Director of Business

Open Loop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.

About the Role

Open Loop’s mission is to bring care anywhere by powering telehealth solutions ivering on that mission takes TA teams that can grow the business and build the foundations that support it. We’re looking for a TA leader to oversee Commercial and G&A hiring engines and help us make hiring more proactive, predictable, and effective.

You’ll have a real opportunity to shape how this part of Talent Acquisition works: the hiring strategy, the partnerships with business leaders, the way we develop our Talent Acquisition Partners, and the processes that drive consistent results.

This role combines functional leadership with deep recruiting judgment. You’ll stay close enough to the work to challenge a search strategy, calibrate a hard-to-fill role, or help close an important candidate. You’ll also build a team that makes strong decisions and delivers without depending on you to solve every problem. You’re a people-first leader who is relentless about results and deeply invested in growing your people.

You reject the idea that you have to choose between the two: you set a high bar, coach with care, and build a team that gets stronger as it delivers.

What You'll Do

A hiring plan the business can use. Partner with department heads, Finance, and HRBPs to forecast demand, identify capability gaps, sequence hiring, and surface timing or capacity risks early. Translate priorities into clear commitments and explicit trade-offs.

• Delivery across Commercial and G&A. Set the strategy for each part of the portfolio, allocate capacity, track progress, and adjust when evidence changes. Ensure roles are approved, well scoped, and ready to launch through the agreed approval process.

• A strong team of Talent Acquisition Partners. Hire, manage, coach, and develop TAPs and TA leaders. Set clear expectations, give actionable feedback, address performance issues, and build the judgment and skill needed for increasingly complex work.

• Better hiring decisions and candidate experiences. Establish clear assessment criteria, thoughtful interview plans, strong calibration, timely feedback, and credible candidate communication. Move quickly while protecting the hiring bar.

• Partnership with senior leaders. Bring market intelligence, compensation insights, and a clear point of view. Challenge assumptions about role scope, talent availability, and timing; partner with HRBPs on organization design and with Total Rewards on competitive, consistent offers.

• Evidence that drives action. Use pipeline health, time-to-fill, conversion, offer acceptance, and delivery against plan to explain what is happening and what should change. Connect the numbers to business decisions and evaluate hiring quality with business and People partners.

• Processes that improve as we grow. Partner with TA Operations on ATS workflows, reporting, playbooks, interview training, and enablement. Lead useful adoption of sourcing technology, AI, and automation, with clear measures of quality and value.

• A connected TA organization. Work with other TA leaders to resolve shared priorities and develop talent across teams. Partner with Storytelling to make our employer value proposition clearer, credible, and relevant to the people we want to reach.

Who You Are

• You have led and developed an in-house TA team and can explain how your coaching, staffing, and performance decisions improved the team’s work.

• You…