Team Lead, Business Recruiting

About this role

1 in 4 people in the US have a treatable mental health condition, but most providers don't accept insurance, making therapy too expensive for most people. Headway’s mission is to fix this by building a new mental healthcare system everyone can access. We started by solving the biggest barrier to care: insurance. The admin work - credentialing, claims, payment reconciliation - is a nightmare. We've automated that. But we're going further.

Over 75,000 providers across all 50 states run their practice on our software, serving over 1 million patients. We are building the best tools for therapists to run their entire practice, reimagining the experience of finding a therapist, and investing in the platform foundations to enable this at scale. We aren't just a billing layer; we are becoming the platform where care actually happens. We're a Series D company with $325M+ in funding (a16z, Accel, Spark Capital, etc.), looking for exceptional people to help us achieve this mission.

We want your time here to be the most meaningful experience of your career. Join us, and help change mental healthcare for the better. About the Role We're hiring a Team Lead, Business Recruiting to lead a team of 6–7 recruiters supporting our revenue functions, including Provider Sales and Care Partnerships. Hiring for these teams ranges from high-volume sales roles to more consultative, relationship-driven roles in partnerships.

Volume shifts as the business grows, so this role requires strong planning, close tracking of results, and the ability to adjust quickly. This is a player-coach role. You'll manage and develop your team, carry your own reqs, and serve as the primary recruiting partner to revenue leaders. You'll own hiring plans, forecasting, funnel performance, and day-to-day operations for the team. This role is remote-flexible, with a preference for candidates based in New York City or Philadelphia.

You Will - Manage a team of 6–7 recruiters responsible for both high volume and longer-cycle GTM/Sales hiring. Set clear goals, run a consistent weekly operating rhythm, give regular feedback. - Build hiring plans from business targets, forecast capacity, track progress weekly, and adjust plans as volume and priorities change. - Manage the team against clear metrics, use data to coach and develop your team, improve hiring efficiencies and outputs - Partner closely with stakeholders across revenue functions.