Job Description
About ReKlame Health
Sixty million adults experience mental health challenges in the United States, yet one-third lack access to proper care. Opioid overdose is the number one cause of death for people under 50 in the United States.
We are a clinician-led, tech-enabled provider group that exists to provide culturally competent behavioral health care addiction care, medication management, crisis intervention, and care coordination for people working towards taking back control of their lives, while expanding access to care.
Our vision at ReKlame Health is to create a future where individuals who have historically been unable to access the care they deserve can readily obtain high-quality behavioral health and addiction care.
At ReKlame Health, it goes beyond mere employment; it’s about becoming a part of a formidable movement transcending individuality. Let’s unite and forge a world where health equity and effortless access to exceptional mental healthcare can co-exist.
ABOUT THE ROLE
Reklame Health is seeking a Head of Business Operations to drive continuous improvement and enhance efficiency across the company. This individual will be responsible for creating a scalable framework to support and sustain rapid growth. This role oversees the company’s operating system.
Key responsibilities include integrating various business functions like growth, provider onboarding, technology, workflows, and reporting into a cohesive and efficient machine. We are looking for a candidate prepared to take ownership of operations with the potential to grow into a senior leadership role. The ideal candidate is an operator who can define business goals, identify bottlenecks, create actionable operating plans, and manage performance.
You will lead a small, expanding team and will be expected to scale the operations organization as the company grows. You will work in close partnership with company leadership, e.g., the Head of Clinical Operations and Finance, to translate strategic direction into robust execution systems and accountability frameworks.
OUR CULTURE
We are a mission-driven, fast-moving team of builders who take radical ownership, hold each other accountable, and collaborate without ego, all in service of expanding access to mental health and addiction care. What that looks like day to day:
Mission first. Everything we build serves our purpose of expanding access to high-quality, culturally competent care for people who have historically been left out.
Builders, operators, not maintainers. We see the gap, build the thing, and own the outcome. People energized by ambiguity thrive here; those who need a fully-defined lane from day one do not.
Move fast, bring order. We scale fast, but we convert speed into systems. We value people who can move quickly and bring order, not one or the other.
Collaborate without ego. We figure it out together across Clinical Ops, Finance, and the Chief of Staff. We prize partnership over turf and empire-building.
Accountable to outcomes. We care about follow-through and visible results, scorecards, owners, and deadlines over activity or polish.
WHAT YOU’LL OWN:
- Build operating discipline and cadence around growth. Rapid growth has introduced several operational challenges. You will be responsible for translating our growth goals into a scalable execution system, removing key-man risk, and making our expansion efforts more systematic. You will own key questions, such as:
How many providers do we need by month, and how many must be credentialed?
Which payers are bottlenecking growth, and which markets are ready versus messy
What operational capacity do we need as revenue grows
What is the weekly operating rhythm that makes sure nothing drifts?
Do we have the right systems to support the next stage of growth?
- Own credentialing, contracting, and payer operations as a business function. At Reklame, we see credentialing and payer setup as core revenue infrastructure. When a provider isn’t credentialed, or a payer issue goes unresolved, it directly impacts our bottom line. In this role, you will be instrumental in building and managing the systems that drive velocity and efficiency in our payer and credentialing operations. You will develop a command center to oversee
Provider credentialing status, group IDs, and payer-specific requirements.
Enrollment timelines, contracting gaps, and state-by-state market readiness
Payer mix, reimbursement rates, and margin implications.
Denial patterns and root causes related to setup issues.
You will have the autonomy to work cross-functionally with Finance, RCM, legal, vendors, payer representatives, and clinical operations to build and manage these critical systems, ensuring seamless and rapid revenue cycle management.
3 . Create the KPI dashboard and management cadence.
You will build and maintain dashboards that track key metrics, including providers hired, credentialed, and in the pipeline. Your dashboards will also monitor the number of revenue cycle claims submitted and the speed of our operational cadence. The goal is to make it easy to know whether we are on track, identify any operational leaks, and determine what needs cross-collaboration or escalation.
4. Drive talent operations across clinical and non-clinical roles. Talent is our most important growth lever, and you will own the operating system behind it, working through your People Operations Associate, Clinical Recruitment, and in close partnership with Clinical Operations and hiring managers. You make hiring predictable, measurable, and fast across both clinical and non-clinical roles:
5. Turn special projects into scalable programs. Reklame has numerous growth opportunities. You will be responsible for transforming these ideas into operational models. This involves defining the business case, workflow, staffing needs, and financial models. We need a leader who can assess each initiative’s readiness and determine the necessary steps for a successful launch. Your judgment in making these critical “go/no-go” decisions is essential.
YOUR FIRST 90 DAYS
Days 1–30: Diagnose and stabilize
Map the current operating rhythm; the credentialing/contracting and provider onboarding workflows; KPI gaps; tech stack pain points; vendor ownership; payer/RCM bottlenecks; cross-functional meeting structure; and the biggest revenue-leakage points.
Deliverable: Business Operations Diagnostic + 90-Day Operating Plan.
Days 31–60: Build the operating system
Stand up the weekly business ops meeting; the credentialing/payer tracker; the provider ramp dashboard; the cross-functional KPI dashboard; the strategic project tracker; an escalation system; and a clear owner/deadline/accountability cadence.
Deliverable: Weekly Business Operations Scorecard.
Days 61–90: Drive measurable improvements
By day 90, we expect clear, measurable movement on the wins that matter most:
A live weekly operating scorecard is adopted as the company’s single source of truth.
