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OpenLoop is a telehealth platform that powers virtual care delivery solutions across all 50 states. The company was co-founded by Dr. Jon Lensing (CEO) and Christian Williams (COO) with a mission to bring care anywhere through scalable telehealth support.
You will lead OpenLoop's Talent Acquisition function, overseeing hiring for Commercial and G&A (General & Administrative) functions. This is a strategic leadership role that combines hands-on recruiting expertise with people management and organizational development.
Key responsibilities include:
- Developing a hiring plan in partnership with department heads, Finance, and HRBPs to forecast demand, identify capability gaps, sequence hiring, and surface risks early.
- Setting strategy for Commercial and G&A hiring portfolios, allocating TA capacity, tracking progress, and adjusting based on business changes.
- Building and developing a team of Talent Acquisition Partners (TAPs) and TA leaders through hiring, coaching, performance management, and skill development.
- Establishing clear assessment criteria, interview plans, calibration processes, and candidate communication standards to improve hiring decisions and candidate experience.
- Partnering with senior leaders to provide market intelligence, compensation insights, and strategic perspective on role scope, talent availability, and timing.
- Using recruiting metrics (pipeline health, time-to-fill, conversion, offer acceptance, delivery against plan) to drive decisions and evaluate hiring quality.
- Collaborating with TA Operations on ATS workflows, reporting, playbooks, interview training, and adoption of sourcing technology and AI tools.
- Working cross-functionally with other TA leaders, HRBPs, Total Rewards, and employer branding teams to strengthen the overall TA organization.
You will operate in a flat organizational structure where autonomy, competence, and belonging are core values. The role requires balancing strategic thinking with tactical recruiting judgment—you'll stay close enough to individual searches to challenge strategy or help close key candidates, while building a team that operates independently.
Qualifications and Requirements:
- Demonstrated experience leading and developing an in-house TA team, with evidence of how your coaching, staffing, and performance decisions improved team outcomes.
- Owned a hiring portfolio spanning both commercial roles (e.g., sales) and corporate functions (e.g., finance, People leadership), understanding the different talent maps and assessment approaches each requires.
- Proven ability to translate changing business demand into hiring plans, make difficult capacity trade-offs, and deliver against commitments.
- Track record of earning trust with senior leaders, challenging flawed assumptions, and helping them make better talent decisions.
- Ability to move fluidly between strategy and execution: diagnosing funnel problems, improving individual searches, coaching team members, and presenting portfolio decisions to executives.
- Fluency with ATS platforms, sourcing tools, recruiting data, and practical applications of AI; ability to evaluate whether new workflows actually improve quality, capacity, or candidate experience.
- Comfort building in a changing environment and making work clearer for others.
- Helpful but not required: familiarity with Ashby ATS, experience supporting multiple business lines, or experience scaling a TA team through significant growth.
