Clinical Capacity & Workforce Planning Lead

Dreem Health

1d•$62,000 - $72,000

About The Position

Dreem Health is America’s leading digital sleep clinic. Powered by Sunrise’s technology, Dreem Health makes sleep care simple — replacing long waits and in-lab sleep studies with home-based testing, expert telehealth visits, and personalized treatment plans that are easy for patients to follow. We’re fixing the broken sleep care journey and helping more people get the care they need — from home, on their schedule. We are hiring a Clinical Capacity & Workforce Planning Lead to build and optimize the engine behind how our providers deliver care at scale. At Dreem Health, access is everything. Every provider schedule directly impacts how quickly a patient can be seen, how long they wait for care, and how efficiently we grow. This role exists to make sure our clinical capacity is never left to chance. You will own the structure behind provider calendars across all 50 states. That means approving leave requests while protecting minimum service levels, proactively opening and adjusting clinical agendas based on demand, and ensuring that coverage remains consistent even as we scale. When providers are unavailable, you won’t just move appointments reactively — you will proactively engage patients, reschedule thoughtfully, and optimize available slots to maintain both patient satisfaction and provider productivity. This role sits at the intersection of operations, workforce planning, and patient experience. You will analyze utilization trends, identify demand surges before they become bottlenecks, and determine when we need to recruit additional providers. You’ll partner closely with HR to trigger hiring at the right moment and collaborate with credentialing and licensing teams to ensure our providers are licensed in the states where demand is growing fastest. You will work directly with patients when rescheduling is required, ensuring that every schedule adjustment is handled with clarity, empathy, and professionalism. At the same time, you’ll operate with data and structure — building dashboards, forecasting capacity, and aligning workforce strategy with company growth. This is not a calendar coordination role. It is a capacity architecture role. Your decisions will impact: Patient access Provider workload balance Service continuity Revenue scalability This role ensures our clinical supply can keep up with our demand — intelligently, predictively, and sustainably. If you enjoy solving complex operational puzzles, balancing human considerations with business needs, and building systems that scale, this is where you will thrive.

Requirements

3–7 years in operations, workforce planning, healthcare ops, or scheduling management
Strong analytical and systems thinker
Comfortable interacting directly with patients
Experienced in high-growth or fast-paced environments
Confident making decisions balancing human and business needs
Excellent communicator (both internal teams and patients)
Exceptional organizational and stakeholder-management skills

Nice To Haves

Experience in telehealth or multi-state operations
Familiarity with provider licensing processes
Experience building dashboards or operational reporting

Responsibilities

Provider Schedule & Leave Management
Review and approve provider leave requests while ensuring minimum service coverage
Open and optimize clinical calendars based on demand forecasts
Build and maintain state-by-state coverage matrices
Reduce service disruption during provider absences
Patient Rescheduling & Optimization
Proactively contact patients to reschedule appointments when providers are unavailable
Call patients to move appointments appropriately to fill open capacity
Minimize cancellation impact and reduce idle provider time
Maintain high patient satisfaction during schedule changes
Demand & Capacity Planning
Analyze provider utilization by state
Identify bottlenecks and demand surges early
Forecast when additional providers are needed
Monitor appointment wait times and coverage gaps
Workforce Growth & Licensing Strategy
Define hiring triggers based on utilization thresholds
Partner with HR to launch recruitment processes
Identify which state licenses are required to support growth
Coordinate with credentialing and licensing teams to prioritize applications