Strategy and Operations Lead, Talent at Prosper Health

New York, New York, United States -

Full Time

Start Date

Immediate

Expiry Date

06 May, 26

Salary

0.0

Posted On

05 Feb, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategy, Operations, Hiring, Talent Acquisition, Process Design, Interviewing, Candidate Sourcing, Organizational Skills, Problem Solving, Communication, Collaboration, Analytical Thinking, Creativity, Leadership, Attention to Detail, High Standards

Industry

Mental Health Care

Description

Prosper Health is on a mission to make life happier and healthier for autistic and neurodivergent adults. Despite autism diagnoses increasing more than 5x in the past 25 years, autistic adults have been systematically overlooked. This has led to extremely poor outcomes, including high rates of co-occurring mental health conditions and a lower life expectancy. Prosper is here to change that. We deliver specialized mental health services for autistic adults, covered by insurance. We've helped tens of thousands of people receive an autism diagnosis for the first time, work with neurodivergent-affirming therapists, and find belonging through community. Our outcomes meaningfully outperform traditional care for autistic adults, with substantially greater improvements in mood, anxiety, and quality of life. Prosper is growing 3x year over year and are at mid-double-digit millions in run-rate revenue, with thousands of active clients and 400+ clinicians. We're a high-ownership, mission-driven team, building something that has never existed for autistic and neurodivergent adults. About the Role We’re hiring a strategy and operations generalist to build the hiring system that will scale Prosper Health. Over the next 12 months, you’ll be responsible for designing and running the processes that take us from ~30 to ~60 people without lowering our bar. Reporting directly to the CEO, you’ll work closely with senior leaders to turn ambiguous hiring needs into clearly scoped roles, structured interview processes, and fast, reliable decisions. Hiring is one of the highest-leverage systems in the company, and you will own it end to end. You’ll start by being scrappy and hands-on—personally sourcing candidates, running early screens, coordinating interviews, and driving decision flow, while simultaneously building the processes, standards, and systems that make hiring repeatable as we grow. If you’re excited by finding and attracting great talent, thinking from first principles, and building durable systems from scratch in an early-stage environment, this role is designed for you. You Will Build the hiring system: Design and run the end-to-end hiring process, from role kickoff to signed offer, ensuring speed, clarity, and quality at every step, while building the system that makes hiring repeatable and scalable. Define roles: Work with senior leadership to force clarity on role scope, responsibilities, and success criteria, surfacing missing decisions and defining how roles are shaped at the company. Design the interview process: Translate role definitions into structured interview plans by determining how to best find signal for candidate traits. Be Prosper's talent magnet: Personally hunt for exceptional candidates, using whatever scrappy, creative approaches are needed when standard channels don’t work; make strong candidates excited to join Prosper, protecting the bar while setting the tone for the entire hiring process. Set the bar: Run early screening conversations to quickly cut mismatches, surface real signal; manage hiring processes so our talent bar is always upheld. Manage the hiring process: Coordinate interviews, drive timely debriefs, and ensure decisions happen quickly, with clear documentation and follow-through. Diagnose and fix bottlenecks: Regularly review individual role funnels, identify where time or signal is being lost, and implement targeted changes to improve hiring speed and outcomes. About you Have ~2-5+ years of experience in consulting or operating roles at high-growth companies Strong first principled thinking and confidence to design systems from scratch and push back on hiring managers and the CEO around role scope, quality, and process Find a way to deliver results, being scrappy, being creative, and making things happen Build genuine rapport with people and serve as a credible representative of Prosper Highly organized and operationally rigorous, able to own systems and processes end to end, keep things clean, and spot breakdowns before they slow hiring Ambitious and growth oriented, with desire for high ownership More about Prosper Health Our culture is a unique mix of thoughtfulness, kindess, and high-performance. We take time to eat lunch together every single day in NYC, while also setting ambitious goals and holding ourselves accountable to them. We always ensure that we integrate perspectives from experts in our space, including clinicians and autistic self-advocates. Our team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Yale, Penn, Northwestern, Dartmouth, Vanderbilt, and more. Here are a few of our favorite operating principles: Clients first - Our job is to solve real problems for our clients. Choose what makes life better for the client, even if it’s harder for us. Never lose sight of the person on the other side. Find a Way - We use ingenuity, scrappiness, and determination to bend the world to accomplish our goals. We’re resourceful and do more with less. Raise the Bar - We grow deliberately, by asking how things can improve and by giving and seeking feedback. We insist on the highest standards and keep pushing them higher. Be a Good Person - Be kind, be honest, and make it fun to work here. Tell the truth even when it’s uncomfortable. Treat people with respect and go out of your way to do nice things for your teammates.

Responsibilities

You will build the hiring system by designing and running the end-to-end hiring process, ensuring speed, clarity, and quality. Additionally, you will define roles, design interview processes, and manage the hiring process to uphold the talent bar.