Brook

Description:

About Brook Inc

Brook Health delivers care beyond the walls of the doctor’s office. Brook provides people living with chronic conditions a highly personalized experience enhanced by AI and powered by mobile apps, connected devices, and a team of health coaches and clinicians. We help people achieve their long-term health goals by supporting smart, daily decisions and partnering with their primary care physicians.

Our product suite includes continuous remote monitoring, population health management tools, and a CDC-approved diabetes prevention program.

Brook has an intentional, user-centric culture with high expectations for delivering better health outcomes for patients, providers, and health systems.

Position Summary

Brook is looking for an exceptional strategist and operator to build and lead the revenue cycle practice from the ground up. The Director, Revenue Cycle Strategy, Partnerships & Operations owns one of the most consequential functions at Brook — making sure the revenue follows the care we deliver on behalf of our partners.

You'll walk into a primary care practice or health system, speak their language, and translate Brook's clinical model into billing reality. You'll partner with Sales to help close deals, guide Implementation to get billing workflows stood up right the first time and stay in the relationship long after go-live — keeping partners performing, compliant, and confident in the economics of their Brook program.

Internally, you'll build the systems, playbooks, and team that make partner billing repeatable and predictable as Brook grows. You bring structure to complexity, translate policy changes into action, and create the operational foundation that allows Brook to scale without revenue leakage.

Success here looks like partners who bill confidently, reimbursement rates that hold, and a sales team that knows you'll help them close the next deal.

Requirements:

Key Responsibilities

Partner-Facing Revenue Leadership

• Serve as the revenue cycle authority in partner-facing conversations — sales pursuits, implementation kickoffs, business reviews, and escalations.
• Translate Brook's clinical model into billing reality for partner practices: what gets billed, how, when, and what the practice needs to do to capture full reimbursement.
• Lead structured business reviews with partner billing teams tied to shared KPIs, SLAs, and revenue outcomes.
• Identify and close revenue leakage through data analysis, workflow audits, and hands-on partner engagement.
• Build trust with practice administrators, billing directors, and CFOs — influence outcomes across partner organizations without direct authority.

Sales Partnership & Deal Support

• Partner with the Sales team through active pursuits — joining calls, answering billing and reimbursement questions, and helping prospects understand the revenue case for Brook.
• Build and maintain ROI models and reimbursement projections that support deal-closing conversations.
• Develop sales enablement materials: payer coverage maps, coding guides, FAQ documents, and objection-handling resources tied to revenue cycle.
• Provide due diligence on prospect billing infrastructure to size implementation complexity before a deal closes.

Implementation & Onboarding

• Own the revenue cycle workstream during partner implementation — workflow design, EHR integration, payer credentialing, and go-live readiness.
• Build and maintain implementation playbooks that make billing setup faster and more consistent across partner types.
• Work alongside the Implementation Design team to ensure billing workflows are embedded correctly from day one.
• Establish go-live billing benchmarks and monitor performance in the first 90 days to catch and correct issues early.

CMS & Payer Strategy

• Maintain deep expertise in RPM-specific reimbursement: CPT codes 99453, 99454, 99457, 99458, and related CCM and chronic care codes.
• Monitor CMS rulemaking, payer policy updates, and reimbursement trends — translate changes into operational guidance for partners before they become problems.
• Serve as Brook's internal and external subject matter expert on reimbursement mechanics for remote patient monitoring.
• Keep Brook and its partners proactive, not reactive, on compliance and reimbursement change.

Revenue Cycle Operations & Enablement

• Own operational oversight across the full revenue lifecycle: eligibility, authorization, coding, claims submission, denial management, payment posting, and collections.
• Build scalable revenue enablement systems — KPIs, dashboards, reporting structures, and governance rhythms — that create performance visibility across the partner portfolio.
• Drive multi-vendor coordination and accountability across RCM partners and clearinghouses.
• Embed compliance and audit readiness into workflows; operationalize regulatory updates quickly and effectively.

Cross-Functional Alignment

• Align Revenue, Care Operations, Implementation Design, Product, and Finance around measurable revenue outcomes.
• Translate operational insights from the partner portfolio into product and system improvements.
• Build and scale a high-performing revenue enablement team as Brook grows.

Knowledge, Skills & Abilities

• Demonstrated ability to build revenue systems in evolving or ambiguous environments.
• Deep expertise in CMS and payer reimbursement mechanics.
• Experience defining KPIs that drive measurable financial improvement.
• Proven success improving reimbursement through operational redesign.
• Strong governance mindset and execution discipline.
• Ability to influence external stakeholders without direct authority.
• Strong analytical rigor and root-cause problem solving.
• Executive leadership presence balancing urgency with operational control.

