Want to know if this job is worth applying to?
Remote, Oregon, United States
Remote only
OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.
About the Role
OpenLoop’s mission is to bring care anywhere by powering telehealth solutions at scale. Delivering on that mission takes TA teams that can grow the business and build the foundations that support it. We’re looking for a TA leader to oversee Commercial and G&A hiring engines and help us make hiring more proactive, predictable, and effective.
You’ll have a real opportunity to shape how this part of Talent Acquisition works: the hiring strategy, the partnerships with business leaders, the way we develop our Talent Acquisition Partners, and the processes that drive consistent results.
This role combines functional leadership with deep recruiting judgment. You’ll stay close enough to the work to challenge a search strategy, calibrate a hard-to-fill role, or help close an important candidate. You’ll also build a team that makes strong decisions and delivers without depending on you to solve every problem. You’re a people-first leader who is relentless about results and deeply invested in growing your people. You reject the idea that you have to choose between the two: you set a high bar, coach with care, and build a team that gets stronger as it delivers.
What You'll Do:
Own the hiring plan the business can use to manage progress to plan. Partner with department heads, Finance, and HRBPs to forecast demand, identify capability gaps, sequence hiring, and surface timing or capacity risks early. Translate priorities into clear commitments and explicit trade-offs.
Deliver the portfolio across Commercial and G&A. Set the strategy for each part of the portfolio, allocate capacity, track progress, and adjust when evidence changes. Ensure roles are approved, well scoped, and ready to launch through the agreed approval process.
Manage a strong team of Talent Acquisition Partners. Hire, manage, coach, and develop TAPs and TA leaders. Set clear expectations, give actionable feedback, address performance issues, and build the judgment and skill needed for increasingly complex work.
Uphold quality hiring decisions and candidate experiences. Establish clear assessment criteria, thoughtful interview plans, strong calibration, timely feedback, and credible candidate communication. Move quickly while protecting the hiring bar.
Partner with senior leaders. Bring market intelligence, compensation insights, and a clear point of view. Challenge assumptions about role scope, talent availability, and timing; partner with HRBPs on organization design and with Total Rewards on competitive, consistent offers.
Use the right facts to tell stories that drive action. Use metrics like pipeline health, time-to-fill, conversion, offer acceptance, and delivery against plan to explain what is happening and what should change. Connect the numbers to business decisions and evaluate hiring quality with business and People partners.
Build processes that scale as we grow. Partner with TA Operations on ATS workflows, reporting, playbooks, interview training, and enablement. Lead useful adoption of sourcing technology, AI, and automation, with clear measures of quality and value.
Create a connected TA organization. Work with other TA leaders to resolve shared priorities and develop talent across teams. Partner with Storytelling to make our employer value proposition clearer, credible, and relevant to the people we want to reach.
Who You Are
You have led and developed an in-house TA team and can explain how your coaching, staffing, and performance decisions improved the team’s work.
You have owned a hiring portfolio spanning commercial roles and corporate functions. You understand why a sales search, a finance search, and a People leadership search need different talent maps and assessment approaches.
You have turned changing business demand into a hiring plan, made difficult capacity trade-offs, and held yourself accountable for delivery.
You can show how you earned trust with senior leaders, challenged a flawed assumption, and helped them make a better talent decision.
You can move between strategy and detail: diagnosing a funnel problem, improving a search, coaching a TAP, and explaining a portfolio decision to an executive audience.
You are fluent in ATS platforms, sourcing tools, recruiting data, and practical uses of AI. You know how to evaluate whether a workflow actually improves quality, capacity, or the candidate experience.
You enjoy building in a changing environment and making the work clearer for the people around you.
You are infinitely curious, and always seek to understand the why before decisions are made.
Helpful, but not required: familiarity with Ashby; experience supporting multiple business lines or scaling a TA team through significant growth. We care about the scope you have owned and the evidence of your work; a particular company logo or degree is not a requirement.
In addition, for salaried positions you would also be eligible for:
Medical, Dental, and Vision plans
Flexible Spending/Health Savings Accounts
Flexible PTO
401(k) + Company Match
Life Insurance, Pet insurance, and more
We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.
Sound like a good fit? We’d love to meet you.
