Director of Recruiting

Daymark Health is a value-based oncology company redefining the cancer care experience for patients, providers, and health plans. Daymark’s comprehensive, personalized cancer care platform empowers patients with dedicated care navigation, symptom-focused support, behavioral health care, and social resources. Combined with evidence-based health interventions and a hybrid in-person + virtual care model, Daymark is improving the overall cancer experience for patients, providers, and health plans – and setting a new standard in cancer care. Daymark’s groundbreaking approach is led by CEO Dr. Justin Bekelman, alongside some of the nation’s foremost leaders in oncology and value-based care. Daymark Health is backed by Maverick Ventures, Yosemite, Oncology Ventures, Healthier Capital, Blue Venture Fund, and Healthcare Foundry.

About the role

Over the next several quarters, Daymark plans to more than triple in size, growing from approximately 50 people to 150-200 as we launch new markets and build out the corporate team that supports them. This role will be critical to the success of our new market launches and is an opportunity to be a key strategic leader in this exciting phase of our growth.

As Director of Recruiting, you will own the talent strategy for Daymark and the team that executes it. You will build and lead a small, high-caliber recruiting function, starting with a Clinical Recruiter and coordinator support, while remaining deeply hands-on yourself. You will partner with our Senior Manager of People Operations and executive team on workforce planning, translate our market launch timelines into hiring plans, and personally run our most critical corporate and leadership searches. Recruiting at Daymark is unusual: we hire niche roles that require specific profiles and backgrounds in oncology and value-based care, and we hire them in markets where we do not yet have a brand. You will be a business partner and consultant to our senior leadership team, not an order taker.

Responsibilities

• Own the hiring plan: build a single source of truth for headcount across clinical and corporate, tied to market launch dates and financial plan. Track what we are hiring, by when, who owns each role, and where the risk sits. Present this view to leadership regularly.
• Get up to speed on the business, team, tools, and templates: learn our recruiting philosophy (outcomes-based structured interviews) and our stack. Assess where our process holds up at 3x volume and where it breaks. Build relationships with hiring managers and leadership by running searches yourself.
• Diagnose and stabilize the funnel: identify roles most at risk of missing launch timelines and personally intervene by rewriting the role, rebuilding the sourcing strategy, or changing how we sell the opportunity.
• Build the market entry playbook: work with clinical and market leadership to map the oncology, value-based care, and health system talent landscape to new markets so we can move quickly and credibly where Daymark is a new name.
• Work with talent consultants to ensure market readiness for launch, driving day-to-day operations and ensuring hires happen across the board.
• By the end of 2026 and into Q1–Q2 2027:
  • Deliver the hiring plan: ensure Daymark hires the clinical and corporate talent needed to operate new markets on time and at the quality bar we set, with an outstanding experience for hiring managers and candidates.
  • Build the team: hire, onboard, and develop a Clinical Recruiter and coordinator support, with a clear view of what the function needs at 200+ people.
  • Own recruiting operations: implement a reporting layer leadership uses, configure Greenhouse for our volume, and define SLAs, scorecards, and interview kits for every high-volume role.
  • Raise the bar on interviewing: train hiring managers and interviewers on structured, outcomes-based interviewing, measurably improving hiring decision quality.
  • Begin building our employer brand: establish Daymark as a destination for clinicians and operators who want to change cancer care, with an employer brand and candidate experience that reflects who we are.

Requirements

• 8+ years of full-cycle recruiting experience, with at least 2–3 years leading a team, ideally in a high-growth, venture-backed healthcare or tech-enabled services organization.
• Experience personally owning a hiring plan through rapid scale (50 to 150+ people) and hiring both clinical talent (NPs, RNs, Social Workers, Community Health Workers, Medical Assistants) and corporate talent across operations, tech, and G&A.
• Multi-market or new-market launch experience is a strong plus, as is familiarity with value-based care, oncology, or provider-side healthcare delivery.
• Comfort with ambiguity: proven track record of success in scaling businesses, fast-paced environments, and startups.
• Player/coach mindset: experience building and developing a recruiting team while remaining hands-on with sourcing and req load.
• Systems thinker: experience building recruiting operations from the ground up, including ATS architecture (Greenhouse preferred), interview kits, scorecards, reporting, and vendor strategy.
• Commercial judgment: ability to partner with Finance and executive leadership on workforce planning, compensation benchmarking, and trade-offs between speed, cost, and quality.
• Strong closer: ability to articulate a mission-driven story to skeptical clinicians or executives and convert them in markets where Daymark is unknown.
• Mission-oriented: deep care for our mission to provide care for the physical, emotional, and everyday realities of cancer for every patient.

Pay

The expected compensation for this role is $150,000 to $180,000 annually, depending on location and experience.

Schedule

This role is fully remote in the USA.