Director of Business Recruiting

OpenLoop; Des Moines (IA); Hybrid; USD 120,000 - 180,000; Full time

Benefits offered by this job

Medical, Dental, Vision

Flexible Spending / Health Savings

Flexible PTO

401(k) + Company Match

Life Insurance

Pet insurance

Job summary

OpenLoop is seeking a Talent Acquisition leader to oversee Commercial and G&A hiring engines, shaping hiring strategy, and building a high-impact TA team. You will partner with business leaders, design proactive processes, and drive consistent results while growing your people.

A people-first leader who coaches with care, delivering strong decisions and enabling the team to scale as the business grows. You’ll partner with department heads, HRBPs, and Total Rewards to align capacity,

Qualifications

• Led an in-house TA team with coaching and performance improvements.
• Managed hiring across commercial and corporate functions.
• Turned demand into a proactive hiring plan with capacity trade-offs.
• Built trust with senior leaders and communicated portfolio decisions.
• Fluent with ATS, sourcing tools, recruiting data, and practical AI use.

Responsibilities

• Develop a hiring plan the business can use with leaders, forecast demand and surface risks.
• Lead strategy for Commercial and G&A hiring, ensure roles are scoped and approved.
• Build and coach a team of Talent Acquisition Partners and leaders.
• Improve hiring decisions, candidate experience, and calibration processes.
• Partner with senior leaders on market intel, compensation insights, and offers.
• Drive adoption of TA operations, ATS workflows, reporting, and tools.

Skills

Leadership

Talent Acquisition

Hiring strategy

Coaching & development

Stakeholder management

ATS proficiency

Sourcing tools

Recruiting analytics

AI in recruiting

Tools

ATS platforms

Sourcing tools

Recruiting data

AI for recruiting

Job description

About OpenLoop

OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.

About the Role

OpenLoop’s mission is to bring care anywhere by powering telehealth solutions at scale. Delivering on that mission takes TA teams that can grow the business and build the foundations that support it. We’re looking for a TA leader to oversee Commercial and G&A hiring engines and help us make hiring more proactive, predictable, and effective.

You’ll have a real opportunity to shape how this part of Talent Acquisition works: the hiring strategy, the partnerships with business leaders, the way we develop our Talent Acquisition Partners, and the processes that drive consistent results.

This role combines functional leadership with deep recruiting judgment. You’ll stay close enough to the work to challenge a search strategy, calibrate a hard-to-fill role, or help close an important candidate. You’ll also build a team that makes strong decisions and delivers without depending on you to solve every problem. You’re a people-first leader who is relentless about results and deeply invested in growing your people. You reject the idea that you have to choose between the two: you set a high bar, coach with care, and build a team that gets stronger as it delivers.

What You’ll Do

A hiring plan the business can use. Partner with department heads, Finance, and HRBPs to forecast demand, identify capability gaps, sequence hiring, and surface timing or capacity risks early. Translate priorities into clear commitments and explicit trade-offs.

• Delivery across Commercial and G&A. Set the strategy for each part of the portfolio, allocate capacity, track progress, and adjust when evidence changes. Ensure roles are approved, well scoped, and ready to launch through the agreed approval process.
• A strong team of Talent Acquisition Partners. Hire, manage, coach, and develop TAPs and TA leaders. Set clear expectations, give actionable feedback, address performance issues, and build the judgment and skill needed for increasingly complex work.
• Better hiring decisions and candidate experiences. Establish clear assessment criteria, thoughtful interview plans, strong calibration, timely feedback, and credible candidate communication. Move quickly while protecting the hiring bar.
• Partnership with senior leaders. Bring market intelligence, compensation insights, and a clear point of view. Challenge assumptions about role scope, talent availability, and timing; partner with HRBPs on organization design and with Total Rewards on competitive, consistent offers.
• Evidence that drives action. Use pipeline health, time-to-fill, conversion, offer acceptance, and delivery against plan to explain what is happening and what should change. Connect the numbers to business decisions and evaluate hiring quality with business and People partners.
• Processes that improve as we grow. Partner with TA Operations on ATS workflows, reporting, playbooks, interview training, and enablement. Lead useful adoption of sourcing technology, AI, and automation, with clear measures of quality and value.
• A connected TA organization. Work with other TA leaders to resolve shared priorities and develop talent across teams. Partner with Storytelling to make our employer value proposition clearer, credible, and relevant to the people we want to reach.

Who You Are

• You have led and developed an in-house TA team and can explain how your coaching, staffing, and performance decisions improved the team’s work.
• You have owned a hiring portfolio spanning commercial roles and corporate functions. You understand why a sales search, a finance search, and a People leadership search need different talent maps and assessment approaches.
• You have turned changing business demand into a hiring plan, made difficult capacity trade-offs, and held yourself accountable for delivery.
• You can show how you earned trust with senior leaders, challenged a flawed assumption, and helped them make a better talent decision.
• You can move between strategy and detail: diagnosing a funnel problem, improving a search, coaching a TAP, and explaining a portfolio decision to an executive audience.
• You are fluent in ATS platforms, sourcing tools, recruiting data, and practical uses of AI. You know how to evaluate whether a workflow actually improves quality, capacity, or the candidate experience.
• You enjoy building in a changing environment and making the work clearer for the people around you.

Helpful, but not required: familiarity with Ashby; experience supporting multiple business lines or scaling a TA team through significant growth. We care about the scope you have owned and the evidence of your work; a particular company logo or degree is not a requirement.

Our Benefits

In addition, for salaried positions you would also be eligible for:

• Medical, Dental, and Vision plans
• Flexible Spending/Health Savings Accounts
• Flexible PTO
• 401(k) + Company Match
• Life Insurance, Pet insurance, and more

Our Company

We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.

Sound like a good fit? We’d love to meet you.