Ryan Borths — Director of Talent Acquisition

Build recruiting systems that turn hiring into a growth engine.

Talent Acquisition Leader· AI-Forward Recruiting Operator. 15+ years building, scaling, and modernizing TA functions across Healthcare, global SaaS, and Fortune 500 retail — from zero-to-one builds in hypergrowth to standardizing operations across 8+ countries and 195+ locations.

A builder, not a backfiller.

I've led talent acquisition and recruiting operations transformations across healthcare, technology, and retail — helping organizations build stronger systems, better processes, and more effective teams.

My approach combines an AI-forward, data-driven mindset with the discipline of an operator. I treat recruiting as a system to be engineered: pipelines, interview infrastructure, scorecards, capacity models, and feedback loops — all instrumented and continuously improved.

I've built recruiting from the ground up at a healthcare startup during hypergrowth, run global technical recruiting operations at an $8B telehealth leader, and led 13-person teams across 195+ locations at a Fortune 400 retailer. Today I also build production AI tools that ship into live recruiting workflows.

01 Systems Thinking

Recruiting is a system. ATS architecture, interview rubrics, sourcing taxonomy, and feedback loops are designed — not improvised.

02 AI-Forward Operations

I build and deploy custom GPTs and agentic workflows that multiply recruiter output. AI augments judgment; it doesn't replace it.

03 First-Principles Diagnosis

I don't optimize symptoms. I trace turnover spikes, offer declines, and pipeline collapse to root causes and rebuild from there.

04 Executive Partnership

I partner directly with CEOs, CFOs, and engineering leadership on capacity modeling, comp strategy, and org design — not just requisitions.

Strategic impact.

Selected results from current and recent engagements. Every number traces back to a documented system, process, or program — never a one-off.

YoY Hiring Productivity · Optimal Care

37.5%

Sustained YoY increase in monthly hires per recruiter, demonstrating that improved systems and processes are driving better hiring outcomes.

Offer Acceptance Rate

92%

38-day time-to-accept against a 40-day target — a function of comp benchmarking, structured interviews, and white-glove candidate experience.

Early-Stage Turnover Reduction

70%

Diagnosed an initial 50% 60-day turnover rate as a root-cause interview-quality problem. Rebuilt hiring-manager enablement; drove sustained turnover to 7%.

COVID-19 Emergency Hiring Response · SpartanNash

2,400hires

Co-led the company's COVID-19 emergency hiring response. 2,400 employees in 3 weeks through agile resource redeployment under extreme ambiguity, enabling business continuity during a national crisis.

2022 Performance vs. OKRs · Teladoc Health

167%

Ranked top 5 of 22 global recruiters. Sourced FAANG-caliber engineering talent across multiple countries, competing against Big Tech compensation with a mission-first employer brand.

Global Tech Recruiting Operations

30%

Standardized technical recruiting workflows, interview scheduling, and SOPs across 5+ countries for the world’s largest telehealth platform, driving a 30% efficiency improvement hiring software engineering, DevOps, data engineering, infrastructure, and security teams.

Referral Conversion · Optimal Care

38.9%

Designed and launched a formalized Employee Referral Program. 97.8% referral-hire retention downstream.

Technical Job Catalog Rebuild · Teladoc

1,020+ roles

Led cross-functional team of six to rebuild the entire technical job description library with leveling alignment — streamlining req creation, comp governance, and hiring-manager training.

15 years of operating at scale.

Director, Talent Management (Head of Recruiting)

Optimal Care

Mar 2024 – Present $8M+ Healthcare Startup Grand Rapids, MI · Hybrid

Built the recruiting function from the ground up during hypergrowth — led Paycor → Greenhouse ATS migration and Gem CRM launch; rebuilt workflows, scorecards, and job architecture across all service lines.
Partner directly with CEO and CFO on monthly headcount forecasting and capacity modeling; authored the organization's first structured pay-scale review, surfacing comp gaps driving offer declines.
Led the company-wide employer brand overhaul following the Careline → Optimal Care rebrand: rewrote EVP, relaunched career site, standardized job descriptions, modernized every candidate-facing asset.
Pioneered agentic AI sourcing workflows that tripled outreach efficiency and outperformed paid-board saturation; deployed a suite of custom GPTs and web apps across the team.
Delivered 20% YoY hiring growth, 92% offer acceptance, 38-day time-to-accept, and drove early-stage turnover from 50% to a sustained 10%.

Talent Management Consultant

GLG (Gerson Lehrman Group)

Jan 2024 – Present Concurrent Engagement Remote

Vetted GLG Network expert advising TA and People leaders at enterprise and high-growth clients across healthcare, SaaS, and PE-backed industries on AI-enabled recruiting transformation and HR technology selection.

Global Manager, TA Operations & Programs

Teladoc Health

Jun 2021 – Jan 2024 $8B Global Telehealth Leader Remote

Led global technical recruiting operations for the world's largest telehealth platform — standardized workflows and SOPs across 5+ countries, delivering 30% efficiency improvement.
Led a cross-functional team of six to rebuild Teladoc's 1,020+ role technical job description library with leveling alignment.
Partnered with R&D and engineering leadership on headcount forecasting, capacity planning, and enterprise talent development programs.
As Senior Technical Recruiter (2021–2023): Top 5 of 22 global recruiters; exceeded hiring OKRs by 167% in 2022; recruited from Meta, Google, Amazon, Apple, Microsoft.

