Migration & Implementation LeadAbout the RoleWe're looking for a
Migrations & Implementation Lead to own and elevate Moxie's migrations function-the operational spine that determines how quickly and confidently every new provider gets to value on our platform.
You'll be stepping into a true builder's opportunity: leading a growing team, shaping the processes that make scale possible, and serving as the connective tissue between Ops, Engineering, Product, Practice Success, and Sales. The playbook is still being written, and there's genuine room to put your fingerprints on how this function operates.
This role is open to candidates anywhere in the U.S., though we have a strong preference for those based in or willing to work Eastern or Central time zones.
What You'll Do- Own the migrations function end-to-end: Lead high-complexity enterprise migrations as the primary client contact, driving strong CSAT outcomes across a team managing 30+ EMR systems-including Boulevard, Jane, Zenoti, Vagaro, and Aesthetic Record. You are accountable for how this function performs, not just how it operates.
- Build the systems that make scale possible: Design and implement repeatable operational processes-standardized data mapping guides, QA checklists, kickoff call frameworks, and edge-case libraries-that reduce rework, lower average time-to-migration, and allow the team to grow without growing fragile. This is not about executing someone else's playbook. It's about building one.
- Drive the metrics that matter: Own the team's KPI dashboard (timeliness, accuracy, throughput, CSAT), maintain a capacity planning model by EMR type and account tier, and run a corrective action framework when metrics slip. You should be able to tell the story of this function's performance at any point in time.
- Lead a team that gets stronger as volume increases: Coach direct reports with structured, regular feedback, create visible growth paths for each person, and build a team that becomes more autonomous-not more dependent on you-as complexity rises. The best signal of success here is a team that needs you less over time, not more.
- Influence the product from the ground up: Translate migration patterns, failure modes, and provider feedback into prioritized input for Engineering and Product, partnering closely with the Migrations PM so execution insights actually shape what gets built. You are the ground-level signal. Make it count.
We're Looking For- A migration operations leader, not a technical engineer: Your career has been built around owning complex, client-facing operational functions-leading teams, building processes, and driving outcomes at scale. You think in systems and execution, not code. Technical fluency is a requirement here, but it's the floor, not the ceiling.
- Deep implementation or migrations experience: You have 6-10 years of experience leading data migrations, EMR implementations, or SaaS onboarding in a client-facing capacity-ideally at a healthtech platform, EMR vendor, or enterprise SaaS company. You have owned migrations end-to-end, not just participated in them. Experience with Boulevard, Jane, Zenoti, Vagaro, or Aesthetic Record is a meaningful differentiator.
- Technical credibility without being an engineer: You understand data mapping, validation, and ETL well enough to read a data export, spot an error, and hold a substantive conversation with an engineer about what went wrong and why. You don't need to write the code. You need to understand what it's doing.
- A people manager who actually develops people: You can point to specific examples of giving direct, developmental feedback, building growth plans, and coaching reports through skill gaps-not just delegating tasks. The team you're inheriting is capable and growing. Your job is to make them more autonomous over time, not more dependent on you.
- Cross-functional influence without authority: You've aligned Engineering, Product, or Clinical teams around a migrations- or data-related decision where you didn't have direct control. You know how to build trust, get buy-in, and translate operational signal into something other teams can act on.
- Calm under pressure, structured in chaos: When a critical operational error happens on your watch, you respond with clear communication, root-cause discipline, and a plan to prevent recurrence-not panic or blame. Migrations are high stakes. Providers are watching. How you show up when things go wrong matters as much as how you perform when they go right.
- A clear communicator with non-technical audiences: You can explain a complex data problem to a provider who has never seen a CSV file and make them feel confident, not confused. Provider-facing communication is a core part of this role, not a secondary skill.
Why Join Us- Meaningful scope from day one: Every provider who joins Moxie goes through migrations. Your work directly determines how fast they get to value-and how they feel about Moxie from the moment they arrive. This is not a supporting function. It is a growth function.
- A real builder's opportunity: The migrations playbook is still being written, and there is genuine room to shape how this team operates, how processes are built, and how the function scales. If you have built something comparable before and want to do it again with more complexity and more impact, this is that opportunity.
- Cross-functional visibility and real influence: You'll work across Ops, Engineering, Product, Practice Success, and Sales-with a seat at the table when decisions about data quality, provider readiness, and tooling get made. Migration patterns you surface will directly influence what gets built.
- Fast-learning, high-complexity environment: 30+ EMR systems, new integrations every quarter, enterprise providers with increasingly complex workflows, and regular on-site visits to practices to see in real time how providers actually use these systems. If complexity energizes you rather than slows you down, this environment will keep you sharp.
- Space to actually lead people: You'll inherit a capable, growing team and have the support and autonomy to develop them for real-not just keep them busy. The goal is a team that becomes more autonomous as volume increases. If building people matters to you, this role is built for that.
