[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![Wheel logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2021/01/WRILS-210112005722-210970.jpg)](https://jobicy.com/company/wheel.md)Remote opportunity at[Wheel](https://jobicy.com/company/wheel.md) # Marketplace Operations Manager II Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/wheel.md)Share15 Sep 2026Published35Listing views4Application actions15 Oct 2026Apply before Opportunity details ## About this role. AI SummaryWheel is seeking a Marketplace Operations Manager II to own end-to-end visit delivery, service-level attainment, clinician cost performance, and roster health for assigned telehealth client programs. The role combines marketplace operations, capacity and staffing strategy, program launches, incentive-budget management, and real-time escalation design. The manager will independently analyze utilization, breach, profitability, and cost data using SQL, Looker, and Excel to drive operational decisions. They will work closely with Capacity Planning, Provider Operations, Customer Success, clinician-management peers, and automated monitoring agents while remaining accountable for client program outcomes. Experience in high-volume two-sided marketplaces, logistics, workforce management, or regulated healthcare environments is especially relevant. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a senior operational ownership role with direct accountability for SLAs, staffing health, and cost performance in a volatile telehealth marketplace. Success requires navigating ambiguity, making data-backed decisions quickly, and influencing partner teams and automation without owning every operational lever. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$138,538US market range$115k–$165k0$182k AI insightThe disclosed annual base-pay range is USD 122,075 to USD 155,000, producing a midpoint of USD 138,537.50. A competitive US market range for a Manager II-level marketplace operations role in telehealth or a two-sided platform is approximately USD 115,000 to USD 165,000 annually, depending on geography, operational scope, healthcare expertise, and ownership of cost and SLA outcomes; equity may add meaningful total compensation. ## Core skills Skills and capabilities most closely associated with this opportunity. [Marketplace Operations](https://jobicy.com/jobs?search_keywords=Marketplace%20Operations.md)[Telehealth Operations](https://jobicy.com/jobs?search_keywords=Telehealth%20Operations.md)[Service-Level Agreements](https://jobicy.com/jobs?search_keywords=Service-Level%20Agreements.md)[Workforce Planning](https://jobicy.com/jobs?search_keywords=Workforce%20Planning.md)[Roster Management](https://jobicy.com/jobs?search_keywords=Roster%20Management.md)[SQL](https://jobicy.com/jobs?search_keywords=SQL.md)[Looker](https://jobicy.com/jobs?search_keywords=Looker.md)[Excel](https://jobicy.com/jobs?search_keywords=Excel.md)[Operational Analytics](https://jobicy.com/jobs?search_keywords=Operational%20Analytics.md)[Cross-Functional Leadership](https://jobicy.com/jobs?search_keywords=Cross-Functional%20Leadership.md) Sample interview questionsDescribe a time you owned an SLA or throughput metric during a period of sharp demand volatility. What actions did you take?I first segmented the demand change by client, time window, modality, and available capacity to identify the immediate constraint. I set clear escalation thresholds, adjusted the staffing mix and approved incentive levers, and established a frequent operating review until performance stabilized. Afterward, I documented the root cause and implemented forecasting or playbook changes to reduce recurrence. How would you manage clinician pay cost while protecting visit-delivery SLA performance? I would define the expected cost per consult and monitor actual costs against plan alongside fill rate, breach patterns, and utilization. I would use incentives selectively for the specific state, modality, or time block creating the constraint rather than broadly increasing spend. Decisions would be evaluated against both incremental delivery improvement and marginal cost, with clear guardrails and variance reporting. What analyses would you conduct to diagnose declining roster health for a client program? I would examine active clinician supply, credentialing and licensure coverage, schedule availability, acceptance and completion rates, cancellations, utilization, and demand by state, modality, and hour. I would compare these trends against forecast and SLA breaches to isolate whether the issue is capacity, roster composition, scheduling behavior, or demand change. I would then recommend targeted roster adjustments and partner with the relevant supply, scheduling, or clinician-management teams on execution. How do you ensure automated agents executing real-time operational responses remain reliable? I would create an explicit playbook defining inputs, thresholds, permitted actions, escalation paths, and exceptions. I would routinely audit agent decisions against program outcomes and policy, identify drift or false actions, and feed corrections into the playbook and agent logic. Metrics such as intervention precision, missed escalations, response time, and downstream SLA impact would guide iterative refinement. Tell us how you approach a new client-program launch when several teams own different parts of readiness. I establish a launch plan with accountable owners, dependencies, readiness criteria, and escalation dates across configuration, licensing, credentialing, capacity, and client communication. I validate supply coverage against forecasted demand and confirm operational procedures, dashboards, and incident-response paths before go-live. After launch, I run a structured hypercare period to monitor delivery, resolve issues quickly, and convert launch learnings into reusable runbooks. Job Title: Marketplace Operations Manager II Job Location (Remote): Remote, USA About the Company Wheel is evolving the traditional care ecosystem by equipping the nation’s most innovative companies with a premier platform to deliver high-quality virtual care at scale. We offer proven strategies and cutting-edge technologies to foster consumer engagement, build brand loyalty, and maximize return on investment. Wheel solutions include configurable virtual care programs, an intuitive consumer interface, and access to a nationwide network of board-certified clinicians. Discover how Wheel is transforming the future of healthcare by visiting [www.wheel.com](http://www.wheel.com). ### About the Role We’re looking for a Marketplace Operations Manager II to own visit delivery for a defined set of Wheel’s client programs. This is an operator’s role for someone who wants day-to-day ownership of critical business outcomes – and can carry that accountability even when some levers live with peer functions. You’ll take on the complex, ambiguous problems that come with scaling a fast-growing telehealth marketplace – from stabilizing a roster through demand volatility, to leading cross-functional projects that shape how Marketplace Operations scales next. You will own the visit delivery SLA commitments, program-level consult cost performance, and the roster health for your clients. Separate functions on the team own overall clinician supply forecasting, clinician performance management, and scheduling – freeing you up to optimize their use within your programs. This is a role for someone who wants to run marketplace operations for key clients end-to-end: launching and configuring new client programs, writing the operational playbooks your programs run on, and deploying incentive spend within guardrails – while trusting peer functions to own adjacent responsibilities in order for you to maintain a singular, maniacal focus on client performance. ### What You’ll Do * Program Performance and Delivery Own marketplace performance outcomes (contractual and otherwise) for your assigned client programs: SLA attainment, program-level clinician pay cost, and roster/staffing health. * Own roster composition and staffing strategy for your programs, building and adjusting rosters to ensure SLA through client growth, churn, and short-term volatility. * Own operational data analytics and reporting for your programs – pulling and interrogating utilization, breach-pattern, and profitability data yourself and turning it into recommendations and actions * Own the operating rhythm and upward performance visibility for your programs: recurring performance reviews of SLA, utilization, and cost that turns into actions. * Partner with the Capacity Planner to understand near-term volatility and how it may affect client demand (ie demand surges, modality changes, etc) and own the operational response for your programs (escalation thresholds, incentive levers, roster mix) to keep the program on track. Cost and Incentives * Optimize program-level clinician pay cost and deploy consult incentive spend within a defined budget. * Own the cost plan for your programs and be accountable to variance – partner with the Director of Marketplace on expected cost-per-consult, and keep your lever costs calibrated so you know how to deploy your incentives appropriately. Real-Time Response and Agent Oversight * Author the real-time escalation and response playbook your programs run on: thresholds, approved corrective actions, escalation triggers. Real-time monitoring and AI agents execute against the playbook you write, and you refine how they act on your programs as their capabilities grow. * Review how the agents act on your programs – audit their decisions for quality, catch policy drift or mistakes early, and feed corrections back into the playbook and the agent logic. You’re the human-in-the-loop that keeps automated responses trustworthy on your book. * Partner with clinician management peers to relay clinician performance observations that impact your programs and to identify roster improvements that will drive your client performance. Client Launches and Partnership * Partner with Customer Success as the operational counterpart on the client’s commercial relationship – supporting quarterly business reviews and the real-world story behind client performance. * Own launch supply-readiness with Provider Operations and the Capacity Planner – ensuring clinicians are credentialed, licensed, and activated in the right states, at the volume the program needs, before go-live. * Lead new-client implementation – configuration and setup – as part of cross functional onboarding teams, and own expansions for programs you already run. * Support strategic projects across Marketplace Operations as they arise. ### Who You Are * An operator with experience working in fast-paced, high-demand environments – someone who digs into the details to find root cause, spots broken or inefficient processes, and builds the fix rather than just flagging the problem. * Experience owning end-to-end operational performance in a marketplace, logistics, or two-sided platform environment (delivery, rideshare, staffing, workforce management) – direct accountability for SLA, throughput, or cost. * Strategic thinker who connects day-to-day program performance to the bigger picture – you can zoom out from a single roster or escalation to spot the pattern worth fixing structurally, and zoom back in to execute it. * A strong cross-functional partner and team player – you know how to work through peer teams and different personalities to drive your program’s outcomes, even when you don’t own every lever yourself. * Strong data fluency. You pull and interrogate your own SLA, completion, utilization, and cost-to-plan data and drive decisions from it – hands-on with SQL, Looker, and Excel – rather than waiting for someone to translate it for you. * A direct, clear communicator who authors and revises the procedures your programs run on – escalation playbooks, response plans, launch runbooks – rather than only following ones someone else wrote. ### Nice to Have Don’t let these stand in your way—they’re just added bonuses! If you meet most of the core requirements, we encourage you to apply. * Exposure to multi-state licensure, credentialing, or other regulated-workforce dynamics. * Experience launching or configuring new client programs in a marketplace or platform business. * Healthcare, telehealth, or regulated-workforce experience. * Marketplace or platform experience. ### Salary and Perks Pay Range: $122,075- $155,000 plus equity Final offer amounts are determined by multiple factors including, but not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations. Wheel is unable to consider sponsoring a new qualified applicant for employment authorization for this position. As an employee of Wheel, you’ll enjoy our Total Rewards Program to help secure your financial future and preserve your health and well-being, including: * Medical, Dental and Vision * Ancillary: Life, Short and Long Term Disability * 401K match * Flexible PTO * Parental Leave * Stock options * Additional programs and perks Wheel is committed to equal employment opportunities for all team members. Every decision we make regarding employment is solely based on merit, competence, and performance. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. Research shows that underrepresented groups typically apply only if they meet 100% of the criteria listed. At Wheel, we encourage women, people of color, and LGBTQ+ job seekers to apply for positions even if they don’t check every box for the role. 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