Director of Coaching
ABOUT DEO DEO (Dentist Entrepreneur Organization) is the premier coaching, community, and content platform in group dentistry. We take clinicians who have become entrepreneurs and teach them how to become executives — so they can scale their dental group practices with confidence. Founded in 2016, DEO coaches 600+ members every week who collectively represent more than 2,000 practices and $3.7 billion in annual revenue. Our coaching bench of 28+ Tribe Coaches are real operators, not theorists — people who have personally built and scaled multi-million-dollar dental organizations. We are guided by four values: Growing, Grateful, Generous, and Humble. THE OPPORTUNITY DEO is growing, and our coaching bench is growing with it. The Director of Coaching is a new role created to build the systems, structure, and leadership capacity behind that bench — so that every coach we hire is selected well, onboarded quickly, developed continuously, and held to a consistent standard of excellence. Reporting to the CCO, you will own coach recruiting, hiring, onboarding, and ongoing development end to end. Just as importantly, you will build the tools coaches actually use — the playbooks, frameworks, session guides, and member-facing resources that make great coaching repeatable instead of dependent on any one coach’s instincts. You will partner closely with Learning & Development, Member Success, and Operations to make sure the coaching experience our members receive is world-class and consistent across the entire roster, and to strengthen the processes that drive member engagement between sessions. This is a builder’s role in both senses of the word — you are building the bench, and you are building what the bench works with. You will inherit real momentum and a talented team, and you will be expected to bring the project management discipline, leadership judgment, and collaborative instinct required to turn coach development and coach enablement into a true competitive advantage for DEO. WHAT YOU WILL OWN COACH RECRUITING & HIRING Own the full coach hiring lifecycle — role scoping, sourcing, screening, interviewing, selection, and offer — for new Tribe Coaches and specialty coaches. Build and maintain a proactive pipeline of qualified dental operators and executives so DEO is never hiring reactively. Define and continually sharpen the hiring scorecard: the operational experience, coaching aptitude, and cultural fit that predict success at DEO. Partner with the CCO and executive leadership on capacity planning — forecasting coaching demand against member growth and building the roster ahead of the need. COACH ONBOARDING & RAMP Own and continuously improve the coach onboarding program, from offer acceptance through full member load. Design and run structured firstweek and first90day training experiences, including shadowing assignments, methodology certification, and systems enablement (HubSpot, the DEO App, IDOPE, the Profitability Cycle™). Reduce timetoproductivity for new coaches while raising the quality floor of their first member interactions. Serve as the primary point of accountability for every new coach’s ramp — tracking milestones, removing blockers, and escalating early when a coach is off pace. COACH DEVELOPMENT & PERFORMANCE Build the ongoing development path for tenured coaches: skill progression, specialty tracks, peer learning, and continuing education. Establish clear performance standards for coaching quality and run a consistent review cadence — call evaluations, member feedback, retention and engagement signals — with fair, actionable feedback. Coach the coaches. Run 1:1s, development conversations, and performance plans with the same care and candor we expect them to bring to members. Identify and develop future coaching leaders from within the bench. COACH TOOLS & MEMBER-FACING RESOURCES Partner with the CCO and Learning & Development to develop memberfacing resources that coaches put directly into members’ hands. Design and improve the processes behind member engagement: touchpoint cadence, session prep and followup standards, resource delivery, and how members are supported between coaching calls. Capture what DEO’s strongest coaches do instinctively and turn it into shared, documented product the whole bench can use. Track adoption and impact of coaching tools and member resources, and retire or rebuild what is not working. COACHING OPERATIONS & COLLABORATION Run coach hiring, onboarding, and development as managed projects — clear owners, milestones, dependencies, and dates — using DEO’s project management standards. Partner with Learning & Development on curriculum, certification, and training content so coach development and member content stay aligned. Partner with Member Success and Coordinators on coach assignment, tribe composition, coverage when a coach is out, and smooth member transitions. Maintain accurate coach records, capacity data, and development documentation in HubSpot and DEO systems. Attend all three DEO live events, contributing to coach programming, inperson development, and team culture. WHAT SUCCESS LOOKS LIKE IN YEAR ONE A documented, repeatable coach hiring process with a live pipeline — hiring is proactive, not reactive. New coaches reach full member load faster than they do today, with measurably stronger early call quality. Every coach on the roster has a current development plan and a consistent feedback cadence. A shared coaching toolkit exists and is in active use — coaches are pulling from common playbooks and member resources rather than building their own. Coach retention and coachattributed member retention both hold or improve as the bench grows. Coach hiring and onboarding are fully owned by this role — off the plate of the Director of L&D and the CCO. WHAT YOU BRING REQUIRED 7+ years of professional experience, including 3+ years leading and developing people in a directorlevel or equivalent leadership role. Demonstrated project management capability — you can take an ambiguous mandate and turn it into a plan with owners, milestones, and measurable outcomes. Proven experience hiring, onboarding, and developing a team of experienced professionals (coaches, consultants, managers, or clientfacing leaders). Experience building enablement tools, curriculum, playbooks, or program content that other professionals adopted and used — not just documentation that sat on a shelf. Exceptional collaboration skills. This role has influence across L&D, Member Success, and Operations without direct authority over all of it. Strong written and verbal communication; comfortable giving candid, developmental feedback to senior people. Comfort with systems and data — CRM, project management tools, and performance reporting. Ability to travel to DEO live events and team gatherings, approximately 46 times per year. PREFERRED Experience in dental, healthcare, DSO, or multisite services environments. Background in coaching, consulting, or professional services delivery. Experience building an L&D, enablement, or coach certification program from the ground up. Familiarity with HubSpot and community platforms such as Mighty Networks. HOW YOU WORK Abundant — We operate from generosity not scarcity. Grateful — you lead from what we have, not what we lack. Ambitious — We think bigger and pursue growth boldly.. Humble — you ask for help and care more about what is right than about being right. COMPENSATION & BENEFITS Base salary range: $130,000 – $150,000 annually. Placement within the range depends on experience, demonstrated leadership scope, and prior results. DEO offers a full benefits package, a fully remote work environment, paid time off, and professional development support — including access to the same coaching, content, and community our members receive. EQUAL OPPORTUNITY DEO is an equal opportunity employer. We are committed to building a team that reflects the diversity of the members and communities we serve. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. This job description is intended to describe the general nature and level of work being performed. It is not an exhaustive list of all duties, responsibilities, or qualifications, and may be modified as business needs evolve. Nothing in this description constitutes an employment contract or an offer of employment.
Наблюдалась 2026-09-14, впервые 2026-09-08, источник — Indeed.