Daymark Health is a value-based oncology company redefining the cancer care experience for patients, providers, and health plans. Daymark’s comprehensive, personalized cancer care platform empowers patients with dedicated care navigation, symptom-focused support, behavioral health care, and social resources. Combined with evidence-based health interventions and a hybrid in-person + virtual care model, Daymark is improving the overall cancer experience for patients, providers, and health plans – and setting a new standard in cancer care.
Daymark’s groundbreaking approach is led by CEO Dr. Justin Bekelman, a pioneer in transforming cancer care, alongside some of the nation’s foremost leaders in oncology and value-based care. Daymark Health is backed by Maverick Ventures, Yosemite, Oncology Ventures, Healthier Capital, Blue Venture Fund, and Healthcare Foundry.
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ABOUT THE ROLE
Over the next several quarters Daymark plans to more than triple in size, growing from approximately 50 people to 150-200 as we launch new markets and build out the corporate team that supports them. This role will be critical to the success of our new market launches and is an opportunity to be a key strategic leader in this exciting phase of our growth.
As Director of Recruiting, you will own the talent strategy for Daymark and the team that executes it. You will build and lead a small, high-caliber recruiting function, starting with a Clinical Recruiter and coordinator support, while remaining deeply hands-on yourself. You will partner with our Senior Manager of People Operations and executive team on workforce planning, translate our market launch timelines into hiring plans that actually hold, and personally run our most critical corporate and leadership searches.
Recruiting at Daymark is unusual. We hire niche roles that require specific profiles and backgrounds in oncology and value-based care, and we hire them in markets where we do not yet have a brand. You will be a business partner and consultant to our senior leadership team, not an order taker.
After the first 60 days you will:
- Own the hiring plan. You will build a single source of truth for headcount across clinical and corporate, tied to our market launch dates and our financial plan. You will know exactly what we are hiring, by when, who owns each role, and where the risk sits. You will bring that view to leadership on a regular cadence.
- Get up to speed on the business, team, tools, and templates. You will learn our recruiting philosophy (outcomes-based structured interviews) and our stack, and you will assess where our process holds up at 3x volume and where it breaks. You will get to know our hiring managers and leadership team, and you will earn their trust by running searches yourself.
- Diagnose and stabilize the funnel. You will identify the roles most at risk of missing our launch timelines and personally intervene, whether that means rewriting the role, rebuilding the sourcing strategy, or changing how we are selling the opportunity.
- Build the market entry playbook. You will work with clinical and market leadership to map the oncology, value-based care, and health system talent landscape to new markets so that we can move quickly and credibly in geographies where Daymark is a new name.
- Working with the broader team, and talent consultants to make sure that we are market-ready for launch, driving the day-to-day of our consultants and ensuring hires are happening across the board.
By the end of 2026 and into the first two quarters of 2027 you will have:
- Delivered the plan. Daymark has hired the clinical and corporate talent needed to operate our new markets, on time and at the quality bar we set. Hiring managers and candidates alike have had an outstanding experience.
- Built the team. You have hired, onboarded, and developed a Clinical Recruiter and coordinator support, and you have a clear view of what the function needs to look like at 200 people and beyond.
- Owned recruiting operations. You have a reporting layer that leadership actually uses, an ATS (Greenhouse) configured for the volume we are running, and defined SLAs, scorecards, and interview kits across every high-volume role.
- Raised the bar on how we interview. You have trained our hiring managers and interviewers on structured, outcomes-based interviewing, and the quality of our hiring decisions has measurably improved as a result.
- Have begun to build our employer brand. Daymark is known as a destination for clinicians and operators who want to change cancer care, with an employer brand and candidate experience that reflects who we actually are.
WHAT WE ARE LOOKING FOR
- Expertise. You have 8+ years of full-cycle recruiting experience with at least 2-3 years leading a team, ideally inside a high-growth, venture-backed healthcare or tech-enabled services organization. You have personally owned a hiring plan through a period of rapid scale (roughly 50 to 150+), and you have hired both clinical talent (NPs, RNs, Social Workers, Community Health Workers, Medical Assistants) and corporate talent across operations, tech, and G&A. Multi-market or new-market launch experience is a strong plus, as is familiarity with value-based care, oncology, or provider-side healthcare delivery.
- Comfort with ambiguity. You have a proven track record of success within scaling businesses, fast-paced environments, and startups. You understand that rapid changes to the business, strategy, organization, and priorities is par for the course.
- Player/coach. You have built and developed a recruiting team, and you are equally willing to open the ATS and source a slate yourself. At our size, the Director of Recruiting is still carrying a req load, and you want it that way.
- Systems thinker. You have built recruiting operations from the ground up: ATS architecture (Greenhouse preferred), interview kits, scorecards, reporting, and vendor strategy. You know which processes to standardize and which to leave flexible.
- Commercial judgment. You partner comfortably with Finance and executive leadership on workforce planning, compensation benchmarking, and the trade-offs between speed, cost, and quality. You can tell a hiring manager no, and explain why in a way that strengthens the relationship.
- A closer. You can articulate a mission-driven story to a skeptical clinician or executive and bring them across the line, in markets where they have never heard of us.
- Mission oriented. You care deeply about our mission to provide care for the physical, emotional, and everyday realities of cancer for every patient.
Additional Information
The expected compensation for this role is $150,000 to $180,000 annually, depending on location & experience.
This role is fully remote in the USA.
