Example Company
Software engineer
- Location
- San Francisco
- Type
- Full time
- Compensation
- $150k-$200k
- Posted
- 2 days ago
Join a team building useful software. Work closely with engineering and design to turn new ideas into products.
Loading job details
AVP- Radiologist Experience and Engagement
- Location
- Bengaluru
- Type
- Full time
- Posted
- 19H AGO
About the role
The company
TRS / dAIgnostiX provides teleradiology and diagnostic reporting to hospitals and imaging centres in the US and international markets. The company is well funded and aiming for high growth at >25% CAGR. It is investing in the leadership team that will get it there.
The opportunity
TRS is set for rapid growth, at a CAGR above 25%. That growth depends on American Board Radiologists (ABRs): the size, deployment and satisfaction (NPS) of the ABR panel is the binding constraint. The panel has about 100 ABRs today, with a substantial increase planned in the coming months.
The ABR journey is split across several teams, including Onboarding, Scheduling and Assigning, and no one owns the ABR's experience end to end. The result is a paradox: the company reports a capacity shortage, while ABRs say they are underused. Part of the capacity gap is really a deployment gap, and closing it is faster than recruiting alone.
This role is the single owner of that journey. You will lead everything that decides whether an ABR is credentialed, scheduled, supported and productive. You will own ABR capacity and productivity, and ABR satisfaction.
Key responsibilities
- Own Radiologist (ABR) capacity and productivity . Be the named owner of ABR utilisation (actual vs. contracted hours), productivity, and the capacity gap against planned revenue. Make these live, per-ABR numbers, not a one-off analysis. Calculate the capacity gap net of utilisation recovery, so recruiting decisions rest on real utilisation rather than an inflated shortage.
- Deploy before you recruit. Run an ABR-by-ABR diagnostic across the full roster, starting with the highest-hours group. Tag a root cause and a named owner for each, and work through the fixes with Operations Delivery, who own case assignment.
- Own the pipeline from offer to first live shift. Recruitment and HR source candidates; you own everything after: offer, licensing and credentialing, orientation and the first live shift. Set a time-to-first-read target and keep bringing it down.
- Credential to match demand. Credential against forecast demand, not whoever is next in the queue. Introduce a rule that each ABR agrees their hospital list before applications start. Set up a live credentialing feed into Scheduling, so a hospital approved on Monday can be scheduled on Tuesday.
- Run ABR experience and engagement. Give every ABR one point of contact and a set rhythm: a weekly pulse, a monthly review and a quarterly plan. Track every concern from intake to closure: acknowledge within 24 hours, and resolve operational and IT issues within 48–72 hours. Set up a real ABR satisfaction measure (an open item in the KPI framework today). Manage no-show rate and annualized attrition as leading indicators, not just reported numbers.
- Shape the ABR proposition: technology, terms and training. Be the ABR's voice wherever their working day is shaped.
- Technology first. Image load, dictation workflow, RADSpa friction and pre-read or AI support are the most common complaints. Sponsor a ranked fix list with the technology team, and a pre-read pilot with volunteer ABRs, measured in RVUs per hour.
- Training. Shape training and onboarding of new and existing ABRs
- Chair the shared ABR-capacity forum. Run forum that brings together scheduling decisions, credentialing status, assignment practice and utilisation data. Keep one shared tracker so every team sees gaps at the same time, and agree a clear escalation path.
- Build the leadership bench. Build a real management layer with succession depth as the roster and volume triple, and give new leaders the structure, tools and coaching to grow.
Requirements
Candidate profile
- 7–8 years of experience in hospital operations, healthcare administration or clinical operations.
- Strong understanding of hospital operations, healthcare workflows and administrative processes.
- Experience coordinating with doctors, consultants, radiologists or other medical professionals.
- Exposure to workforce planning, scheduling, resource utilisation and operational management.
- Should have experience managing multi-functional hospital operations teams, overseeing day-to-day healthcare operations, coordinating with doctors and medical professionals, and driving operational efficiency.
Educational Qualification
- Master's degree in Hospital Administration (MHA) or MBA in Hospital Management.
- Candidates with relevant postgraduate qualifications in Healthcare Management may also be considered.
Similar roles
Pricing Strategy ManagerMondrio · Amsterdam
Solution Architect - Customer Experience (Birmingham, GB, B4 6GA)BT Group
Sr Analyst, Customer IntelligenceAvalara · Remote
Customer Experience AssociateLayer 6 AI
Customer Experience Associate (Resume Drop - Interviewing Begins Nov/Dec 2026)Switchboard · Washington, DC
Prime Derivative Services Securities-AVPBarclays Innovation Hub powered by Eagle Labs · New York