Head of Physician Network

Remote (Kenya) – Recruiting – Engagement – Systems & Operations

Location: Remote (Kenya)

Schedule: Monday–Friday, with consistent overlap with U.S. Eastern Time (9 am–6 pm EST)

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Reports to: Co‑Founder / President

Direct reports: 1 (Physician Recruiting & Profile Specialist)

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About the company

Our client operates a fast‑growing healthcare marketplace that connects Nurse Practitioners (NPs) with collaborating physicians across the United States, making a complex regulatory requirement faster, more affordable, and more reliable for NPs launching or growing their practices. On this marketplace, the physician side is the supply engine: without the right coverage across licenses, specialties, availability, and pricing, NPs cannot match and will churn.

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Why this role matters

In this role, you will own the end‑to‑end system that keeps the physician network strong, responsive, and growing.

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This is not a “post jobs and hope” position; it is a leadership + communication + systems role where you build repeatable processes, create clarity, and drive measurable outcomes.

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What success looks like

• Coverage and availability targets are consistently met by state, specialty, and price tier, reducing “no‑match” losses.
• ​Physician recruiting runs as a predictable engine, with a healthy pipeline and faster time‑to‑onboard from application to live profile.
• Physicians are satisfied, engaged, and retained, with low escalation volume and quick, high‑quality resolution when issues arise.
• The CRM is the single source of truth for stages, tasks, notes, and reporting across the physician network.

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What you will own

Build the physician coverage machine

• Own the national coverage plan informed by demand signals (what is needed by state, specialty, and price tier).
• Maintain a living Coverage Map of gaps, risks, and priorities, and review it weekly with leadership.

Run physician recruiting end‑to‑end

• Build multi‑channel sourcing across platforms, referrals, associations, and outbound campaigns.
• Write outreach that converts, with a clear value proposition and tailored messaging to different physician motivations.
• Drive full‑cycle recruiting: source → screen → interview → offer → onboarding.

Make onboarding fast, clear, and market‑ready

• Ensure physician profiles are complete, accurate, and compelling (licenses, specialties, pricing, availability).
• Continuously improve onboarding to reduce friction and accelerate time‑to‑live on the marketplace.

Be the calm escalation leader for physician

• Handle physician‑side needs with professionalism and urgency (license additions, capacity changes, transitions, edge cases).
• Build repeatable playbooks, templates, and “one clear answer” documents for common requests and scenarios.

Drive retention through proactive engagement

• Create a proactive engagement cadence that reduces churn and increases participation and utilization.
• Build feedback loops and work with teams to fix recurring pain points through process and system improvements.

Lead, coach, and raise the bar for your team

• Manage and develop the Physician Recruiting & Profile Specialist, including priorities, quality standards, and SLAs.
• Set clear weekly goals and dashboards; coach for quality, consistency, and ownership.

Cross‑functional leadership and reporting

• Deliver weekly reporting on coverage gaps, recruiting pipeline health, onboarding speed, and support trends.
• Partner closely with Customer Success, Operations, and Product to remove recurring blockers and improve the physician experience end‑to‑end.

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The kind of leader who thrives here

• An exceptional communicator: crisp writer, confident speaker, and strong stakeholder presence with senior professionals.
• A systems builder: turns messy, fragmented processes into clean workflows, templates, playbooks, and dashboards.
• Metric‑driven and organized: comfortable with pipeline forecasting, coverage targets, CRM discipline, and rigorous follow‑through.
• Calm under pressure: empathetic, steady, and effective at resolving escalations and edge cases.

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Must‑have experience

• 7–12+ years in recruiting, provider relations, network development, or marketplace supply; healthcare experience strongly preferred.
• Demonstrated experience building and managing operational processes in a fast‑moving environment.
• Comfort working directly with senior professionals (e.g., physicians) and leading with clarity, empathy, and accountability.

Nice‑to‑have experience

• Exposure to credentialing and multi‑state licensure processes.
• Experience working on or managing a two‑sided marketplace (supply and demand).
• Background in building playbooks, knowledge bases, and internal training materials.

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Interview process

Profile screening—Interview with co‑founders—Final interview plus a short case exercise (coverage plan and recruiting approach for a sample scenario)