois. Once a year, the entire company gathers for “BranchFest”, a highlight of the year for many Branchers.

ABOUT THE ROLE

At Branch, we're reshaping the insurance experience with efficient, transparent, member-centered products. As Talent Acquisition Lead, you'll own how Branch hires, from the first conversation with a hiring manager through the signed offer.

You'll report to Branch's People leader and work directly with executives and hiring managers across Claims, Underwriting, Actuarial, Product, Engineering, Agency, Finance and Member Support. You'll partner with People Operations on onboarding and with Finance on headcount and compensation.

This is the recruiting function at Branch, and you'll own it end to end. There is a working system to build on: structured hiring manager intakes, target profiles, panel-mapped interview rubrics, and an Ashby build configured behind them. A good deal of it already runs on Claude, and where that goes next is your call. You'll build the agents, projects and workflows that carry the repeatable half of a search, and you'll spend the time that gives back on the half that only a person can do. You'll also carry your own searches, several at a time, close to the work rather than a layer above it.

This role is ideal for someone who's energized by owning a function outright, who sources and closes as comfortably as they build the tooling behind it, and who already works in Claude every day rather than meaning to get to it.

KEY RESPONSIBILITIES

- Own full-cycle hiring across Branch: intake, sourcing, screening, interview design, panel management, offer and close.

- Run structured intakes with hiring managers and turn each one into a target profile, an interview plan and a scored rubric before the role goes live.

- Source directly for the searches that will not fill on inbound, building named target lists and running your own outreach.

- Own Branch's Ashby instance: workflows, stages, application questions, automations, permissions, templates and data hygiene.

- Set and hold the hiring bar with hiring managers, brief and calibrate interview panels, and drive feedback to a decision without drift.

- Own recruiting reporting: pipeline health, stage conversion, time to hire, and a clear read on where each search actually sits.

- Build the AI layer under the function in Claude: agents, projects, .md files, and workflows that turn an intake into a target profile and a rubric, research and qualify candidates, prepare panels, and turn interviews into structured summaries.

- Keep raising what the tooling does. Test new models and capabilities as they land, retire what stops earning its place, and document what works so the process does not live in your head.

- Own candidate experience from first touch through close, including the follow-through with people Branch does not hire.

- Partner with People Operations, Finance and leadership on headcount planning, leveling, compensation bands and offer approvals.

- Write the things that make hiring repeatable: templates, question banks, scorecards and process documentation a hiring manager can pick up and run.

- Work out loud. Keep the record of a search where the work actually lives, pull in the people who should be part of a decision, and tell stakeholders what is happening before they ask.

SKILLS, KNOWLEDGE, AND EXPERTISE

- 7+ years of full-cycle recruiting, most of it in-house, hiring across many different kinds of roles rather than deep in one talent market. You have repeatedly had to work out what an unfamiliar function actually does before you could hire for it.

- Experience as the primary or only recruiter supporting a company or a business unit, with both the searches and the systems in your hands.

- Ownership of a modern ATS as an administrator rather than a user: configuration, workflows, automations, permissions and reporting. Branch runs on Ashby, and Greenhouse or Lever translates.

- A structured hiring practice you can describe and defend: intakes, target profiles, scorecards, calibrated panels and evidence-based debriefs.

- Real sourcing ability. You can build a named list for a hard search and get responses, rather than posting and waiting.

- Expert-level, daily use of Claude today, not a tool you intend to pick up. Branch runs on Claude, and so does the recruiting system you'll inherit. You have built agents, projects, custom instructions and repeatable workflows in it, not just typed questions into a chat window.

- A recruiting process you have already rebuilt around AI, with specific examples of what you automated, what it…