Team Lead, Business Recruiting

1 in 4 people in the US have a treatable mental health condition, but most providers don't accept insurance, making therapy too expensive for most people. Headway’s mission is to fix this by building a new mental healthcare system everyone can access. We started by solving the biggest barrier to care: insurance. The admin work - credentialing, claims, payment reconciliation - is a nightmare. We've automated that.

But we're going further. Over 75,000 providers across all 50 states run their practice on our software, serving over 1 million patients. We are building the best tools for therapists to run their entire practice, reimagining the experience of finding a therapist, and investing in the platform foundations to enable this at scale. We aren't just a billing layer; we are becoming the platform where care actually happens.

We're a Series D company with $325M+ in funding (a16z, Accel, Spark Capital, etc.), looking for exceptional people to help us achieve this mission. We want your time here to be the most meaningful experience of your career. Join us, and help change mental healthcare for the better.

About the Role

We're hiring a Team Lead, Business Recruiting to lead a team of 6–7 recruiters supporting our revenue functions, including Provider Sales and Care Partnerships.

Hiring for these teams ranges from high-volume sales roles to more consultative, relationship-driven roles in partnerships. Volume shifts as the business grows, so this role requires strong planning, close tracking of results, and the ability to adjust quickly.

This is a player-coach role. You'll manage and develop your team, carry your own reqs, and serve as the primary recruiting partner to revenue leaders. You'll own hiring plans, forecasting, funnel performance, and day-to-day operations for the team.

This role is remote-flexible, with a preference for candidates based in New York City or Philadelphia.

• Manage a team of 6–7 recruiters responsible for both high volume and longer-cycle GTM/Sales hiring. Set clear goals, run a consistent weekly operating rhythm, give regular feedback.

• Build hiring plans from business targets, forecast capacity, track progress weekly, and adjust plans as volume and priorities change.

• Manage the team against clear metrics, use data to coach and develop your team, improve hiring efficiencies and outputs

• Partner closely with stakeholders across revenue functions. You'll provide regular updates, flag risks early, and use data to guide decisions about hiring plans and processes.

• Adjust recruiting strategy to the role, from high-volume sales hiring to targeted searches for consultative partnership roles. Identify bottlenecks and improve processes so the team can hire faster and more efficiently as we scale.

• Oversee daily operations for the team, including req assignments, interview consistency, hiring manager calibration, ATS data hygeine

• Carry your own partial req load

You'd Be a Great Fit If…

• You have 6+ years of full-cycle recruiting experience, including significant experience hiring for sales or go-to-market teams.

• You've recruited in both high-volume and more consultative settings, and know how to adjust your approach for each.

• You have at least 12 months of experience managing recruiters, including setting goals, giving direct feedback, and managing performance. Player-coach experience counts.

• You're comfortable with recruiting data. You understand funnel math, track metrics closely, and use them to make decisions and inform stakeholders.

• You can turn a hiring target into a realistic plan, and you raise concerns early when a plan is at risk.

• You write and speak clearly and concisely. You keep stakeholders updated without being asked and follow through on commitments.

• You build strong working relationships with business leaders, including when you need to push back or reset expectations.

• You bring structure to your work and build processes that produce consistent results.

• You work well in a fast-paced environment with high expectations and changing priorities.

We believe a team's strength is in its people, and we cannot achieve this mission without a team that reflects the diversity of this problem – across race, ethnicity, gender, sexuality, age, national origin, religion, family status, disability, military status, and experience. Headway is committed to the full inclusion of all qualified individuals. As part of this commitment, Headway will ensure that persons with disabilities are provided with reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or receive other benefits and privileges of employment, please inform the recruiter when they contact you to schedule your interview.

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A notice to Headway applicants: To protect yourself against phishing and recruitment fraud, please note that Headway only accepts applications through our official careers page at Headway will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. All official communication will come from a @findheadway.com email address. If you are contacted by someone claiming to be from Headway via an unofficial channel, please do not share any information and report it as spam.