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About Spark Advisors
We're building healthcare tech for a system that desperately needs it.
Each year, millions of Americans deal with confusing changes to their Medicare plans that impact their prescriptions, access to care, and pocketbooks. These aren’t just inconveniences – they are potentially life-altering changes that leave seniors medically and financially vulnerable.
Independent Medicare advisors play a crucial role in guiding seniors through this complexity and helping them find the right coverage for their needs. But their ability to be effective healthcare advocates has long been hamstrung by broken tools and outdated systems.
Spark is fixing that. We’re the fastest-growing Medicare platform in the country, combining AI, an industry-leading CRM, and client services to transform how 10,000+ brokers acquire, enroll, and support clients in their local communities.
Join a talent-dense team from Square, Ramp, Yext, Oscar, and Cedar — backed by Primary Ventures and Viewpoint Ventures — that is serious about building technology to expand access to quality healthcare. We offer remote work, sabbaticals, company retreats, and other generous benefits that earned us recognition as one of Inc. Magazine’s Best Workplaces of 2025
Healthcare is overdue for innovation. Let’s redefine what its future looks like — together.
Summary
This role leads Spark 's ongoing monitoring of its downline agencies, from risk-tiering methodology through corrective action, and owns the carrier-facing and executive-level reporting that documents Spark 's oversight of its network. The Senior Specialist works closely with the Compliance & QA Supervisor and Head of Compliance and operates with a high degree of autonomy on day-to-day program decisions, escalating only complex or precedent-setting issues.
This role is ideal for an experienced compliance professional who wants to lead an agency monitoring program, serves as a go-to subject matter expert for the department, and is comfortable representing compliance externally with carriers and internally with leadership.
What You'll Do
Downline Agency Monitoring & Risk Oversight (40%)
Lead the Monitoring Framework: They lead the design and evolution of Spark 's risk-based monitoring framework for downline agencies, including risk-tiering methodology and monitoring thresholds, operating with minimal day-to-day oversight from the Supervisor and Head of Compliance.
Cross-Functional Input: They partner with call quality and case management functions to ensure QA and case findings are incorporated into agency risk tiers.
Program-Level Trend Analysis: They independently analyze monitoring data to identify systemic or emerging agency-level risks, and bring findings and recommended program changes directly to the Head of Compliance.
Carrier & Executive Reporting (25%) Own Carrier Reporting: They own the development of carrier-facing compliance reports summarizing Spark 's oversight actions and outcomes for its downline agencies.
Own Executive Reporting: They build and maintain executive-level dashboards and reporting on agency monitoring performance for department and company leadership.
Carrier Point of Contact: They serve as a key point of contact for carrier partners on monitoring-related reporting requests.
Corrective Action & Remediation (20%)
Own Corrective Actions: They independently develop, negotiate, and manage Corrective Action Plans (CAPs) and Performance Improvement Plans (PIPs) for agencies and agents, including carrier-facing CAP submissions for high-risk cases.
Root Cause Analysis: They lead root cause analysis on significant compliance issues and translate findings into remediation plans and program-level improvements.
Coaching & Education: They design coaching materials and lead office hours to address emerging compliance issues across the program.
Department SME & Cross-Functional Partnership (15%)
Subject Matter Expertise: They serve as a subject matter expert for the Compliance department on CMS Medicare marketing and agent oversight requirements, fielding questions from across the team.
Mentorship: They mentor and advise less experienced compliance specialists on complex cases and monitoring decisions, without formal management authority.
Cross-Functional Representation: They represent compliance in cross-functional and carrier-facing discussions on downline agency oversight, including coaching and education efforts for agencies.
What We're Looking For
Deep subject matter expertise in CMS regulations governing downline agency oversight, including CTM Rate and Non-CTM Founded Rate as risk-tiering inputs, and telephonic enrollment standards.
Proven ability to independently lead and evolve an agency monitoring or risk-tiering program, not just execute within one.
Strong analytical skills with the ability to translate raw data (call scores, case details) into insights and reports that inform program strategy and agency risk-tiering.
Excellent coaching and mentoring skills, including upskilling less experienced compliance specialists.
Highly organized, with an ability to manage and prioritize multiple complex workflows.
Outstanding communication and interpersonal skills, capable of working effectively with agents, internal teams, leadership, and carrier partners.
Proficiency with Google Workspace and experience with compliance workflow or case management software.
Compensation
Our salary ranges are based on paying competitively for our company’s size and industry, and are one part of the total compensation package that also includes equity, benefits, and other opportunities at Spark . In accordance with New York City, Colorado, California, and other applicable laws, Spark is required to provide a reasonable estimate of the compensation range for this role. Individual pay decisions are ultimately based on a number of factors, including qualifications for the role, experience level, skillset, geography, and balancing internal equity. A reasonable estimate of the current salary range is listed below . We expect most candidates to fall in the middle of the range. We also believe that your personal needs and preferences should be taken into consideration, so we allow some choice between equity and cash.
Base Salary
$85,000—$115,000 USD
Why you should join our team
By joining Spark , you will get in on the ground floor of a fast-moving, well-funded, and mission-driven startup where you will have a profound impact on the brokers and beneficiaries we serve. And you'll learn, grow, be challenged, and have fun with your team while doing it.
We strive to help you and your family thrive. We're committed to supporting your happiness, healthiness, and overall well-being by providing a comprehensive benefits program. In addition to your base salary, we also offer:
Equity compensation
Health care, including dental and vision through our PEO Sequoia
Flexible work location; co-working available
401k
Paid Time Off
Monthly Remote Work Stipend (help cover costs of home-office needs)
Paid Parental Leave
Up to 14 weeks for birthing parents
Up to 8 weeks for non-birth parents
11 paid holidays
2 week sabbatical at 5 years of employment
Wellbeing Perks through SpringHealth, OneMedical, PerkSpot, and SoFi
Compliance
Spark is a proud participant in E-Verify. As part of our commitment to compliance, we use the E-Verify program to confirm the employment eligibility of all employees working in the United States. For more information about E-Verify, please visit.
Furthermore, for security and compliance requirements, we’re unable to accommodate international remote work. While we fully support travel and time off, all work must be conducted from an approved location within the U.S.
At Spark , we are committed to hiring the best team to serve our clients regardless of their background. We need diverse perspectives to reflect the diversity of our problems and the population we serve. We look to hire people from a variety of backgrounds, including, but not limited to, race, age, sexual orientation, gender identity and expression, national origin, religion, disability, and veteran status.
AI Notice: We may use AI-enabled tools to assist with certain aspects of our hiring process. These tools do not replace human decision-making, and all employment decisions are made by qualified team members in compliance with applicable laws.
