SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 159,000 - 215,000 / annual
Zocdoc is a leading digital health marketplace helping millions of patients find and book care. As Senior Manager of Go-to-Market Recruiting, you will lead talent acquisition for the Sales, Customer Experience, and supporting operational functions (RevOps, Account Management, Enablement). You'll report to senior revenue leadership and serve as a strategic advisor on workforce planning, headcount forecasting, and talent pipelines.
Your responsibilities include:
**Executive Partnership & Planning**: Partner with GTM leaders, RevOps, and Finance to build multi-quarter headcount forecasts, model capacity, and define profiles for revenue-generating and customer-facing teams.
**Talent Bar & Hiring Infrastructure**: Build and refine 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.
**Team Leadership & Development**: Lead, mentor, and manage a team of full-cycle recruiters. Manage capacity, conduct performance development, and maintain a high-performing, inclusive culture.
**Operational Strategy**: Continually evaluate operational efficiency and recruiter workflows. Assess when and how to evolve team structure (e.g., specialized sourcers vs. full-cycle recruiters) as hiring volume dictates.
**Leadership Search Oversight**: Guide experienced recruiters on high-visibility leadership searches (Manager through Senior Director levels) across Sales and CX. Serve as primary liaison when partnering with external agency partners.
**Data & Analytics**: Track, analyze, and present key recruitment metrics (pipeline velocity, conversion rates, source mix, offer acceptance) to executive leadership to highlight successes and eliminate bottlenecks.
You view recruiting as a core business function and enjoy sitting with leaders to challenge assumptions, guide talent strategy, and align hiring with revenue goals. You're a builder who loves designing structured, objective hiring practices. You find genuine joy in mentoring recruiters and fostering high-trust culture. You're data-driven, process-oriented, and operate with high autonomy and humility.
**Requirements:**
- 8+ years of total recruiting experience, with focus on in-house talent acquisition supporting fast-paced Sales, Customer Experience, Customer Success, or Revenue Operations teams
- 3+ years of direct people management experience with proven history of coaching, mentoring, and developing recruiters
- Demonstrated experience directly advising, partnering with, and constructively challenging C-Suite and senior executive stakeholders on headcount planning and hiring profiles
- Strong track record leveraging ATS reporting (e.g., Greenhouse, Lever) and recruitment KPIs to forecast output, optimize funnels, and communicate actionable insights to leadership
- Deep familiarity with sales methodologies, compensation structures (OTEs, quotas, accelerators), and customer experience metrics
- Experience establishing structured, bias-reduced interview processes and candidate scorecard mechanics that raise the hiring bar
- Urgency and bias for action; understanding of operational impact of open sales quotas and delayed customer support ramps
