GM - Relief to Hire

Roo

9d•$150,000 - $275,000•Hybrid

About The Position

Roo Veterinary is hiring a General Manager to lead Relief-to-Hire, its business that turns relief work on Roo into full-time hires. The product lets hospitals try veterinary professionals through relief shifts and pay a placement fee only when a hire occurs. Reporting directly to the CEO and serving on the management team, the General Manager will own the business’s P&L, including placement revenue, contribution margin, and investment decisions. Relief-to-Hire is an established, growing business that will become its own business unit in January 2027, with a dedicated P&L, budget, and General Manager. The GM will directly lead a small placement team, set priorities for a dedicated product manager and growth analyst, and work with design, engineering, lifecycle marketing, and data partners. The role focuses on generating hiring intent, using product and automation to turn one-sided interest into mutual interest, and helping teams close hires. The role is remote-first. For employees based in San Francisco, it is hybrid. Compensation varies by geographic tier, from $150,000–$205,000 in Tier 5 to $200,000–$275,000 in Tier 1. The position also participates in the management bonus program.

Requirements

Experience owning a P&L at a staffing, recruiting, or hiring-marketplace business and making trade-offs to meet targets.
Strong understanding of recruiters’ work and performance measures, how practice owners and talent teams hire, and how people choose their next job; experience selling to recruiters or building products for them, ideally on a jobs marketplace.
Fluency in placement fees, guarantees, installments, lookbacks, the cash cycle, and cost per placement.
Ability to analyze a funnel step by step, identify its binding constraint, and direct effort toward it rather than simply increasing volume.
Ability to write strategy with clear choices, supporting evidence, and consideration of how the strategy could be wrong.
Ability to explain strategy, results, and decisions to a board audience concisely and with defensible numbers.
Product and data rigor, including using product, lifecycle, and automation to improve a funnel before adding headcount, defining metrics consistently, and requiring a holdout before a launch.
Track record of delivering through people outside one’s management line and helping peer leaders succeed.
Team-building ability, including hiring strong talent, acting quickly on underperformance, and taking ownership of people problems.
Sound risk judgment, including slowing down for irreversible decisions and involving counsel in worst-case scenarios.
AI fluency, with the ability to identify AI leverage across the business and own the output.
High agency and coachability, including acting before having the title, recognizing limits of expertise, and using feedback as an area for improvement.

Nice To Haves

Veterinary or healthcare staffing experience.

Responsibilities

Own Relief-to-Hire revenue and contribution margin against plan, and set a plan that exceeds the business’s momentum when evidence supports it.
Write the business strategy and scorecard for the funnel, from relief relationships through hand-raises, mutual interest, closed placements, and average fee, with one owner per metric.
Allocate budget and headcount according to ROI, investing in product and automation before people and assigning people where human involvement closes hires.
Design placement pricing and terms, including fees, guarantees, payment plans, enterprise caps, and lookbacks, and manage the cash cycle from agreement through invoicing and collection.
Define and own the Relief-to-Hire category with Marketing, establishing “try before you hire” as a default hiring approach for practices and associating the term with Roo.
Set priorities for the hiring flow, recruiter tool, and lifecycle campaigns with the product manager and designer; build Relief-to-Hire-specific features and partner with the platform team on shared infrastructure.
Partner with Enterprise, Independent Hospitals, Veterinary, and Technician GMs on shared supply, placement crediting and costs, and making Relief-to-Hire easy for their teams to sell.
Build and lead the placement team by hiring to a high bar, measuring and compensating for closed hires and cash collected, addressing underperformance early, and developing employees responsible for hospital relationships.
Deliver first-year outcomes including placement revenue growth above plan, contribution margin within Finance’s agreed guardrail, growth faster than the relief marketplace, an independently operating team and rhythm, and recognition of Roo as the way practices hire.

Benefits

Accelerated growth and learning potential.
Home office setup stipend.
Continuing education stipend.
Monthly wellness stipend.
Comprehensive health benefits; for US employees, the base medical plan is covered at 100%, with optional premium buy-up plans. Canadian employees receive health benefits through Rippling EOR.
401(k) for US employees.
Registered Retirement Savings Plans (RRSPs) and Tax-Free Savings Accounts (TFSAs) through Wealthsimple for Canadian employees.
Unlimited paid time off.
Paid maternity, paternity, and reproductive care leave.
Birthday and anniversary gifts.
Opportunity for domestic travel, including regional team-building events.
Participation in the management bonus program.