Some of our clients
Companies continue to invest in AI to build products, but too few leverage it to build the teams behind those products. And, while the demand for AI-savvy leaders, engineers, and product talent has exploded, many organizations still rely on slow, manual hiring methods that can’t keep pace with the speed of innovation.
As the Technology and Analytics Practice leader for Chasm Partner, I have found that the companies most likely to succeed in the next phase of healthcare innovation won’t just use AI, they’ll use it to build the teams that drive it. And smart operators won’t outsource this––they’ll lead it.
Healthcare companies that utilize AI not only to develop products but also to build teams will be able to scale faster and smarter. Yet, what makes healthcare unique is the risk of getting it wrong. You can't just drop in a Silicon Valley AI team and expect them to build tools that work for clinicians or patients. We’ve seen candidates who excelled in pure tech environments struggle in healthcare because they underestimated the constraints, the stakes, and the required compliance.
Operators must strike a balance between speed, accuracy, and strategic alignment in their hiring processes, especially post-funding or during periods of rapid scale. PE/VC-backed firms, in particular, must leverage every efficiency lever to win the market—and that includes how they hire. An AI-enabled hiring strategy can accelerate sourcing, refine candidate evaluation, and enhance decision-making by aligning talent choices with key business objectives.
As with any significant shift in technology, AI is reshaping the way we approach the hiring process. Yet, despite AI's capabilities, there is one thing it simply cannot replace: human judgment. Simply put, AI isn’t built to fully assess cultural alignment, evaluate leadership potential, or consider the broader context that influences long-term success. This is where the expertise of recruiters remains crucial, as these decisions demand the insight and experience of recruiters who understand organizational needs and can recognize individual potential.
Healthcare companies should view AI as a tool to be used alongside their existing processes. By leveraging the benefits of both, you can develop a method that enables you to make better decisions.
Here is a look at how healthcare recruiters can utilize AI throughout their workflow to enhance processes and ultimately inform their final decision.
During the sourcing phase, AI is a powerful tool that can help you uncover passive talent by analyzing portfolios, research publications, and other relevant sources. For instance, looking at GitHub gives recruiters a sense of how engineers are involved in real-world projects: the quality of code that they produce, the problems that they tackle, and even how they interact with others online. Combined with academic publications and other resources, this provides a comprehensive picture of a candidate's skillset and interests that a résumé cannot.
Ensure your applicant tracking system (ATS) supports AI-driven search and ranking features, such as those available in Lever, Greenhouse with Gem, or Ashby. You may also want to consider taking advantage of LinkedIn’s AI Sourcing tools and training, which now include generative agents for talent matching.
Once you begin screening, NLP-powered analysis of resumes significantly accelerates the identification of relevant experience and transferable skills, creating a clearer foundation for evaluation. For high-volume hiring, AI interview agents like HireVue, Paradox Olivia, or Sapia.ai can help screen candidates at scale. This allows recruiters to focus on building rapport and uncovering how candidates actually apply their skills in practice.
Tailoring outreach is one of the most effective ways to deliver positive, candidate-centric experiences, often resulting in higher response rates. One way to utilize AI during this stage is to have large language models draft personalized messages you will send to candidates. AI-enabled chatbots on career sites can also enhance candidate engagement and funnel conversion. This helps candidates feel engaged at scale while saving recruiters valuable time.
Even with AI in the mix, hiring decisions ultimately rest on human judgment. Custom role-based models, such as Eightfold.ai or HiredScore, are tools you can use to score candidates, establishing a data-backed reference point when making the final decision.
Lightweight enhancements, such as using AI notetakers like Otter, Fireflies, or Metaview, and transcription tools like Plaud, during kickoffs and interviews, can significantly improve internal alignment and speed. In our technology tool belt here at ChasmTeam, we utilize AI notetakers, AI transcripts, and summary writers to capture key insights, freeing recruiters to focus on building relationships and guiding the hiring process.
The key is not just adopting AI tools but choosing those that reflect your stage, hiring volume, and strategic needs.
Combining deep healthcare understanding with access to AI-driven recruiting tech and an operator-first mindset, Chasm Partners bridges the gap between emerging tech and high-quality leadership for your engineering, AI, and analytics practice. Our true value lies in leveraging AI-powered insights, driven by human-led partnerships. Here’s how that approach translates into practice.
We don’t just search for job titles—we work backward from your organization’s strategic goals and AI use cases to define the right roles, competencies, and hiring profiles. Whether you're building an internal data science function, deploying predictive algorithms in clinical ops, or launching a tech-enabled service line, we help clarify who you need and why.
In our recruiting tech stack, Chasm leverages AI tools to expand and accelerate our sourcing, surfacing candidates that others miss, analyzing fit through multi-variable modeling, and reducing unconscious bias at every stage. But the true differentiator is our healthcare expertise and human insight. We combine technology with a consultative, white-glove approach that ensures you’re not just hiring fast—you’re hiring right.
Our network comprises engineers, product leaders, data scientists, and AI-native executives who understand the nuances of healthcare, including payer models, value-based care economics, and other related aspects. We specialize in cross-functional talent: individuals who can bridge the gap between data science and operations, engineering and compliance, or AI and patient impact.
For our venture and private equity clients, speed matters, but so does strategic precision. We operate as an extension of your team, aligning with board priorities, growth milestones, and go-to-market timing. From first AI hire to building entire technical leadership teams, we provide the tools, talent, and trusted counsel to scale confidently.
Ultimately, our role is not just to fill roles, but to help healthcare operators build teams that will unlock the full potential of AI, responsibly, efficiently, and with real-world impact. To learn more about how we can support your strategy, connect with our team.
This article was written by Sharon Staggers, Chasm’s Technology & Analytics Practice Leader. Sharon specializes in HealthTech, BioTech & Pharma, helping organizations scale smarter by finding the right AI, Data, Product, and Engineering talent. To continue the conversation with Sharon, connect with her on LinkedIn.