Own the consolidated weekly high-volume hiring health report.
Report on open requisitions, aging, progress to goal, funnel health, capacity, internal versus agency mix, and at-risk work.
Clearly communicate what changed, what is at risk, what action is being taken, and what decision or support is needed.
Use data to distinguish capacity gaps from execution, process, quality, prioritization, or stakeholder issues.
Build clear recommendations for resourcing, agency allocation, and process changes.
Cross-Functional Partnership
Partner closely with leaders on Clinical/BH capacity, performance, staffing, and resourcing decisions.
Partner with pod owners on cohort health, stakeholder readiness, funnel decisions, and corrective action.
Work with Talent Operations to align high-volume workflows with broader TA systems and infrastructure.
Serve as a central escalation point for cross-pod operating issues.
Influence without direct authority and create accountability across recruiters, pod owners, agencies, Talent Partners, and hiring leaders.
7+ years of experience in recruiting operations, program management, high-volume recruiting, staffing, or a related field.
Experience owning complex, cross-functional programs from strategy through execution.
Experience using AI-enabled recruiting workflows.
Strong understanding of recruiting funnels, capacity planning, conversion metrics, and hiring economics.
Demonstrated ability to use data to diagnose problems and drive operational decisions.
Experience improving processes through automation, technology, or workflow redesign.
Strong written and verbal communication skills, including the ability to communicate clearly with senior leaders.
Ability to influence and create accountability across teams without direct authority.
Strong organizational skills and the ability to manage multiple priorities in a fast-changing environment.
Sound judgment, urgency, and comfort surfacing risk early.
Experience supporting Clinical, Behavioral Health, Member Care, Urgent Care, or other high-volume hiring environments.
Experience with recruiting systems such as Lever, BrightHire, or similar tools.
Experience building agency scorecards, operating dashboards, or capacity models.
Experience partnering with senior Talent Acquisition or business leaders on workforce planning.
High-volume pods operate against a consistent cadence, shared metrics, and clear ownership model.
Agency and vendor performance is visible, managed against defined expectations, and escalated appropriately.
Hiring risks are surfaced early with clear recommendations and corrective actions.
Recruiter and pod-owner time shifts away from manual reporting and routine coordination toward higher-value recruiting work.
Automation and AI workflows produce measurable improvements in efficiency, funnel health, and candidate experience.
TA leaders have a reliable, consolidated view of high-volume hiring performance.
The High Volume operating model becomes repeatable across additional hiring areas.
Prompt and regular attendance at assigned work location.
Ability to remain seated in a stationary position for prolonged periods.
Ability to work effectively in a fast-paced environment with changing priorities.
Ability to communicate and collaborate effectively using computers and other office-related equipment.
The base salary range for this full-time position is $127,660 – $168,000 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C).
For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), and Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA). At this time, we are not budgeting for hires in higher-cost Zone D markets (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA) for this role. Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.
Benefits & Perks:
In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more:
- Remote-first culture
- 401(k) savings plan through Fidelity
- Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
- Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
- 12 weeks of 100% Paid Parental leave
- Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
- Work-From-Home reimbursement to support team collaboration home office work
Your recruiter will share more about the salary range and benefits package for your role during the hiring process.
About Included Health
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at
includedhealth.com.
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Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants with arrest or conviction records in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and California law.