A measurable drop in the number of operational items requiring CEO escalation to move forward.
Faster provider onboarding and credentialing-to-billing readiness, tracked by payer.
A healthier provider funnel means more psychiatric NPs are being sourced, in process, and progressing to ready-to-bill.
Cleaner payer visibility and fewer unresolved cross-functional blockers across BD, Finance, Clinical Ops, and RCM.
Deliverable: 90-Day Results Review + Next-Quarter Operating Plan.
WHO YOU ARE:
You’ve likely been an operator at a scaling healthcare company. Ideally, behavioral health, digital health, value-based care, or tech-enabled provider services. You have 10–12 years of experience and have repeatedly solved problems at earlier-stage startups: building functions, systems, and operating rhythms from scratch and/or inheriting them.
Strong fits may come from scaling specialty or behavioral health companies, post-series A tech-enabled provider services, or similar digital health startups. A consulting background can help, but only when paired with real operating experience afterward. We don’t want someone who can only make decks; we want someone who can make the deck, build the tracker, run the meeting, lead a team, fix the workflow, and report back with what changed.
Required
Bachelor’s degree required.
Has 10–12 years of operational experience, with a proven track record of building functions and systems from the ground up in early-stage, post-Series A startups.
Direct experience in digital / tech-enabled healthcare, specifically in care delivery, not adjacent SaaS
Exposure to credentialing, RCM, and payer operations fluency: enrollment, contracting, group IDs, payer requirements, and how setup issues lead to revenue and margin loss.
Proven ownership of KPI dashboards and an operating cadence; you have built the single source of truth and run the meetings off it.
Track record leading and developing small cross-functional teams.
Preferred
Experience in behavioral health and/or substance use and addiction (similar care models)
A background in leading operations at a high-growth company, particularly within the healthcare or health tech sector.
Top-tier consulting foundation (McKinsey, Bain, BCG, Deloitte) is valuable only when paired with real post-consulting operating experience, preferred but not required.
An MBA from a top-20 institution is preferred, but not required.
Must-have traits
Structured but not rigid. You bring order without killing entrepreneurial speed, and can act without perfect information.
Healthcare operations fluency. You understand that healthcare ops are not SaaS ops —credentialing, payers, licensing, compliance, provider capacity, documentation, patient access, and reimbursement all interact.
Strong cross-functional leadership. They collaborate with and drive progress across Finance, RCM, Clinical Ops, BD, vendors, and admin teams, while maintaining a neutral, constructive stance.
Data-driven but practical. They use dashboards and KPIs but don’t hide behind analysis; the job is to fix problems, not just measure them.
COMPENSATION & LOGISTICS
Compensation Breakdown:
Base Salary: $170K-$190K
15% Performance Bonus
Total Comp: $196K-$219K
Equity: Stock Options
Location: Hybrid 4 days per week in the office
Reports to: Founder & Chief Executive Officer
BENEFITS & PERKS
We invest in our team’s health, security, and growth:
Health. Medical, dental, and vision coverage.
Financial & well-being. 401(k) with company matching, Short-Term Disability, Flexible Spending Account (FSA), Health Savings Account (HSA), and an Employee Assistance Program (EAP) through Spring Health.
Commuter benefits. Pre-tax commuter benefits to support your time in our Grand Central office.
Executive coaching. Dedicated biweekly executive coaching for the first 3 months to help you immerse in the role and ramp quickly.
Time off. 21 days of PTO plus 8 company holidays.
LOCATION REQUIREMENTS
This is a hybrid role that requires at least 4 days a week in person, where you’ll collaborate closely with our leadership and various departments. To ensure a strong start and foster deep cross-functional partnerships, the first six months will be fully in person, five days a week. We believe in the power of in-person collaboration, especially for a role like this, which thrives on close teamwork, rapid feedback, and relationship-building across the company. Our beautiful office in Grand Central serves as the hub for this dynamic work.
A NOTE ON SCOPE
This is intentionally broad; you will span credentialing and payer operations, revenue-ops coordination, KPI and reporting, tech and workflow systems, and new-program launches. As Reklame scales, these will split into dedicated functions you help design and staff. We are looking for someone who is energized by that breadth and ambiguity, not someone who needs a narrow, fully defined lane.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
ReKlame Health provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability status, protected veteran status, or any other characteristic protected by federal, state, or local law. ReKlame Health considers several factors to ensure a fair and competitive offer when evaluating compensation packages. These include the role’s scope and responsibilities, the candidate’s work experience, education, and training, and their essential skills. Internal peer equity is also examined to maintain balance within the organization. Additionally, current market conditions and overall organizational needs are crucial in shaping the final offer. Each aspect is thoughtfully reviewed before an offer is extended, ensuring a comprehensive and equitable approach.
FRAUDULENT RECRUITING ACTIVITY DISCLAIMER
Please be aware of fraudulent recruiting activity carried out by individuals or organizations claiming to represent ReKlame Health. ReKlame Health does not make job offers without an interview process and will never request payment, gift cards, cryptocurrency, or personal banking information from candidates. Official recruiting communications will be sent by authorized representatives through official company email addresses. Candidates should exercise caution and report suspicious activity.
Learn more about us at www.ReKlamehealth.com
*We never ask for money or sensitive personal information during the job application process. If you receive an email or message claiming to be from us that requests such information, please do not respond and report it as a scam.
