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Salary: USD 159,000 - 215,000 / annual
Zocdoc is a leading digital health marketplace helping millions of patients find and book care online. 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 will serve as a strategic advisor to C-Suite and senior revenue leaders, translating business goals into workforce plans, headcount forecasts, and proactive talent pipelines.
You will lead, mentor, and develop a team of full-cycle recruiters while maintaining an exceptional talent bar that directly contributes to revenue growth and customer experience. 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 Defense:** Build and refine competency-based evaluation frameworks, structured interview kits, and scorecard criteria to ensure every hire—from individual contributor Account Executives to Director-level leaders—raises team quality.
**Team Leadership & Development:** Coach, mentor, and manage a team of full-cycle recruiters. Manage capacity, conduct performance development, and maintain a high-performing, inclusive team culture.
**Operational Strategy & Model Optimization:** 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 & Funnel Analytics:** Track, analyze, and present key recruitment metrics (pipeline velocity, conversion rates, source mix, offer acceptance) to executive leadership to highlight successes and proactively eliminate bottlenecks.
You view recruiting as a core business function and enjoy sitting with leaders to challenge assumptions, guide talent strategy, and align hiring targets with business revenue goals. You love designing structured, objective hiring practices and analyzing team mechanics. You find genuine joy in mentoring recruiters and fostering a high-trust culture. You believe data creates accountability and drives better strategy, blending analytical rigor with intuition to optimize pass-through rates and candidate velocity.
**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
