Clinical Recruiting Manager - Remote (US)

About Clarity Pediatrics

Clarity Pediatrics is reimagining pediatric chronic care, starting with ADHD. Nearly 10% of children in the US are diagnosed with ADHD, and for parents, finding the right care can feel impossible. We're building a virtual pediatric ADHD clinic that delivers trusted, science-backed care to all families, and it's working. We have strong product-market fit, a growing patient base, and a clear path to expanding into other common chronic conditions like asthma, allergies, and obesity.

Our leadership team has deep healthcare expertise. Our CEO has led two startups to more than $100M in ARR and profitability. Our Chief Medical Officer trained at UCSF and Stanford and previously built specialty care services at Kaiser Permanente. Clarity is female-led: our CEO, Head of Engineering, and product leadership are all women building a company where diverse perspectives drive better care and better technology.

We've raised $14.5M in Series A capital from top VCs who have backed category-defining health-tech companies like One Medical, Hims, Spring Health, Cityblock, Honor, and Tia.

Every family we serve starts with a clinician we hired. As our Clinical Recruiting Manager, you'll own how Clarity finds, attracts, and hires the physicians, APPs, therapists, nurses, medical assistants, dietitians, and care team members who make our model work.

This is a player-coach role at an inflection point. Our clinical recruiting function exists, but it needs to be restructured and scaled to keep pace with patient growth. You'll carry your own hardest-to-fill searches, primarily physicians, APPs, and therapists. At the same time, you'll partner with Operations and Clinical Leadership to build a recruiting engine that can deliver high-volume hiring against forecast. You'll start with a small team and grow it, both in headcount and as a function, as Clarity scales.

• Build the Engine (Observe, Improve, and Innovate)

  • Assess today's clinical recruiting process, tools, and team, and redesign it for scale, keeping what works and fixing what doesn't.

  • Partner with Operations and Clinical Leadership to translate patient demand and growth forecasts into a clinical hiring plan by role, state, and timeline.

  • Define and monitor "flex hiring triggers," such as panel capacity, utilization, waitlist length, and new-market launches, so we hire ahead of demand rather than behind it.

  • Build flexible staffing strategies, including full-time, part-time, per diem, and contract, that let us scale up quickly without overbuilding.

  • Own recruiting analytics, including time-to-fill, pipeline health, source effectiveness, offer acceptance, and cost-per-hire, and use them to make decisions and tell the story to leadership.

• Recruit and Close (Play to Win)

  • Personally lead full-cycle searches for physicians, APPs, and therapists, from sourcing and outreach through offer and close.

  • Build durable talent pipelines across multiple states, with a working understanding of licensure and interstate compacts relevant to virtual care.

  • Develop a compelling clinician value proposition and employer brand that stands out in a highly competitive market.

  • Treat every search like it matters, because for the families on our waitlist, it does.

• Protect Quality (Patient Safety Always Comes First)

  • Hold a high bar for clinical talent. Partner with clinical leaders on interview design, clinical assessments, and hiring criteria that predict great patient care.

  • Work closely with credentialing and licensing partners so speed never comes at the expense of compliance or quality.

• Lead and Partner (Earn Trust From Everyone)

  • Hire, coach, and develop a small team of recruiters and coordinators, and build the playbooks, rhythms, and culture of a high-performing function.

  • Be a trusted advisor to hiring managers and clinical leaders. Set clear expectations, communicate candidly, and deliver on commitments.

  • Create a candidate experience that is respectful, transparent, and fast, one that makes clinicians want to join Clarity whether or not they get the offer.

• A builder: When you see a better way of doing things, your instinct is to turn ideas into action. You're scrappy, iterative, and happy to roll up your sleeves, while always thinking about how it scales.

• A clinical recruiting expert: You have 6+ years of recruiting experience, with a significant track record hiring physicians and APPs. Experience with behavioral health, pediatrics, or telehealth is a strong plus.

• A player-coach: You're an exceptional sourcer and closer, and you love teaching others how you do it. You measure your success by your team's growth, and you aim to hire people who will one day be even better than you.

• A recruiter and an operator: You're equally strong at the human side of recruiting and the systems behind it. You know how to assess clinical talent and deliver a high-touch candidate experience, and you know how to design and run programmatic hiring processes that stay consistent, fast, and high-quality at volume. You're highly organized and structured, and you build the workflows, playbooks, and cadences that let a small team perform like a big one, with a record of hitting hiring targets under pressure.

• A sourcing strategist: You build sourcing programs, not just pipelines. You balance the immediate need, filling today's critical searches, with long-term efforts like talent communities, referral programs, residency and training partnerships, and a clinician brand that compounds over time. You design the function to capture value from every candidate we meet, so a strong clinician who isn't right for today's role, state, or schedule becomes a future hire rather than a lost connection.

• Data-driven: You don't just use data; you build around it. You design processes with reporting in mind from day one, so you always know where the pipeline stands and why. You use data to sharpen attraction and sourcing, learning which channels, messages, and employer brand stories bring in great clinicians, and you double down on what works. You're an expert in Ashby and use it to its full potential for sourcing campaigns, automation, dashboards, and insight. You can build a forecast-driven hiring model, defend it to leadership, and adjust it as the business changes.

• A critical thinker and problem solver: You're comfortable with uncertainty and make quick decisions based on the evidence at hand. You anticipate operational problems and solve them with logic and creativity.

• A strong communicator: You know your audience and can speak credibly with highly trained medical staff, executives, and candidates alike, in writing and in person.

• Mission-driven: Families are overwhelmed, and providers are burned out. You get it, you lead with empathy for both, and you can't wait to help build the category-defining company in pediatric chronic care.

The base salary range for this role is $150,000 – $175,000, depending on experience.

In addition to base salary, Clarity Pediatrics provides a competitive total rewards package including:

• Competitive equity stock option package

• Comprehensive health, dental, and vision insurance options

• 401(k) retirement plan

• Flexible paid time off (PTO) and company holidays

• Remote work stipend and professional development allowance

At Clarity, we believe every family deserves care that sees and understands them, and that starts with the team we build. Our patients and their families come from every background, community, and walk of life, and we're at our best when our team reflects that diversity. As a female-led company, we know firsthand that different perspectives lead to better decisions, better technology, and better care for kids. We're building a workplace where everyone can do their best work and feel they belong, and where trust is earned and extended to all.

We encourage applications from people of all backgrounds, including those whose experience doesn't match every line of this description. If this role excites you, we'd love to hear from you.

Clarity Pediatrics is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by law. If you need a reasonable accommodation at any point during the hiring process, please let us know by contacting Person.

Clarity Pediatrics will never ask candidates for payment, bank account details, or sensitive personal information such as a Social Security number during the application or interview process. We will never ask you to buy equipment or send money as a condition of employment. All communication from our team will come from an official company domain email address or through Ashby, and we do not make job offers over text message or chat apps alone. If you receive a suspicious message claiming to be from Clarity, please don't respond. Report it to careers@ or submit a report to the FTC at reportfraud.ftc.gov.