GM - Relief to Hire
Roo
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Benefits offered by this job
Job summary
Roo Veterinary is hiring a General Manager to run the Relief-to-Hire business, turning relief work into full-time hires. You will own the P&L, lead a placement team, and partner with product, engineering, and marketing to drive hiring outcomes across hospitals.
You will design pricing, set strategic priorities, and scale the Relie-to-Hire product to become the default way practices hire, with remote-first operations and hybrid options in SF.
Qualifications
- Placement P&L ownership in staffing or hiring-marketplace business.
- Buying and selling to recruiters or building for them in a jobs marketplace.
- Fluent in fees, guarantees, installments, lookbacks, cash cycle.
- Read a funnel step by step, identify bottlenecks, prioritize constraints.
- Write strategy with evidence and contingencies.
- Explain business strategy to a board audience with numbers.
- Move funnel with product, lifecycle and automation before headcount.
- Experience leading cross-functional teams and driving outcomes.
- Hire top talent and manage underperformance.
- Exercise prudent risk assessment and involve counsel for worst-case scenarios.
- Look for AI leverage across the business and own the output.
- Demonstrate high agency and coachability.
- Veterinary or healthcare staffing experience is a plus.
Responsibilities
- Own Relief-to-Hire revenue and contribution margin against plan.
- Write the business strategy and scorecard for funnel metrics.
- Allocate budget and headcount by ROI, prioritizing product/automation.
- Design pricing and terms; manage cash cycle from agreement to collection.
- Define and own the Relief-to-Hire category with Marketing.
- Set product priorities for hiring flow and recruiter tools.
- Partner with Enterprise/Ind Hospitals on shared supply and pricing.
- Build and lead the placement team and measure closed hires and cash collected.
Skills
Tools
Job description
What We Do
We’re on a mission to empower animal healthcare professionals with opportunities to earn more and achieve greater flexibility in their careers and personal lives.
Powered by groundbreaking technology, Roo has built the industry-leading veterinary staffing platform, connecting Veterinarians, Technicians, and Assistants with animal hospitals for relief work and hiring opportunities. Roo empowers the largest network of over 20,000 veterinary professionals to help more than 9,000 animal hospitals provide quality care to more pets.
Together, we’ve provided more than 3 million hours of healthcare, helping Veterinarians earn more than $200 million.
Roo Veterinary is building the modern labor marketplace and operating system for veterinary care. We help hospitals reliably staff shifts and access great veterinary professionals, so care happens when it's needed, without burning out teams.
We're hiring a General Manager to run Relief-to-Hire, the business that turns relief work on Roo into full-time hires. Hospitals book relief veterinarians and technicians on Roo every day, and some of those shifts turn into job offers. Relief-to-Hire makes that a product: hospitals try before they hire and pay a placement fee only when a hire happens. Reporting directly to the CEO and serving as a member of the management team, you'll own the Relief-to-Hire P&L (placement revenue, contribution margin, and the investment decisions behind them) and be accountable for making Roo the way veterinary practices hire, instead of a job ad or a recruiter.
Relief-to-Hire is an established, growing business: hundreds of hospitals have hired through it, and it has grown every year alongside the relief marketplace it's built on. Until now it has been run by a cross-functional squad rather than a dedicated owner; in January 2027 it becomes its own business unit with a P&L, a budget and a GM. You'll lead a small placement team directly, set priorities for a dedicated product manager and growth analyst, and get much of your leverage from design, engineering, lifecycle marketing and data partners you don't manage. The core of the job: generate hiring intent, use product and automation to turn one-sided interest into mutual interest, and focus people on closing hires.
- Own Relief-to-Hire revenue and contribution margin against plan, and set a plan that beats the business's momentum when the evidence supports it.
- Write the business strategy and the scorecard behind it: the funnel from relief relationships to hand-raises, mutual interest, closed placements and average fee, with one owner per metric.
- Allocate budget and headcount by ROI: invest in product and automation before people, and put people where a human closes the hire.
- Design pricing and terms as one system (placement fee, guarantee, payment plans, enterprise caps and lookbacks) and manage the cash cycle from agreement through invoice and collection.
- Define and own the Relief-to-Hire category with Marketing, so "try before you hire" becomes the default way a practice hires and the term points to Roo.
- Set product priorities for the hiring flow, the recruiter tool and lifecycle campaigns with your product manager and designer; build what only Relief-to-Hire needs and partner with the platform team on shared infrastructure.
