Talent Acquisition Associate

Company: Doc Wealth

TO APPLY: COMPLETE BOTH STEPS
1. Apply to this job on LinkedIn.
2. Read this entire posting and careers.docwealth.com, including our culture memo. Then email me personally at sagar@docwealth.io. Tell me why you are a strong fit for this specific role and for Doc Wealth, based on what you read in both places. Connect your answer to concrete examples of what you have built, owned, or accomplished.
Subject line: Founder’s Office — Talent Acquisition & People Operations — [Your Name]
Both the LinkedIn application and the personal email are required for consideration. We will review them together and invite selected candidates to interview.
FOUNDER’S OFFICE — TALENT ACQUISITION & PEOPLE OPERATIONS ASSOCIATE
Full-time | Fully remote | Entry-level / new graduates welcome
Help build the team that builds Doc Wealth.
Doc Wealth is a physician-focused tax firm with the ambition to become the best and biggest in the country. We operate like a startup: move quickly, hold a high standard, and build systems that improve as we grow.
You will work directly with founder and Product Manager Team to help scale the company. Your primary responsibility is talent acquisition: finding exceptional people, leading first-round interviews, and owning the recruiting process from the first outreach through a successful handoff to onboarding. You will also take ownership of onboarding and day-to-day people operations as the team grows.
This is a role for someone early in their career who is ready for substantial responsibility. You will get context, direct feedback, and access to leadership. You will be expected to turn that into decisions and results without needing daily reminders or step-by-step direction.
WHAT YOU WILL OWN
• Talent acquisition: Translate hiring needs into clear role requirements, job postings, sourcing plans, and candidate pipelines. Proactively find and engage strong candidates rather than relying only on inbound applications.
• First-round interviews: Lead initial interviews, ask thoughtful follow-up questions, evaluate candidates against job-related criteria, and write clear recommendations supported by evidence.
• Recruiting execution: Keep scheduling, follow-ups, candidate communication, interview feedback, and next steps moving. Know where every search stands and flag bottlenecks early.
• Hiring quality: Help leadership maintain a high bar. Measure pipeline quality, conversion, and time in each stage; use what you learn to improve the process.
• Onboarding: Coordinate the details from accepted offer through the first weeks on the team, including paperwork, access requests, schedules, and manager handoffs. Make sure new hires arrive prepared and know what success looks like.
• People operations: Maintain accurate records, document repeatable processes, coordinate routine HR needs, and handle confidential information with care. Recognize when an issue needs leadership or qualified HR/legal guidance.
• Better systems: Find the manual step, missed handoff, or recurring problem and fix it. Use tools and automation thoughtfully while checking the quality of the output.
THE BAR
We care about how you think, how quickly you learn, and whether you follow through. Strong candidates can show:
• Ownership: You have taken something from an unclear starting point to a finished result. That could be an internship, job, student organization, business, or substantial project.
• Judgment: You can separate a strong story from real evidence, ask a better question, and make a reasoned recommendation.
• Communication: You write clearly, listen closely, and can run a professional conversation with candidates at different levels of experience.
• Execution: You manage competing priorities, close loops, and catch details before someone else has to catch them for you.
• Resourcefulness: You investigate, propose a solution, and ask focused questions when needed. You raise risks early instead of waiting until a deadline is missed.
• Coachability and respect: You take direct feedback, improve quickly, and treat candidates and colleagues with decency. High standards and respect go together here.
Prior recruiting or HR experience is useful, but not required. New graduates are encouraged to apply; evidence of ability and ownership matters more than years on a résumé. You should be comfortable learning recruiting systems, spreadsheets, and new software quickly.
PACE AND EXPECTATIONS
This is a demanding founder’s-office role for someone who wants to help build a company, learn quickly, and take on meaningful responsibility early. Expect 60+ hour weeks as we scale; 60 hours is not a ceiling. You’ll work directly with leadership, turn ambiguous problems into concrete next steps, and own the follow-through.
We’re looking for a builder: someone who spots what needs doing, learns what they need to learn, and gets it done. Success means strong hires, thoughtful decisions, and systems that make the company better—not simply hours logged.
Effort matters, and so do outcomes: stronger candidate pipelines, well-run interviews, timely decisions, and new hires who are set up to succeed. Nobody should need to chase you for an update. When something is stuck, you communicate it early and bring a proposed next step.
WHAT SUCCESS LOOKS LIKE
Leadership can trust you to run the recruiting pipeline, conduct useful first-round interviews, and keep candidates informed. Hiring decisions are supported by clear evidence. New hires start with the details handled. The systems you build make the next hire easier without lowering the bar.
If that level of responsibility is what you want at the start of your career, read careers.docwealth.com and follow both application steps at the top of this posting.
For equal opportunity, accommodations, and information about AI in hiring, visit careers.docwealth.com/candidate-information.

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