Director of Business Recruiting

OpenLoop Health•Des Moines, IA

About The Position

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.

Requirements

Led and developed an in-house TA team and can explain how your coaching, staffing, and performance decisions improved the team’s work.
Owned a hiring portfolio spanning commercial roles and corporate functions. Understand why a sales search, a finance search, and a People leadership search need different talent maps and assessment approaches.
Turned changing business demand into a hiring plan, made difficult capacity trade-offs, and held yourself accountable for delivery.
Earned trust with senior leaders, challenged a flawed assumption, and helped them make a better talent decision.
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.
Fluent in ATS platforms, sourcing tools, recruiting data, and practical uses of AI. Know how to evaluate whether a workflow actually improves quality, capacity, or the candidate experience.
Enjoy building in a changing environment and making the work clearer for the people around you.

Nice To Haves

Familiarity with Ashby
Experience supporting multiple business lines or scaling a TA team through significant growth

Responsibilities

Develop a hiring plan in partnership 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.
Set the strategy for Commercial and G&A hiring portfolios, allocate capacity, track progress, and adjust as needed. Ensure roles are approved, well scoped, and ready to launch through the agreed approval process.
Hire, manage, coach, and develop Talent Acquisition Partners (TAPs) and TA leaders. Set clear expectations, give actionable feedback, address performance issues, and build the judgment and skill needed for increasingly complex work.
Establish clear assessment criteria, thoughtful interview plans, strong calibration, timely feedback, and credible candidate communication to improve hiring decisions and candidate experiences. Move quickly while protecting the hiring bar.
Bring market intelligence, compensation insights, and a clear point of view to partnerships with senior leaders. Challenge assumptions about role scope, talent availability, and timing; partner with HRBPs on organization design and with Total Rewards on competitive, consistent offers.
Utilize 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.
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.
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.