Senior Program Manager, High Volume Recruiting

Included Health is seeking a Senior Program Manager, High Volume Recruiting to build and run the operating system for our highest-volume hiring areas, initially Clinical, Behavioral Health, and Member Care.

The role will create consistent operating cadence across high-volume pods, improve funnel performance, manage agency and vendor effectiveness, and expand the use of automation and AI-enabled workflows. The PM will translate hiring goals into capacity plans, identify risks early, and drive corrective action across the recruiting machine.

This is not a traditional recruiting coordinator or status-reporting role. The successful candidate will operate as a program owner: diagnosing problems, recommending solutions, and holding cross-functional partners accountable for measurable outcomes.

Responsibilities:

High-Volume Operating Model

• Build and maintain a standardized operating model across high-volume recruiting pods.
• Establish operating cadences, planning processes, scorecards, and escalation paths.
• Translate hiring goals into funnel requirements, capacity plans, and execution priorities.
• Maintain a consolidated view of hiring health, risks, dependencies, and corrective actions.
• Partner with pod owners to improve pacing, stakeholder readiness, funnel quality, and delivery against goals.
• Identify opportunities to standardize and scale the high-volume model across additional hiring areas.

Agency and Vendor Management

• Own day-to-day operating performance for high-volume agency and vendor partners.
• Establish clear expectations and scorecards covering submissions, quality, fill rate, time-to-fill, pricing, responsiveness, and corrective action.
• Create a consistent process for agency onboarding, performance reviews, escalation, and offboarding.
• Shift routine agency management and reporting away from senior leaders and toward exception-based escalation.
• Recommend when work should be handled internally, through contractors, agencies, or automation based on demand, economics, speed, role complexity, and available capacity.

Automation and AI-Enabled Recruiting

• Expand BrightHire, AI interviewer, and related workflow adoption across high-volume recruiting.
• Partner with Talent Operations on workflow design, tooling, and automation opportunities.
• Automate reporting, funnel tracking, quality monitoring, and partner performance visibility.
• Identify friction points and run targeted process-improvement pilots.
• Measure the impact of automation through recruiter hours saved, funnel conversion, time-to-fill, quality, and candidate experience.

Reporting and Decision Support

• Own the consolidated weekly high-volume hiring health report.
• Report on open requisitions, aging, progress to goal, funnel health, capacity, internal versus agency mix, and at-risk work.
• Clearly communicate what changed, what is at risk, what action is being taken, and what decision or support is needed.
• Use data to distinguish capacity gaps from execution, process, quality, prioritization, or stakeholder issues.
• Build clear recommendations for resourcing, agency allocation, and process changes.

Cross-Functional Partnership

• Partner closely with leaders on Clinical/BH capacity, performance, staffing, and resourcing decisions.
• Partner with pod owners on cohort health, stakeholder readiness, funnel decisions, and corrective action.
• Work with Talent Operations to align high-volume workflows with broader TA systems and infrastructure.
• Serve as a central escalation point for cross-pod operating issues.
• Influence without direct authority and create accountability across recruiters, pod owners, agencies, Talent Partners, and hiring leaders.