业务运营总监
Director, Business Operations
职位描述
这个职位负责我们最大的收入渠道的人力资源管理：临床医生的容量、留存率、利用率和资质审核流程。你对收入和毛利负有责任。日常工作的重点是建立并运行系统，确保有足够的临床医生，完成足够的会话，并且成本合理。
我们在快速扩展这一渠道的同时保持毛利稳定，需要一位全职负责该领域的人，能够将混乱转化为可重复的系统。你需要具备总经理级别的责任感。你将与临床、招聘和资质审核、运营、财务、产品和市场团队合作。你需要管理不向你汇报的干系人，直接向高管汇报，并清楚地看到你所推动的收入和成本。
你将负责
- 人力资源管理。临床医生的容量规划、留存率、利用率和资质审核流程。这是工作的核心。
- 毛利和单位经济。将人力资源表现转化为成本和毛利影响，并让权衡变得清晰可见。
- 绩效分析和根本原因分析。亲自深入操作和财务数据，找出绩效变化的原因，以及如何应对。
- 跨职能绩效管理。将数据和预测转化为对临床、招聘和资质审核、运营、财务、产品和市场团队的明确建议和优先事项，然后与这些团队中负责执行的领导者合作。
- 临床评审运营。与临床领导合作，优化工作流程、处理速度、服务级别协议和依赖关系，以提升项目表现。临床判断和质量由临床团队负责。
- 持续优化。在我们现有的项目中寻找提高可及性、利用率、留存率、成本效率、毛利和可扩展性的方法。
我们寻找的人选
- 人力资源或容量规划经验。预测供需，管理分布式或合同制人力资源，或扩展服务交付团队。这是我们招聘的核心技能。
- 对复杂运营项目的全面负责。对可衡量的结果（如收入、毛利、留存率、利用率或成本）有直接的责任。
- 强大的分析能力。你能够独立调查绩效，发现趋势和根本原因，并将数据转化为行动，而不是等待分析团队提供洞察。
- 商业和财务意识
查看英文原文
About the role
This role owns workforce management for our largest revenue channel: clinician capacity, retention, utilization, and credentialing throughput. Revenue and gross margin are the outcomes you are accountable for. The day-to-day job is building and running the systems that get us enough clinicians, seeing enough sessions, at the right cost.
We are scaling this channel fast while holding the line on margin, and we need someone who owns it full time and can turn chaos into a repeatable system. Think GM-level ownership. You will work across Clinical, Recruiting and Credentialing, Operations, Finance, Product and Engineering, and Go-to-Market. You will manage stakeholders who do not report to you, present directly to executives, and have clear line of sight into the revenue and cost you move.
What you'll own
- Workforce management. Clinician capacity planning, retention, utilization, and credentialing throughput. This is the core of the job.
- Gross margin and unit economics. Translating workforce performance into cost and margin impact, and making the tradeoffs visible.
- Performance analytics and root-cause work. Digging into operational and financial data yourself to find where performance is moving, what is driving it, and what to do about it.
- Cross-functional performance management. Turning data and forecasts into clear recommendations and priorities for Clinical, Recruiting and Credentialing, Ops, Finance, Product, and GTM, then partnering with the leaders who own execution inside those teams.
- Clinical review operations. The workflows, throughput, SLAs, and dependencies that shape program performance, in partnership with Clinical leadership. Clinical judgment and quality stay with Clinical.
- Continuous optimization. Finding ways to improve access, utilization, retention, cost efficiency, margin, and scalability inside the program we already run.
What we're looking for
- Workforce or capacity planning experience. Forecasting supply and demand, managing a distributed or contract workforce, or scaling a service delivery team. This is the core skill we are hiring for.
- Ownership of complex operational programs with direct accountability for measurable outcomes like revenue, gross margin, retention, utilization, or cost.
- Strong analytical fluency. You investigate performance on your own, spot trends and root causes, and turn data into action instead of waiting on an analytics team to hand you the insight.
- Business and financial acumen. You understand how operational decisions land in revenue, unit economics, and gross margin.
- Comfort influencing without authority. Stakeholders will not report to you, and they will not always agree with your timeline.
- Self-directed prioritization. You will own a backlog across several workflows and decide what deserves attention when everything feels urgent.
- A track record of turning messy, one-off work into documented, repeatable systems.
- Real use of AI as an operational tool for analysis, automation, process improvement, and cutting manual work. We want someone who goes looking for these opportunities, not just someone who is comfortable using AI when asked.
- Willingness to get hands-on. Digging into dashboards, chasing down individual cases, reconciling conflicting data, building a lightweight fix, or testing a process yourself.
- Strong executive communication. You can turn a complicated operational finding into a clear recommendation with the tradeoffs spelled out.
Nice to have
- SQL, Google Apps Script, Looker or similar BI tools, workflow automation, or building lightweight internal tools.
- Telehealth, behavioral health, K-12, health plan partnerships, or another operationally complex healthcare environment.
What success looks like
- The workforce supporting this channel (clinicians and sessions) scales roughly 4x over your first 12 months.
- Core KPIs are hit: clinicians hired, clinicians onboarded, slots available, sessions attended, and clinical outcomes (PHQ-9 and GAD-7 improvement). Outcomes matter more every quarter as we move further into value-based contracts where they drive reimbursement.
- Revenue and gross margin goals for the channel are met, with clear visibility into which KPIs are driving the result.
- Capacity is planned ahead. Future supply and demand gaps surface early enough for Recruiting, Credentialing, Clinical, and Ops to act.
- Clinician utilization, retention, and workforce mix support both client access and healthy program economics.
- Performance problems show up in the data before they become fire drills, with a root cause and a recovery plan attached.
- Manual workflows keep getting simpler or automated.
- Partner teams trust you to represent their interests, surface tradeoffs, and drive a decision when priorities compete.
- Executives have a clear read on program performance, risk, financial impact, and what is being done about it.
Compensation and benefits
- Base salary range of $165,000 - $185,000 + bonus compensation up to $15,000 per year
- Equity package
- Medical, dental, and vision coverage, with Daybreak covering a significant share of premiums for employees and dependents.
- 401(k)
- Flexible and unlimited time off, company holidays, and quarterly mental health days
- Fully remote work from anywhere in the US
About Daybreak Health
Daybreak Health is building the leading digital mental health system for youth. Our mission is to create a world where every young person benefits from mental health support.
We remove the barriers that keep young people from effective care. We provide virtual and onsite behavioral health care for K-12 school districts and health plans, deliver evidence-based online therapy integrated with technology, and bring the cost of care down through funding partnerships with government agencies and health insurers. Over the next five years we plan to serve more than 25 million youth.
We're a Series B company backed by Union Square Ventures, Lightspeed, Maven Ventures, and Y Combinator.
Pay Range
$165,000—$200,000 USD
Originally posted on Himalayas