VP, Business Operations

Daybreak Health; United States; Remote; USD 165,000 - 200,000; Full time

Benefits offered by this job

Generous equity package

Medical, dental, and vision coverage

401(k)

Flexible and unlimited time off

Fully remote work from anywhere in the

Job summary

Daybreak Health seeks a GM-level leader to own workforce management for our clinician channel, ensuring capacity, retention, utilization, and credentialing throughput drive revenue and margin.

You'll collaborate across Clinical, Recruiting, Credentialing, Ops, Finance, Product, and GTM, translating data into actionable guidance for executives while building scalable, repeatable systems that reduce manual work.

Qualifications

• Forecasting supply and demand for a distributed or contract workforce.
• Direct accountability for measurable outcomes like revenue, gross margin, retention, utilization, or cost.
• Strong analytical fluency: investigate performance, spot trends, and act on data.
• Business and financial acumen: understand revenue impact and unit economics.
• Ability to influence without authority among cross-functional stakeholders.
• Self-directed prioritization across multiple workflows.
• Experience turning messy work into repeatable, documented systems.
• Experience using AI as an operational tool for analysis, automation, and process improvement.
• Willingness to dive into dashboards and test processes hands-on.
• Strong executive communication with clear recommendations and tradeoffs.

Responsibilities

• Workforce management: clinician capacity planning, retention, utilization, and credentialing throughput.
• Translate workforce performance into gross margin and unit economics impact.
• Perform analytics to identify drivers and root causes of performance.
• Turn forecasts into clear recommendations for Clinical, Recruiting, Credentialing, Ops, Finance, Product, and GTM.
• Partner with Clinical leadership on workflow and SLAs; ensure clinical judgment remains with Clinical.
• Continuously optimize to improve access, utilization, retention, cost efficiency, margin, and scalability.

Skills

Workforce planning

Operational program ownership

Analytical fluency

Business acumen

Influence without authority

Prioritization

Process automation

AI in operations

Hands-on

Executive communication

Tools

SQL

Google Apps Script

Looker

Workflow automation

Job description

This role owns workforce management for our largest revenue channel: clinician capacity, retention, utilization, and credentialing throughput. Revenue and gross margin are the outcomes you are accountable for. The day-to-day job is building and running the systems that get us enough clinicians, seeing enough sessions, at the right cost.

We are scaling this channel fast while holding the line on margin, and we need someone who owns it full time and can turn chaos into a repeatable system. Think GM-level ownership. You will work across Clinical, Recruiting and Credentialing, Operations, Finance, Product and Engineering, and Go-to-Market. You will manage stakeholders who do not report to you, present directly to executives, and have clear line of sight into the revenue and cost you move.

What you'll own

• Workforce management. Clinician capacity planning, retention, utilization, and credentialing throughput. This is the core of the job.
• Gross margin and unit economics. Translating workforce performance into cost and margin impact, and making the tradeoffs visible.
• Performance analytics and root-cause work. Digging into operational and financial data yourself to find where performance is moving, what is driving it, and what to do about it.
• Cross-functional performance management. Turning data and forecasts into clear recommendations and priorities for Clinical, Recruiting and Credentialing, Ops, Finance, Product, and GTM, then partnering with the leaders who own execution inside those teams.
• Clinical review operations. The workflows, throughput, SLAs, and dependencies that shape program performance, in partnership with Clinical leadership. Clinical judgment and quality stay with Clinical.
• Continuous optimization. Finding ways to improve access, utilization, retention, cost efficiency, margin, and scalability inside the program we already run.

What we're looking for

• Workforce or capacity planning experience. Forecasting supply and demand, managing a distributed or contract workforce, or scaling a service delivery team. This is the core skill we are hiring for.
• Ownership of complex operational programs with direct accountability for measurable outcomes like revenue, gross margin, retention, utilization, or cost.
• Strong analytical fluency. You investigate performance on your own, spot trends and root causes, and turn data into action instead of waiting on an analytics team to hand you the insight.
• Business and financial acumen. You understand how operational decisions land in revenue, unit economics, and gross margin.
• Comfort influencing without authority. Stakeholders will not report to you, and they will not always agree with your timeline.
• Self-directed prioritization. You will own a backlog across several workflows and decide what deserves attention when everything feels urgent.
• A track record of turning messy, one-off work into documented, repeatable systems.
• Real use of AI as an operational tool for analysis, automation, process improvement, and cutting manual work. We want someone who goes looking for these opportunities, not just someone who is comfortable using AI when asked.
• Willingness to get hands-on. Digging into dashboards, chasing down individual cases, reconciling conflicting data, building a lightweight fix, or testing a process yourself.
• Strong executive communication. You can turn a complicated operational finding into a clear recommendation with the tradeoffs spelled out.

Nice to have

• SQL, Google Apps Script, Looker or similar BI tools, workflow automation, or building lightweight internal tools.
• Telehealth, behavioral health, K-12, health plan partnerships, or another operationally complex healthcare environment.

What success looks like

• The workforce supporting this channel (clinicians and sessions) scales roughly 4x over your first 12 months.
• Core KPIs are hit: clinicians hired, clinicians onboarded, slots available, sessions attended, and clinical outcomes (PHQ-9 and GAD-7 improvement). Outcomes matter more every quarter as we move further into value-based contracts where they drive reimbursement.
• Revenue and gross margin goals for the channel are met, with clear visibility into which KPIs are driving the result.
• Capacity is planned ahead. Future supply and demand gaps surface early enough for Recruiting, Credentialing, Clinical, and Ops to act.
• Clinician utilization, retention, and workforce mix support both client access and healthy program economics.
• Performance problems show up in the data before they become fire drills, with a root cause and a recovery plan attached.
• Manual workflows keep getting simpler or automated.
• Partner teams trust you to represent their interests, surface tradeoffs, and drive a decision when priorities compete.
• Executives have a clear read on program performance, risk, financial impact, and what is being done about it.

Compensation and benefits

• Compensation up to 200k
• Generous equity package
• Medical, dental, and vision coverage, with Daybreak covering a significant share of premiums for employees and dependents.
• 401(k)
• Flexible and unlimited time off, company holidays, and quarterly mental health days
• Fully remote work from anywhere in the US

About Daybreak Health

Daybreak Health is building the leading digital mental health system for youth. Our mission is to create a world where every young person benefits from mental health support.

We remove the barriers that keep young people from effective care. We provide virtual and onsite behavioral health care for K-12 school districts and health plans, deliver evidence-based online therapy integrated with technology, and bring the cost of care down through funding partnerships with government agencies and health insurers. Over the next five years we plan to serve more than 25 million youth.

We're a Series B company backed by Union Square Ventures, Lightspeed, Maven Ventures, and Y Combinator.

Pay Range

$165,000 - $200,000 USD

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As set forth in Daybreak Health’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

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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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An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.