<div class="content-intro"><p><strong>Our Mission<br></strong></p> <p>You call. You wait. You call again. In every other part of your life, you book in seconds. In healthcare, you’re blocked. </p> <p>We’re here to give power to the patient. </p> <p>For nearly 20 years, we’ve built the leading healthcare marketplace - helping tens of millions of people find and book the care they need. Now, we’re going further: building our infrastructure beyond Zocdoc’s marketplace to<strong> </strong>power access to care wherever patients search, from provider websites and insurance directories to search engines, AI platforms, and more.</p> <p>Healthcare still lacks something every other major consumer industry takes for granted: a seamless way to go from <em>seeking</em> to <em>getting</em>. We don’t want to own the front door to care; there isn't one. We want to make sure all of those doors open when patients are knocking.</p> <p>Fixing healthcare starts with fixing access to it. And we're still just getting started.</p> <p> </p></div><p><strong>Your impact on our mission</strong></p> <p>Our revenue and customer-facing teams are the backbone of our growth and the face of our brand. As the Senior Manager, GTM Recruiting, you will play a pivotal role in leading talent acquisition for our Sales, Customer Experience, and supporting operational functions (including RevOps, Account Management, and Enablement). </p> <p>You will act as a strategic advisor and thought partner to our C-Suite and senior revenue leaders, helping translate high-level business goals into precise workforce plans, headcount forecasts, and proactive talent pipelines. In this role, you will lead, mentor, and elevate a team of engaged recruiters, creating a supportive and high-performing culture. By setting and defending an exceptional talent bar, you ensure every new hire directly contributes to revenue growth and an outstanding customer experience.</p> <p> </p> <p><strong>You’ll enjoy this role if you are…</strong></p> <ul> <li>A Strategic Executive Partner: You view recruiting as a core business function. You enjoy sitting down with leaders to challenge assumptions, guide talent strategy, and align hiring targets with business revenue goals.</li> <li>A Builder and Talent Architect: You love designing structured, objective hiring practices that raise the bar. You enjoy analyzing team mechanics and thinking through workforce capacity, headcount forecasting, and ideal operating models.</li> <li>A Coach and People Developer: You find genuine joy in mentoring recruiters, fostering a high-trust culture, and driving sustainable growth. You know when to coach, when to give feedback, and how to make tough performance management decisions with empathy and respect.</li> <li>Data-Driven and Process-Oriented: You believe that data creates accountability and drives better strategy. You naturally blend analytical rigor with intuition to optimize pass-through rates, time-to-fill, and candidate velocity across the funnel.</li> <li>Driven by Ownership and Humility: You operate with high autonomy, hold yourself and your team to rigorous standards, and treat every candidate, stakeholder, and peer with dignity and respect.</li> </ul> <p> </p> <p><strong>Your day-to-day is…</strong></p> <ul> <li>Executive Partnership & Planning: Partnering directly with GTM leaders, RevOps, and Finance to build multi-quarter headcount forecasts, model capacity, and define profiles for revenue-generating and customer-facing teams.</li> <li>Defending the Talent Bar: Building and refining competency-based evaluation frameworks, structured interview kits, and scorecard criteria to ensure every hire - from individual contributor AEs to Director-level leaders - raises team quality.</li> <li>Team Leadership & Development: Coaching, mentoring, and managing a team of full-cycle recruiters. You’ll manage capacity, conduct performance development, and maintain a high-performing, inclusive team culture.</li> <li>Operational Strategy & Model Optimization: Continually evaluating operational efficiency and recruiter workflows. You will assess when and how to evolve our team structure (such as evaluating a split between specialized sourcers and full-cycle recruiters) as hiring volume dictates.</li> <li>Leadership Search Oversight: Guiding experienced recruiters on the team as they run high-visibility leadership searches (Manager through Senior Director levels) across Sales and CX, while serving as the primary liaison when partnering with external agency partners.</li> <li>Data & Funnel Analytics: Tracking, analyzing, and presenting key recruitment metrics (pipeline velocity, conversion rates, source mix, and offer acceptance) to executive leadership to highlight successes and proactively eliminate bottlenecks.</li> </ul> <h5> </h5> <p><strong>You’ll be successful in this role if you have…</strong></p> <ul> <li>Urgency & Bias for Action: You understand the operational impact of open sales quotas and delayed customer support ramps; you move intentionally, strategically, and quickly.</li> <li>8+ years of total recruiting experience, with a focus on in-house talent acquisition supporting fast-paced Sales, Customer Experience (CX), Customer Success, or Revenue Operations teams.</li> <li>3+ years of direct people management experience, with a proven history of coaching, mentoring, and developing recruiters.</li> <li>Executive Presenc