Required Experience

• 7+ years of progressive revenue cycle leadership, including direct experience driving and managing a rev cycle team — building the function, not just running it.
• Deep expertise in CMS regulations and payer reimbursement mechanics, with the ability to translate policy changes into operational action for partner billing teams.
• Demonstrated ability to influence external stakeholders — practice administrators, billing directors, health system leadership — without direct authority.
• Strong command of benefits verification and benefit investigations, including the ability to teach partner practices how to do it correctly and consistently.
• Track record working alongside or embedded within a Sales team: deal support, prospect education, reimbursement modeling.
• Experience building or standing up billing workflows in new or scaling environments — not just running an established operation.

Skills & Abilities

• Credible in a room with a CFO and equally comfortable working through a billing workflow with a practice administrator.
• Strong analytical rigor — can build a reimbursement projection, read a denial trend, and find root cause in a data set.
• Excellent communicator: translates complex billing and policy concepts into plain language for clinical and administrative audiences.
• Execution discipline — brings structure and accountability to ambiguous environments.
• Comfortable with ambiguity and change; Brook operates in two of the fastest-moving industries in the country.
• Comfortable working in an AI-enabled environment — Brook uses AI throughout its clinical and operational model, and this leader should be ready to leverage AI tools for coding, denial prediction, workflow automation, and operational insight.
• Direct experience with RPM, CCM, PCM, APCM, or tech-enabled care services billing — fluency in the remote care CPT code landscape is a strong differentiator a plus.

Backgrounds That Travel Well into This Role

• A tech-enabled RPM, CCM, or chronic care management company where billing is a shared service between the vendor and the provider practice — you've lived the model Brook runs.
• A health IT or RCM technology company in an implementation or client success leadership role — you've stood up billing workflows across diverse provider environments and owned the outcome.
• An MSO, physician enablement company, or value-based care platform where revenue cycle runs as a service for independent or affiliated practices — you know how to operate without direct authority over the billing team.
• Healthcare consulting with client relationship ownership — especially if you've led rev cycle transformation for provider groups and had to sell the solution internally before executing it.

Working at Brook

Brook operates in two of the fastest-changing industries in America — healthcare and technology. We move quickly based on customer and industry feedback, and thriving in an environment of continuous improvement is a core competency for every member of our team.

We're a small, tight-knit team tackling difficult problems in an entrenched industry. Every team member is expected to contribute to company protocols, provide product feedback, and think critically about our care model. We have big goals. We expect dedication and positive collaboration to achieve them.

This position is not eligible for relocation or visa sponsorship. Candidates must live within a commuting distance from the office. This is a hybrid role, onsite in the office required weekly along with remote work.

Brook is as focused on our employees’ health as we are on that of our patients. Our Benefits program reflects that. We recognize that health does not just mean physical health, but mental and financial health as well. We make every effort to cover all those areas in our plan offerings.

Benefits at Brook Health

In addition to meaningful work in a mission-driven company, Brook offers a comprehensive benefits package designed to support the medical, financial and mental health wellbeing of our employees and their families.

Healthcare Coverage

• Employee & Child(ren): Brook pays 100% of premiums for full-time employees and their child or children for Medical, Dental, and Vision coverage. This means there are no paycheck deductions for you or your child(ren).
• Spouse/Domestic Partner: Brook contributes 50% of premiums for coverage of a spouse or domestic partner.
• HSA Contribution: Employees who enroll in our HSA-eligible medical plan receive a Brook-funded contribution to help cover medical expenses such as deductibles, prescriptions, and office visits.
• Medical Concierge: Brook provides a concierge service to help employees and their families manage healthcare needs like claims, referrals, and care coordination.

Mental Health & Wellbeing

• Mental Health Support: Brook supplements the mental health coverage included in our medical plan with additional resources. Employees have access to free therapy sessions through Spring Health, providing confidential, professional support when it’s needed most.
• Flexible PTO: Our PTO program is truly flexible — no accruals and no preset limits. You and your manager decide what’s reasonable, so you can take the time you need to recharge. In addition, we provide dedicated sick time to support your health and well-being, and a generous holiday schedule that ensures time to rest and celebrate with family and friends.

Financial Wellness & Security

• Income Protection: Brook provides Short-Term and Long-Term Disability insurance to all full-time employees, helping replace income during an illness or injury. Short-Term Disability works alongside any state or insurance benefits and Brook coverage to provide added financial support while you’re away from work.
• Life Insurance: Brook provides company-paid life insurance equal to one times salary, up to a set maximum.
• 401(k) Retirement Savings: All employees (full-time and part-time) are automatically enrolled in our 401(k) plan. Brook provides a company match to help employees grow their retirement savings.
• Emergency Savings Account (ESA): Brook helps employees build financial resilience by supporting contributions to an emergency savings account. Brook matches a portion of employee contributions, helping the fund grow faster. The account is completely flexible — you decide what qualifies as an emergency and how to use the funds.

Recognition & Community

• Employee Referral Bonus: Great people know great people. When you refer a candidate who is hired, you’ll receive a referral bonus.

Brook Inc is an equal opportunity employer. We are committed to building an inclusive and diverse workforce. Brook does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, marital status, age, non-disqualifying physical or mental disability, national origin or ethnic origin, military service status, citizenship or any other protected characteristic covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.