Vice President of Talent Acquisition

DocGo•New York City, NY

1d•Onsite

About The Position

DocGo is leading the proactive healthcare revolution with an innovative care delivery platform that includes mobile health services, population health, remote patient monitoring, and ambulance services. DocGo disrupts the traditional four-wall healthcare system by providing high quality, highly affordable care to patients where and when they need it. DocGo's proprietary, AI-powered technology, logistics network, and dedicated field staff of over 5,000 certified health professionals elevate the quality of patient care and drive efficiencies for municipalities, hospital networks, and health insurance providers. With Mobile Health, DocGo empowers the full promise and potential of telehealth by facilitating healthcare treatment, in tandem with a remote physician, in the comfort of a patient's home or workplace. Together with DocGo's integrated Ambulnz medical transport services, DocGo is bridging the gap between physical and virtual care . The Vice President, Talent Acquisition (TA) serves as DocGo’s strategic and operational leader for all recruitment functions across the U.S. and UK, with a critical focus on our Medical Transport Division and Mobile Health operations. This role drives the full talent acquisition lifecycle, workforce planning strategy, recruitment marketing, sourcing innovation, and TA process excellence for a high-growth, public healthcare technology and EMS organization. You will partner closely with executive leadership, market leaders, operations, People Operations, Finance, and our clinical workforce to aggressively source, attract, and hire top-tier healthcare and EMS talent—including EMTs, Paramedics, Dispatchers, FTOs, Vehicle Operators, clinical leaders, administrative support roles, and critical leadership positions. This role requires regular business travel (25–50%) to DocGo markets, hiring events, leadership meetings, and field operations to deeply understand workforce needs and drive on-the-ground talent outcomes. During your employment, you will devote your best efforts to advancing DocGo’s central recruiting engine, building scalable systems, enhancing hiring velocity, strengthening brand visibility, and driving recruitment & retention strategies that support DocGo’s rapid growth.

Requirements

Minimum 10 years of management experience in Talent Acquisition with increasing leadership responsibility.
Minimum 8 years of full-cycle recruiting experience , preferably in healthcare, EMS, or medical transport environments.
Demonstrated success leading high-volume, multi-state clinical and EMS recruiting operations.
Proven expertise attracting talent for hourly, temp/contract, clinical, and leadership roles.
Experience leveraging advanced ATS platforms— Workday strongly preferred .
Demonstrated ability to analyze and interpret operational and financial data to inform recruiting strategy.
Strong background leading recruitment acceleration, sourcing innovation, multi-market hiring strategies, and retention-focused talent initiatives.
Experience thriving in fast-paced, rapidly evolving environments undergoing scaling, operational changes, or organizational restructuring.
Strong leadership, mentorship, and talent development capabilities.
Advanced sourcing skills including active outbound recruiting, poaching strategies, and competitor engagement.
Exceptional communication, presentation, and stakeholder management skills.
Highly data-driven with ability to translate analytics into strategic action.
Strong project management, prioritization, and deadline-driven execution skills.
Ability to build trusting relationships and influence senior leadership.
Strong understanding of EMS roles, licensure, compliance, shift structure, operational workflows, and workforce economics.
Bachelor’s degree in Human Resources , Organizational Development, Business Administration, or related field .

Nice To Haves

Prior leadership within a mid- to large-scale healthcare, EMS, or technology organization strongly preferred.
Master’s degree preferred.
SHRM-CP or SHRM-SCP preferred.

Responsibilities

Strategic Leadership & Organizational Partnership Serve as DocGo’s enterprise-wide leader for all talent acquisition functions, ensuring a centralized, scalable, and compliant TA model that meets the needs of a public company.
Lead national TA operations with a strong focus on the medical transport division; develop deep subject-matter expertise in EMS staffing models, field operations, shift patterns, certifications, licensure, and market competitiveness.
Partner with the CEO, CFO, COO, SVP People, market leadership, and cross-functional executives to design and deliver annual and long-term recruitment strategies aligned to business growth and margin objectives .
Collaborate with Operations leadership to execute field performance management initiatives that tie talent outcomes to retention, rewards, recognition, and workforce stability.
Serve as a strategic advisor to senior leadership by providing insights into candidate pipelines, hiring velocity, market conditions, wage competitiveness, and sourcing strategies.
Team Leadership & Development Gr ow, lead, and develop a high-performing, centralized TA team including Recruiters, Talent Acquisition Specialists, TA Manager s, an d Source rs
Mentor and develop team members at all levels, ensuring strong business acumen, consultative partnership skills, EMS-specific recruiting knowledge, and performance accountability.
Build a specialized sourcing team focused on pipeline generation, poaching strategies, competitor engagement, nontraditional talent streams, and high-volume clinical recruitment.
Talent Strategy, Workforce Planning & Execution Own the full talent acquisition lifecycle and drive innovative recruiting strategies to support large-scale hiring for EMS, medical transport, mobile health, administrative support, and leadership positions.
Lead creation and deployment of aggressive sourcing strategies including poaching/competitor outreach, targeted EMS talent campaigns, social media recruiting, referral and brand ambassador programs, and community pipelines.
Partner with Operations on reducing dependency on subcontracting/external staffing by improving DocGo’s internal recruitment velocity and fill rate.
Lead workforce planning, staffing runway modeling, and “Code Red” recruitment acceleration strategies to meet surge hiring demands and business growth needs.
Work with People Analytics to build predictive hiring dashboards, pipeline conversion reports, hiring velocity measurements, cost-per-hire analyses, sourcing channel performance, wage competitiveness data, and turnover indicators.
Collaborate with Finance to align recruitment decisions with SG&A targets, margin goals, and ROI expectations.
Process Optimization, Tools & Systems Leadership Oversee and optimize our Workday ATS functionality, integrations, reporting, recruiter workflows, and hiring manager experience.
Drive TA process improvements that enhance speed-to-hire, compliance, data integrity, and scalability across U.S. and UK markets.
Establish consistent national standards for candidate experience, screening, evaluations, and hiring manager engagement.
Own TA policies, toolkits, SOPs, and compliance requirements to ensure operational excellence and audit readiness.
Recruitment Marketing, Branding & Community Engagement Oversee recruitment marketing, employer branding, and social media strategy to enhance DocGo’s visibility as a top EMS/healthcare employer.
Lead branding initiatives for EMS recruitment, workforce reduction strategies, brand ambassador programs, hiring events, and pipelines through community colleges, training institutions, military transition programs, and EMS academies.
Partner with Marketing to strengthen DocGo’s talent value proposition and amplify digital media and field engagement campaigns.
Build relationships with external agencies, educational institutions, EMS academies, and professional associations to create recurring talent pipelines.
Executive & Sensitive Hiring Personally oversee recruiting for senior-level, critical, or confidential roles, ensuring alignment with leadership expectations and business timelines.
Data Analytics & Reporting Provide executive reporting on hiring trends, turnover analysis, cost-per-hire, fill time, quality-of-hire, shift coverage impacts, and talent risks.
Translate complex data into actionable talent strategies for leadership and market operators.
Budget & Vendor Management Oversee departmental budget, recruitment spend , external vendor relationships, job board usage, agency partnerships, and staffing optimization initiatives.
Travel Requirement Regular business travel of 25–50% to DocGo markets, hiring events, leadership summits, academies, and field operations.
Other Responsibilities Perform all other related duties as assigned in support of DocGo’s People strategy and business needs.