Manager, Talent Acquisition (Head of Recruiting)

SpartanNash

Nov 2019 – May 2021 $10B+ Fortune 400 Food Retailer Grand Rapids, MI

Directed a 13-person recruiting team across 195+ locations — established standardized processes, metrics, and career development frameworks driving 69.6% retail and 67.8% distribution efficiency improvements.
Architected and led Workday ATS design, testing, and implementation; managed a $3.1M annual recruitment budget with vendor negotiations and OFCCP compliance.
Co-led the COVID-19 emergency hiring response — 2,400 employees in 3 weeks through agile resource redeployment and structured decision-making under extreme ambiguity.

Senior Technical Recruiter / TA Project Manager

Meijer

May 2011 – Nov 2019 $20B+ Top 25 U.S. Retailer Grand Rapids, MI

Led cross-functional ATS implementation across U.S., Hong Kong, and Bangladesh operations — vendor relations, system integrations, and compliance across three countries.
Spearheaded targeted recruitment strategies for software engineering and infrastructure roles during periods of rapid digital transformation — laying the technical-recruiting foundation later scaled at SpartanNash and Teladoc.

A few defining builds.

Each represents a complete system change — built, deployed, measured, and iterated.

Featured · Optimal Care · 2024

Building a recruiting function from baseline during hypergrowth.

Joined a healthcare startup with limited recruiting infrastructure and manual processes. Owned everything from ATS migration and CRM launch to interview architecture, employer brand, comp benchmarking, and agentic AI sourcing workflows. Partnered with the CEO and CFO weekly on forecasting and capacity. Delivered 20% YoY hiring growth in a fully employed market.

ATS migration · employer brand overhaul · AI sourcing · pay-scale program · referral program

16 → 43

Fills per month / from a walking start

Teladoc Health · 2022–2024

Standardizing global technical recruiting across 5+ countries.

Led a six-person cross-functional team to rebuild Teladoc's entire technical job description library — a 1,020+ role catalog with leveling alignment — and standardize SOPs, scheduling, and intake across regions. The result was a 30% efficiency improvement and a single source of truth for compensation governance and hiring-manager training.

30% efficiency · 1,020+ roles cataloged · 5+ countries

SpartanNash · March 2020

Hiring 2,400 frontline workers in three weeks.

Co-led the organization's COVID-19 emergency hiring response. Redeployed recruiting resources, compressed assessment cycles, and built structured decision-making frameworks for hiring managers operating under extreme ambiguity — enabling business continuity for a $10B+ food retailer during a national crisis.

2,400 hires · 21 days · 195+ locations

Optimal Care · 2024

Diagnosing turnover as an interview-quality problem.

A 60-day turnover baseline of 50% wasn't a sourcing problem or a comp problem — first-principles funnel diagnosis traced it to inconsistent interview rigor. Rebuilt hiring-manager enablement with structured scorecards, designed a formalized Employee Referral Program, and drove early-stage turnover to a sustained 7%.

50% → 7% turnover · 38.9% referral conversion · 97.8% referral retention

Optimal Care · 2024

Deploying agentic AI across the recruiting team.

Designed, built, and deployed a suite of custom GPTs and web apps spanning sourcing, outreach, market intelligence, and recruiter performance analytics. Multiplied outreach efficiency, outperformed competitor paid-advertising on national job boards, and raised proactive outreach targets from 30 to 100 per recruiter.

Multiplied outreach efficiency · 5 production tools shipped

What I bring to the table.

Multi-platform implementation experience across ATS/HRIS, sourcing, analytics, and AI tooling. Hands-on with every system on this list.

ATS & HRIS

Greenhouse Workday UKG Ready Yello Hodes iQ Jobvite Taleo Paycor UltiPro iCIMS

✓ = Led implementation

AI & Sourcing

Gem Eightfold Metaview Happenstance SeekOut Juicebox (PeopleGPT) Apollo LinkedIn Recruiter Cursor Claude Code n8n Custom GPTs Custom Web Apps

✓ = Led implementation

Analytics & Ops

Tableau Oracle BI Power BI Advanced Excel Predictive Index Criteria Corp Saville WAVE Jira Google Workspace Notion Slack

Core competencies.

Talent Strategy & Leadership

TA Strategy & Operating Model
Global TA Operations
Technical Recruiting (SWE, DevOps, Data, Security, Infra)
Workforce Planning & Capacity Modeling
Executive Partnership (C-Suite)
Recruiting Team Leadership & Coaching

Systems, Data & AI

ATS/HRIS Implementation (5+ systems)
Agentic AI Sourcing Workflows
Custom GPT & Web App Development
Recruiting Analytics & Executive Dashboards
Change Management
First-Principles Funnel Diagnosis

Brand & Experience

Employer Brand & EVP
Candidate Experience Design
Interview Infrastructure & Scorecards
Talent Marketing
DEI & Inclusive Hiring
Compensation Benchmarking

Build recruiting systems that turn hiring into a growth engine.

A builder, not a backfiller.

01 Systems Thinking

02 AI-Forward Operations

03 First-Principles Diagnosis

04 Executive Partnership

Strategic impact.

15 years of operating at scale.

Director, Talent Management (Head of Recruiting)

Talent Management Consultant

Global Manager, TA Operations & Programs

Manager, Talent Acquisition (Head of Recruiting)

Senior Technical Recruiter / TA Project Manager

A few defining builds.

Building a recruiting function from baseline during hypergrowth.

Standardizing global technical recruiting across 5+ countries.

Hiring 2,400 frontline workers in three weeks.

Diagnosing turnover as an interview-quality problem.

Deploying agentic AI across the recruiting team.

Production AI tools, shipped into live workflows.

TalentStrategist

TalentAmplifier

Recruiter Insight

Market Map Pro

Clinical Recruiter Scout

Always shipping.

What I bring to the table.