Clinical Recruiting Manager - Remote (US)

About this role

About Clarity Pediatrics

Clarity Pediatrics https://url.emailprotection.link/?b_geuVr7wJhtChd17oSZXHmPq-1ItFoIiId_ntxOBF8iFVdhm7lCHJ686zuiz-8H2zZL85j8dCst8H32rc-M7h_dkgXHr_6Kji8wYv1tr4K0vYFs1KlzU9yOVXvJJtd_S is reimagining pediatric chronic care, starting with ADHD. Nearly 10% of children in the US are diagnosed with ADHD, and for parents, finding the right care can feel impossible. We're building a virtual pediatric ADHD clinic that delivers trusted, science-backed care to all families, and it's working. We have strong product-market fit, a growing patient base, and a clear path to expanding into other common chronic conditions like asthma, allergies, and obesity.

Our leadership team has deep healthcare expertise. Our CEO has led two startups to more than $100M in ARR and profitability. Our Chief Medical Officer trained at UCSF and Stanford and previously built specialty care services at Kaiser Permanente. Clarity is female-led: our CEO, Head of Engineering, and product leadership are all women building a company where diverse perspectives drive better care and better technology.

We've raised $14.5M in Series A capital from top VCs who have backed category-defining health-tech companies like One Medical, Hims, Spring Health, Cityblock, Honor, and Tia.

THE ROLE

Every family we serve starts with a clinician we hired. As our Clinical Recruiting Manager, you'll own how Clarity finds, attracts, and hires the physicians, APPs, therapists, nurses, medical assistants, dietitians, and care team members who make our model work.

This is a player-coach role at an inflection point. Our clinical recruiting function exists, but it needs to be restructured and scaled to keep pace with patient growth. You'll carry your own hardest-to-fill searches, primarily physicians, APPs, and therapists. At the same time, you'll partner with Operations and Clinical Leadership to build a recruiting engine that can deliver high-volume hiring against forecast. You'll start with a small team and grow it, both in headcount and as a function, as Clarity scales.

WHAT YOU'LL DO

- Build the Engine (Observe, Improve, and Innovate)

- Assess today's clinical recruiting process, tools, and team, and redesign it for scale, keeping what works and fixing what doesn't.

- Partner with Operations and Clinical Leadership to translate patient demand and growth forecasts into a clinical hiring plan by role, state, and timeline.

- Define and monitor "flex hiring triggers," such as panel capacity, utilization, waitlist length, and new-market launches, so we hire ahead of demand rather than behind it.

- Build flexible staffing strategies, including full-time, part-time, per diem, and contract, that let us scale up quickly without overbuilding.

- Own recruiting analytics, including time-to-fill, pipeline health, source effectiveness, offer acceptance, and cost-per-hire, and use them to make decisions and tell the story to leadership.

- Recruit and Close (Play to Win)

- Personally lead full-cycle searches for physicians, APPs, and therapists, from sourcing and outreach through offer and close.

- Build durable talent pipelines across multiple states, with a working understanding of licensure and interstate compacts relevant to virtual care.

- Develop a compelling clinician value proposition and employer brand that stands out in a highly competitive market.

- Treat every search like it matters, because for the families on our waitlist, it does.

- Protect Quality (Patient Safety Always Comes First)

- Hold a high bar for clinical talent. Partner with clinical leaders on interview design, clinical assessments, and hiring criteria that predict great patient care.

- Work closely with credentialing and licensing partners so speed never comes at the expense of compliance or quality.

- Lead and Partner (Earn Trust From Everyone)

- Hire, coach, and develop a small team of recruiters and coordinators, and build the playbooks, rhythms, and culture of a high-performing function.

- Be a trusted advisor to hiring managers and clinical leaders. Set clear expectations, communicate candidly, and deliver on commitments.

- Create a candidate experience that is respectful, transparent, and fast, one that makes clinicians want to join Clarity whether or not they get the offer.

WHO YOU ARE (PRACTICE DEVOTION TO OUR FAMILIES)

- A builder: When you see a better way of doing things, your instinct is to turn ideas into action. You're scrappy, iterative, and happy to roll up your sleeves, while always thinking about how it scales.

- A clinical recruiting expert: You have 6+ years of recruiting experience, with a significant track record hiring physicians and APPs. Experience with behavioral health, pediatrics, or telehealth is a strong plus.

- A player-coach: You're an exceptional sourcer and closer, and you love teaching others how you do it. You measure your success by your team's growth, and you aim to hire people who will one day be even better than you.

- A recruiter and an operator: You're equally strong at the human side of recruiting and the systems behind it. You know how to assess clinical talent and deliver a high-touch candidate experience, and you know how to design and run programmatic hiring processes that stay consistent, fast, and high-quality at volume. You're highly organized and structured, and you build the workflows, playbooks, and cadences that let a small team perform like a big one, with a record of hitting hiring targets under pressure.

- A sourcing strategist: You build sourcing programs, not just pipelines. You balance the immediate need, filling today's critical searches, with long-term efforts like talent communities, referral programs, residency and training partnerships, and a clinician brand that compounds over time. You design the function to capture value from every candidate we meet, so a strong clinician…