Clinical Quality Manager

Job Description

Job Description

Prosper Health is on a mission to make life happier and healthier for autistic and neurodivergent adults.

Despite autism diagnoses increasing more than 5x in the past 25 years, autistic adults have been systematically overlooked. This has led to extremely poor outcomes, including high rates of co-occurring mental health conditions and a lower life expectancy. Prosper is here to change that.

We deliver specialized mental health services for autistic adults, covered by insurance. We've helped tens of thousands of people receive an autism diagnosis for the first time, work with neurodivergent-affirming therapists, and find belonging through community. Our outcomes meaningfully outperform traditional care for autistic adults, with substantially greater improvements in mood, anxiety, and quality of life.

Prosper is growing 3x year over year and are at mid-double-digit millions in run-rate revenue, with thousands of active clients and 400+ clinicians. We're a high-ownership, mission-driven team, building something that has never existed for autistic and neurodivergent adults.

About the Role

We're hiring a Clinical Quality Manager to own the clinician improvement loop for one of Prosper's two core clinical functions: therapy or psychological assessment. This is a dedicated owner role for clinician performance management, quality programming, and clinical lead management as we scale from 400 to 1,000+ clinicians over the next 12 months.

Prosper has built strong foundations in clinical quality: a measurement infrastructure that tracks the metrics that matter (retention, outcomes, documentation), a clear root-cause hypothesis for where clinicians need to grow, and the early programs to support that growth. What we need now is operational ownership: someone who can run these programs day-to-day, support our clinical leads, and help clinical leadership know where to prioritize next

You'll report into the Clinical Strategy & Operations Lead for your function (therapy or psychology) and partner closely with clinical leadership. You'll own clinician performance management, manage the clinical leads, run quality initiatives end-to-end, and serve as the operational bridge between clinical strategy and clinician-facing execution.

This role requires a clinician who has moved into operations, or a strong operator with the clinical depth to be credible to a clinician audience. You'll be the person clinical leads turn to when they're stuck on a hard case, and the person leadership trusts to translate quality strategy into programs that actually run.

You Will

• Own clinician performance management. Run the clinician performance program day-to-day - communications, refinements, and tracking against core metrics (retention, outcomes, documentation)
• Manage the clinical leads. Serve as their direct manager and primary point of accountability; own selection, hiring, and training of new leads; calibrate the quality of their coaching through shadowing and live observation.
• Handle escalations. Own clinician complaints end-to-end and serve as the clinical point of contact for cross-functional escalations involving clinician conduct or quality.
• Run quality programs and report on clinical outcomes. Own the monthly view of clinical quality metrics, diagnose trends, and drive solutions; own the Autism competency retraining program end-to-end and support the design and launch of future initiatives (rupture recovery, note review, treatment plan review).
• Support cross-functional rollouts. Partner with Strategy & Operations on clinician-facing product rollouts: communications, adoption tracking, and feedback synthesis.

About You

• Clinical background: Master's degree or higher in a clinical field, with 5+ years of post-licensure experience providing assessment or therapy as an independently licensed clinician (LPC, LCSW, LMHC, PhD, PsyD, or equivalent)
• Startup operations experience: 2+ years in an operations, program management, or similar execution-heavy role at a fast-paced startup
• People management: 2+ years as a lead, supervisor, or manager with direct responsibility for the performance and development of a team (clinical or otherwise)
• Project management: Can scope a new initiative, build a timeline, coordinate across stakeholders, and drive it to launch without being closely managed
• Data fluency: Able to interpret and synthesize data from dashboards and translate it into program improvements; proficient in Excel/Google Sheets and PowerPoint/Google Slides
• Communication: Strong written and verbal communication across audiences (clinicians, leadership, cross-functional partners)
• Execution orientation: Owns work fully, follows through completely, and defaults to building repeatable processes rather than one-off fixes
• Clinical judgment: Brings the clinical depth and sound thinking that leads rely on when navigating complex cases or ambiguous situations; trusted as a clinical peer rather than solely an operational voice

More about Prosper Health

• Our culture is a unique mix of thoughtfulness, kindess, and high-performance. We set ambitious goals and hold ourselves accountable to achieving them.
• We always ensure that we integrate perspectives from experts in our space, including clinicians and autistic self-advocates.
• Our team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Stanford, Yale, Penn, Dartmouth, Northwestern, Vanderbilt, and more.
• Here are a few of our favorite operating principles:
  • Clients first - Our job is to solve real problems for our clients. Choose what makes life better for the client, even if it's harder for us. Never lose sight of the person on the other side.
  • Find a Way - We use ingenuity, scrappiness, and determination to bend the world to accomplish our goals. We're resourceful and do more with less.
  • Raise the Bar - We grow deliberately, by asking how things can improve and by giving and seeking feedback. We insist on the highest standards and keep pushing them higher.
  • Be a Good Person - Be kind, be honest, and make it fun to work here. Tell the truth even when it's uncomfortable. Treat people with respect and go out of your way to do nice things for your teammates.