Senior Program Manager

Who you are

• 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

What the job involves

• Included Health is seeking a Senior Program Manager, High Volume Recruiting, to build and run the operating system for our highest-volume hiring areas, initially Clinical, Behavioral Health and Member Care
• This role will create consistent operating cadence across high-volume pods, improve funnel performance, manage agency and vendor effectiveness, and expand the use of automation and AI-enabled workflows. The PM will translate hiring goals into capacity plans, identify risks early, and drive corrective action across the recruiting machine
• This is not a traditional recruiting coordinator or status-reporting role. The successful candidate will operate as a program owner: diagnosing problems, recommending solutions, and holding cross-functional partners accountable for measurable outcomes
• High-Volume Operating Model
• Build and maintain a standardized operating model across high-volume recruiting pods
• Establish operating cadences, planning processes, scorecards, and escalation paths
• Translate hiring goals into funnel requirements, capacity plans, and execution priorities
• Maintain a consolidated view of hiring health, risks, dependencies, and corrective actions
• Partner with pod owners to improve pacing, stakeholder readiness, funnel quality, and delivery against goals
• Identify opportunities to standardize and scale the high-volume model across additional hiring areas
• Agency and Vendor Management
• Own day-to-day operating performance for high-volume agency and vendor partners
• Establish clear expectations and scorecards covering submissions, quality, fill rate, time-to-fill, pricing, responsiveness, and corrective action
• Create a consistent process for agency onboarding, performance reviews, escalation, and offboarding
• Shift routine agency management and reporting away from senior leaders and toward exception-based escalation
• Recommend when work should be handled internally, through contractors, agencies, or automation based on demand, economics, speed, role complexity, and available capacity
• Automation and AI-Enabled Recruiting
• Expand BrightHire, AI interviewer, and related workflow adoption across high-volume recruiting
• Partner with Talent Operations on workflow design, tooling, and automation opportunities
• Automate reporting, funnel tracking, quality monitoring, and partner performance visibility
• Identify friction points and run targeted process-improvement pilots
• Measure the impact of automation through recruiter hours saved, funnel conversion, time-to-fill, quality, and candidate experience
• Reporting and Decision Support
• 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
• Success in This Role Looks Like:
• 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
• Physical/Cognitive Requirements:
• 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

Benefits

• Comprehensive medical, dental and vision plans
• All employees, their spouses, and children have free access to Included Health services
• Need time to recharge? Exempt employees enjoy flexible, unaccrued discretionary time off — take it when you need it