Chief Technology Officer

TransVida Health is a specialty medical transportation company serving patients across Puerto Rico. We move people to the care that keeps them alive -- dialysis, oncology infusion, post-surgical follow-up -- on schedules that do not forgive lateness.

We are early, deliberately so. The operating model, the fleet strategy and the technology are being built now, and the executives who join at this stage will shape them rather than inherit them.

The Chief Technology Officer will own TransVida Health's technology: the transportation intelligence platform, the driver and dispatch applications, data security, and the engineering organization that builds them.

The CTO will work directly with the Founder/CEO and will be expected to take technology built quickly and make it something a growing healthcare operation can depend on.

• Assess and take ownership of existing systems, including work done by outside developers.
• Own security of repositories, infrastructure, credentials and deployments.
• Architect the transportation intelligence platform for reliability and scale.
• Meet healthcare data protection obligations as a design property, not a retrofit.
• Decide build versus buy, and defend those decisions commercially.
• Build the engineering organization and the practices that outlast any one engineer.

• Senior engineering leadership with production ownership, not architecture in the abstract.
• Experience inheriting and stabilizing systems built by someone else.
• Real handling of sensitive data under regulatory obligation.
• Judgement about what an early-stage company should and should not build itself.

Healthcare, logistics or real-time dispatch experience is valuable. We care more about production judgement than domain familiarity.

This is a structured executive selection process, not a résumé screen. It runs in three stages, and TransVida leadership decides who moves between them.

• Stage 1 — Application & executive assessment. Your background, then seven written questions: five asked of every executive, and two written for this role.
• Stage 2 — Scenario assessment. By invitation. Real TransVida operating situations, with more context about the company, and no multiple choice.
• Stage 3 — Finalist assessment. By invitation, following a confidentiality acknowledgment. A deeper briefing on the business, and your candid critique of it.

We are not looking for candidates who agree with us. We are looking for executives who can identify what we have wrong.