GM - Relief to Hire
About the Role
Roo Veterinary is building the modern labor marketplace and operating system for veterinary care. We help hospitals reliably staff shifts and access great veterinary professionals, so care happens when it's needed, without burning out teams.
We're hiring a General Manager to run Relief-to-Hire, the business that turns relief work on Roo into full-time hires. Hospitals book relief veterinarians and technicians on Roo every day, and some of those shifts turn into job offers. Relief-to-Hire makes that a product: hospitals try before they hire and pay a placement fee only when a hire happens. Reporting directly to the CEO and serving as a member of the management team, you'll own the Relief-to-Hire P&L (placement revenue, contribution margin, and the investment decisions behind them) and be accountable for making Roo the way veterinary practices hire, instead of a job ad or a recruiter.
Relief-to-Hire is an established, growing business: hundreds of hospitals have hired through it, and it has grown every year alongside the relief marketplace it's built on. Until now it has been run by a cross-functional squad rather than a dedicated owner; in January 2027 it becomes its own business unit with a P&L, a budget and a GM. You'll lead a small placement team directly, set priorities for a dedicated product manager and growth analyst, and get much of your leverage from design, engineering, lifecycle marketing and data partners you don't manage. The core of the job: generate hiring intent, use product and automation to turn one-sided interest into mutual interest, and focus people on closing hires.
Key Responsibilities
Own Relief-to-Hire revenue and contribution margin against plan, and set a plan that beats the business's momentum when the evidence supports it.
Write the business strategy and the scorecard behind it: the funnel from relief relationships to hand-raises, mutual interest, closed placements and average fee, with one owner per metric.
Allocate budget and headcount by ROI: invest in product and automation before people, and put people where a human closes the hire.
Design pricing and terms as one system (placement fee, guarantee, payment plans, enterprise caps and lookbacks) and manage the cash cycle from agreement through invoice and collection.
Define and own the Relief-to-Hire category with Marketing, so "try before you hire" becomes the default way a practice hires and the term points to Roo.
Set product priorities for the hiring flow, the recruiter tool and lifecycle campaigns with your product manager and designer; build what only Relief-to-Hire needs and partner with the platform team on shared infrastructure.
Partner with the Enterprise, Independent Hospitals, Veterinary and Technician GMs on shared supply: agree how placements are credited and what they cost, and make Relief-to-Hire easy for their teams to sell.
Build and lead the placement team: hire to a high bar, measure and pay on closed hires and cash collected, act on underperformance early, and develop the people who hold hospital relationships.
What Success Looks Like
In your first year, you will:
Grow placement revenue above plan, with contribution margin inside the guardrail agreed with Finance.
Grow Relief-to-Hire faster than the relief marketplace it's built on.
Build a team and operating rhythm that run the business week to week without you in the room.
Make Relief-to-Hire the recognized way practices hire: when a practice manager or an AI answer engine explains it, they name Roo.
Qualifications
Placement P&L ownership: you've owned a P&L at a staffing, recruiting or hiring-marketplace business and made real trade-offs to hit the number.
Hiring fluency: you know how recruiters think and are measured, how practice owners and talent teams hire, and how people decide to take their next job. You've sold to recruiters or built for them, ideally on a jobs marketplace.
Placement economics: fluent in fees, guarantees, installments, lookbacks, the cash cycle and cost per placement.
Marketplace judgment: you read a funnel step by step, find the binding constraint, and put effort there rather than on more volume.
Point of view: you write strategy down with real choices, the evidence behind them, and a view of how you could be wrong.
Board altitude: you can explain the business to a board audience — strategy, results, and the decisions behind them — in a few sentences, with numbers you'd defend.
Product and data rigor: you move a funnel with product, lifecycle and automation before headcount, and you insist on one definition per metric and a holdout before a launch.
Cross-functional leadership: a record of getting work done through people you don't manage and making peer leaders more successful.
Team builder: you hire people better than yourself, act on underperformance quickly, and own people problems rather than handing them off.
Judgment on risk: you slow down for decisions that can't be undone and bring in counsel for the worst case, not a yes or no.
AI fluency: you look for AI leverage everywhere in the business and own the output.
High agency and coachability: you act before you have the title, know the limits of your expertise, and treat feedback as a pattern to work on.
Veterinary or healthcare staffing experience is a plus, not a requirement.
While we are a remote first company, if you are based in San Francisco this will be a hybrid role.
Please see below for compensation ranges based on our geographical tiering system recommended by external benchmark data (with example cities listed). You will also participate in the management bonus program.
Note: We’ve recently been made aware of a job scam where scammers are posing as Roo employees and conducting fake text interviews. Please note that any communication from @lifeatroo.com is not legitimate. All official Roo communication will always come from @roo.vet.Exact compensation may vary based on skills, experience, and location.
Tier 1 Pay Range (examples: San Francisco, NYC)
$200,000—$275,000 USD
Tier 2 Pay Range (examples: LA, Boston, Seattle, DC, San Diego, Chicago)
$180,000—$250,000 USD
Tier 3 Pay Range (examples: Austin, Dallas, Portland, Denver, Philadelphia, Baltimore, Sacramento)
$170,000—$235,000 USD
Tier 4 Pay Range (examples: Minneapolis, Miami, Atlanta, Phoenix, Orlando, Las Vegas, Salt Lake City)
$160,000—$220,000 USD
Tier 5 Pay Range (examples: Madison, Birmingham, San Antonio, Spokane, Toronto)
$150,000—$205,000 USD