- Partner with the Enterprise, Independent Hospitals, Veterinary and Technician GMs on shared supply: agree how placements are credited and what they cost, and make Relief-to-Hire easy for their teams to sell.
- Build and lead the placement team: hire to a high bar, measure and pay on closed hires and cash collected, act on underperformance early, and develop the people who hold hospital relationships.
In your first year, you will:
- Grow placement revenue above plan, with contribution margin inside the guardrail agreed with Finance.
- Grow Relief-to-Hire faster than the relief marketplace it's built on.
- Build a team and operating rhythm that run the business week to week without you in the room.
- Make Relief-to-Hire the recognized way practices hire: when a practice manager or an AI answer engine explains it, they name Roo.
- Placement P&L ownership: you've owned a P&L at a staffing, recruiting or hiring-marketplace business and made real trade-offs to hit the number.
- Hiring fluency: you know how recruiters think and are measured, how practice owners and talent teams hire, and how people decide to take their next job. You've sold to recruiters or built for them, ideally on a jobs marketplace.
- Placement economics: fluent in fees, guarantees, installments, lookbacks, the cash cycle and cost per placement.
- Marketplace judgment: you read a funnel step by step, find the binding constraint, and put effort there rather than on more volume.
- Point of view: you write strategy down with real choices, the evidence behind them, and a view of how you could be wrong.
- Board altitude: you can explain the business to a board audience — strategy, results, and the decisions behind them — in a few sentences, with numbers you'd defend.
- Product and data rigor: you move a funnel with product, lifecycle and automation before headcount, and you insist on one definition per metric and a holdout before a launch.
- Cross-functional leadership: a record of getting work done through people you don't manage and making peer leaders more successful.
- Team builder: you hire people better than yourself, act on underperformance quickly, and own people problems rather than handing them off.
- Judgment on risk: you slow down for decisions that can't be undone and bring in counsel for the worst case, not a yes or no.
- AI fluency: you look for AI leverage everywhere in the business and own the output.
- High agency and coachability: you act before you have the title, know the limits of your expertise, and treat feedback as a pattern to work on.
- Veterinary or healthcare staffing experience is a plus, not a requirement.
While we are a remote first company, if you are based in San Francisco this will be a hybrid role.
Exact compensation may vary based on skills, experience, and location.
$200,000 - $275,000 USD
$180,000 - $250,000 USD
$170,000 - $235,000 USD
Tier 4 Pay Range (examples: Minneapolis, Miami, Atlanta, Phoenix, Orlando, Las Vegas, Salt Lake City)
$160,000 - $220,000 USD
Tier 5 Pay Range (examples: Madison, Birmingham, San Antonio, Spokane, Toronto)
$150,000 - $205,000 USD
Core Values
Our Core Values are what shape us as an organization and we're looking for people who exhibit the same values in their professional life; Bias to Urgency, Drive Measurable Impact, Seek Understanding, Solve Customer Problems and Have Fun!
What to expect from working at Roo!
Located in the US:
- Accelerated growth & learning potential.
- Stipends for home office setup, continuing education, and monthly wellness.
- Comprehensive health benefits to fit your needs with base medical plan covered at 100% with optional premium buy up plans.
- 401K
- Unlimited Paid Time Off.
- Paid Maternity/Paternity and reproductive care leave.
- Gifts on your birthday & anniversary.
- Opportunity for domestic travel, including for regional team building events.
Located in Canada:
- Accelerated growth & learning potential.
- Stipends for home office setup, continuing education, and monthly wellness.
- Comprehensive health benefits offered through Rippling EOR.
- Registered Retirement Savings Plans (RRSPs) and Tax-Free Savings Accounts (TFSAs) through Wealthsimple.
- Unlimited Paid Time Off.
- Paid Maternity/Paternity and reproductive care leave.
- Gifts on your birthday & anniversary.
- Opportunity for domestic travel, including for regional team building events.
Overall, you would be part of a mission-driven company that will significantly empower the lives of all veterinary professionals and the health of the overall animal industry that seeks massive innovation.
We have diverse, passionate & driven team members from a variety of backgrounds, and Roo is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. We are committed to creating an inclusive environment for all employees and candidates. We understand that your individual experience may not check every box but we still encourage you to apply even if you are not confident in every expectation listed.
We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process.
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For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.
As set forth in Roo’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:
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A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
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