Member Engagement Manager

Drive Engagement. Earn trust. Give people a reason to open the door.

Clover Care Services (CCS), including our In-Home Care (IHC) and Clover Care Visit (CCV) programs, delivers proactive care to members in their homes and through telehealth. We're building a next-generation, AI-powered practice that improves health outcomes and manages the total cost of care by making personalized care easier to access and deliver.

We’re hiring a member engagement leader with a strong creative core. You can find the message, write the copy, design the asset, launch the campaign, and use the response to make the next version better.

Clover’s internal clinical practice is at an inflection point, and we’re investing in member engagement strategies that drive demand for our home-based services and improve how we communicate with the members we serve. You’ll help more people understand the value of our care, take the first step toward a visit, and stay informed throughout their experience.

This role is designed for someone who thrives at the intersection of creative ambition and clinical responsibility. You can write language that captures attention and holds up to scrutiny. You can earn a member’s trust, connect with a caregiver’s concerns, and hold a physician’s attention. You use AI to expand your output while maintaining a high standard for what leaves your hands.

Your depth is in communication. Your range lets you understand the care model, find the friction, choose the medium, and carry the work from idea through results.

Why this work matters

Our clinicians care for medically complex Medicare members in their homes, where real-life barriers become visible: medications on the table, fall risks, caregiver dynamics, food insecurity, and missed follow-ups.

They spend time with people. They notice what might otherwise go unnoticed. Some members ask them not to take too long to come back.

Your work helps that relationship begin and grow. A letter can make an unfamiliar service feel credible. A call script can pave the way for someone to voice a concern. Each requires a different approach—and the judgment to know why.

As a Member Engagement Manager, you will:

• Build Demand for the Practice: Develop campaigns that help eligible members discover our services and give members, caregivers, and referring physicians a clear reason to engage. Coordinate outreach with the teams delivering care so demand translates into visits we can support.
• Turn Interest Into Action: Improve the path from first awareness to a completed visit. Identify where people hesitate, lose interest, or encounter friction. Test messages, channels, and calls to action that help them take the next step.
• Make Member Communication Work Better: Create clear, useful communications that explain our services, set expectations, help members prepare for visits, and support ongoing engagement with the practice.
• Create Across Audiences and Formats: Turn a strong idea into member outreach, caregiver materials, physician communications, mailers, emails, texts, call scripts, web content, and short videos. Adapt the message to how people actually receive it.
• Build With AI: Use approved AI tools to explore concepts, generate variations, develop assets, and accelerate iteration. Own the facts, voice, and quality of the final product.
• Work Creatively Within Real Constraints: Partner with clinical, legal, and compliance teams. Understand the boundaries, develop compelling options within them, and carry materials through review.
• Own Delivery and Learn From Results: Manage the work from brief through launch. Use campaign performance and feedback from members, caregivers, clinicians, and outreach teams (both AI & Human!) to improve response, scheduling, completed visits, and understanding.

Success in this role looks like:

• First 90 days: Understand the care model, audiences, and review process. Build relationships with clinical and outreach teams. Establish baseline performance, identify the most consequential gaps in outreach and member communication, and ship improvements.
• First six months: Own campaigns and materials across multiple formats. Establish an effective AI-assisted workflow and a consistent approach to testing. Demonstrate that performance data and audience feedback are improving how we generate demand and communicate our services.
• First year: Build a recognizable voice for the practice and a repeatable engagement process that supports its growth. Show measurable improvement in member engagement and completed visits, alongside clearer communication throughout the care experience.

You should get in touch if:

• You have a clear creative strength—writing, design, or content production—and can carry work across adjacent disciplines.
• You write with precision and personality. You can make a member feel at ease and give a physician the substance they need.
• You understand how engagement drives growth. You can connect a campaign to the action it produced, identify where people dropped off, and decide what to test next.
• You’re curious enough to understand the clinical details and disciplined enough to know which details belong in the message.
• You can balance regulatory Medicare requirements with captivating language. You have experience working with compliance and keeping work moving productively forward.
• You already use AI to make things. You know how to direct it, challenge it, and recognize when a convincing output is wrong.
• You’ve taken work from concept through delivery and can explain what happened after it launched.
• You earn trust through the quality of your work, your responsiveness to feedback, and your follow-through.
• Experience in healthcare or another regulated industry is valuable. Bring evidence of your craft, judgment, and ability to learn.

Benefits Overview:

• Financial Well-Being: Our commitment to attracting and retaining top talent begins with a competitive base salary and equity opportunities. Additionally, we offer a performance-based bonus program, 401k matching, and regular compensation reviews to recognize and reward exceptional contributions.
• Physical Well-Being: We prioritize the health and well-being of our employees and their families by providing comprehensive medical, dental, and vision coverage. Your health matters to us, and we invest in ensuring you have access to quality healthcare.
• Mental Well-Being: We understand the importance of mental health in fostering productivity and maintaining work-life balance. To support this, we offer initiatives such as No-Meeting Fridays, monthly company holidays, access to mental health resources, and a generous flexible time-off policy. Additionally, we embrace a remote-first culture that supports collaboration and flexibility, allowing our team members to thrive from any location.
• Professional Development: Developing internal talent is a priority for Clover. We offer learning programs, mentorship, professional development funding, and regular performance feedback and reviews.

Additional Perks:

• Employee Stock Purchase Plan (ESPP) offering discounted equity opportunities
• Reimbursement for office setup expenses
• Monthly cell phone & internet stipend
• Remote-first culture, enabling collaboration with global teams
• Paid parental leave for all new parents
• And much more!

About Clover: We are reinventing health insurance by combining the power of data with human empathy to keep our members healthier. We believe the healthcare system is broken, so we've created custom software and analytics to empower our clinical staff to intervene and provide personalized care to the people who need it most.

We always put our members first, and our success as a team is measured by the quality of life of the people we serve. Those who work at Clover are passionate and mission-driven individuals with diverse areas of expertise, working together to solve the most complicated problem in the world: healthcare.

From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, perspectives, opinions, and backgrounds, who share a passion for improving people's lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone's responsibility.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are anE-Verify company.

Final pay is based on several factors including but not limited to internal equity, market data, and the applicant’s education, work experience, certifications, etc.

Originally posted on Himalayas