Senior Program Manager, High Volume Recruiting

About Included Health
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com .
Job Description
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. This 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 heal