Chief Commercial Officer Jobs in USA with Visa Sponsorship
Chief Commercial Officer roles attract H-1B visa and O-1A sponsorship from large corporations and growth-stage companies, but executive-level positions face extra USCIS scrutiny. Employers must document that the CCO role qualifies as a specialty occupation requiring a specific degree field. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
We exist for workers and their employers -- who are the backbone of our economy. That is where Centivo comes in -- our mission is to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Centivo is seeking a visionary and execution-oriented Chief Commercial Officer (CCO) to own and drive the full commercial engine of the company. As a key member of the senior leadership team the CCO will be accountable for the entire revenue lifecycle: new business acquisition across all market segments, existing client retention and growth, client implementation, and revenue operations, inclusive of all channels. This is a rare opportunity for a commercial leader who thrives at the intersection of strategy and execution — someone who can craft a bold go-to-market vision, build and develop high-performing teams, and relentlessly drive the operational discipline required to scale a mission-driven self-funded health plan. The CCO will be instrumental in positioning Centivo for the next phase of growth.
Responsibilities
Commercial Strategy & Revenue Growth
- Craft and own Centivo’s enterprise-wide commercial strategy, integrating new sales, retention, and expansion into a unified growth framework
- Set the strategic direction for market segmentation, channel strategy, and go-to-market motion across national/strategic accounts and the core/middle market segment
- Steer pricing strategy, deal structure, and commercial terms in partnership with Finance and Legal to maximize long-term revenue and margin
- Drive annual revenue planning, bookings targets, and pipeline governance; deliver accurate and transparent forecasting to the CEO, President/COO, and Board
- Influence product strategy by serving as the voice of the market and the client; champion commercial needs in product development and roadmap prioritization
- Position Centivo competitively in the self-funded employer market through deep knowledge of industry dynamics, competitor landscape, and broker/consultant ecosystem
- Serve as “face of the franchise” to external stakeholders, such as employers, brokers and consultants, purchasing coalitions, health system partners (as appropriate), and other stakeholders
New Sales — National Accounts & Middle Market
- Lead and develop the sales organization spanning strategic/national accounts and the core/middle market segment, ensuring each team has the right talent, tools, and playbooks to hit growth targets
- Shape the sales model and team structure to support hyperscale — building repeatable, scalable processes that enable growth without proportional cost increases
- Sponsor the development and continuous refinement of sales training programs, including consultative and challenger-based selling approaches tailored to the broker-driven health plan market
- Drive broker and consultant relationship strategy, ensuring Centivo is top-of-mind with key distribution partners in every target market
- Cultivate alternative channels into client executive teams, including health system partnerships and other product/vendor partnerships
- Establish robust pipeline management disciplines, KPIs, and revenue analytics across all segments; use data to identify and close performance gaps quickly
- Collaborate with marketing on the design and execution of supporting marketing plan
- Oversee sales compensation design and commission structures in partnership with People and Finance to attract, retain, and motivate top commercial talent
Client Success — Retention & Growth
- Own the client success function end-to-end, setting the strategic vision and KPIs for client retention, satisfaction, and revenue expansion
- Architect a proactive client success model that drives measurable outcomes for clients and deepens Centivo’s value proposition across the employer and member lifecycle
- Define and govern the metrics that matter most: net revenue retention (NRR), gross retention, client health scores, and employer/member satisfaction
- Drive alignment between client success, implementation, and issue resolution to ensure a seamless, high-quality client experience from sale through renewal
- Champion executive-level client relationships with strategic employer accounts, serving as a senior commercial point of contact and escalation path
Revenue Operations
- Steer the revenue operations function to ensure commercial infrastructure — CRM, data, reporting, process, and tooling — supports scalable growth
- Set enterprise-level standards for pipeline hygiene, forecasting accuracy, and revenue analytics; hold the organization accountable to consistent commercial cadences
- Drive alignment between revenue operations and the broader commercial team to optimize lead flow, sales cycle velocity, and conversion rates across segments
- Sponsor technology and automation investments that improve sales team productivity and client success capacity without adding headcount proportionally
- Ensure revenue operations maintains strong connectivity with Marketing, Finance, and Legal to support seamless handoffs and end-to-end revenue cycle integrity
Client Implementation
- Lead the client implementation function, ensuring new clients are onboarded on time, on budget, and in a manner that sets the relationship up for long-term success
- Establish scalable implementation processes and playbooks that reduce time-to-value for new clients while maintaining exceptional quality standards
- Drive continuous improvement in implementation capacity, tooling, and team development to support business growth without sacrificing client experience
- Ensure tight coordination between implementation, sales, and client success so that handoffs are seamless and client expectations are consistently set and met
Leadership & Organizational Development
- Build, develop, and inspire a high-performing commercial organization across all functions; foster a culture of accountability, collaboration, and continuous improvement
- Transform the commercial org to reflect best-in-class practices for a scaling health plan, including team design, spans of control, and hiring for future growth
- Navigate complexity and ambiguity with confidence — making sound decisions quickly and guiding the team through change with clarity and purpose
- Serve as an active and engaged member of the senior leadership team; contribute to company strategy beyond the commercial function
- Partner closely with Finance, Operations, Clinical, Marketing, and Legal to ensure commercial objectives are well-integrated with enterprise priorities
QUALIFICATIONS & EXPERIENCE
Required:
- Bachelor’s degree required; advanced degree (MBA or equivalent) preferred
- 12+ years of commercial leadership experience in health benefits, health plans, health technology, or a closely adjacent industry (TPA, PBM, benefits administration)
- 7+ years in a senior executive role with ownership of multiple commercial functions — ideally including sales, client success, and at least one of: rev ops, implementation, or issue resolution
- Demonstrated success scaling a commercial organization through a hyperscale or high-growth phase — from early traction through sustained, repeatable growth
- Deep expertise in the self-funded employer market, including broker/consultant distribution dynamics, RFP processes, and the operational realities of plan administration
- Ability to collaborate with technical functions such as actuarial and clinical as well as operational support functions such as claims and member services
- Experience leading both national/strategic accounts and middle market sales motions simultaneously, with an understanding of how to build differentiated approaches for each segment
- Proven track record of building and developing exceptional teams — attracting, developing, and retaining high-caliber talent at all levels
- Strong fluency in revenue analytics, pipeline management, CRM disciplines, and commercial forecasting
- Exceptional ability to build trust and productive relationships with employer clients, broker partners, and internal cross-functional stakeholders
Preferred:
- Experience at a venture-backed or growth-stage health plan or health tech company in a commercial leadership role
- Familiarity with ACO-based or primary care-centric care delivery models
- Track record of building or transforming a revenue operations function
Executive Leadership Skills & Behaviors:
- Business Acumen — A sharpness and speed in understanding commercial situations — risks and opportunities alike — in a manner that consistently leads to good outcomes. Able to think beyond the commercial function to the broader enterprise impact of every decision.
- Accountability & Execution — Takes ownership of outcomes, follows through on commitments, and holds the organization to high performance standards. Does not make excuses — owns results, positive and negative, and moves quickly to course-correct.
- Executive Presence — The combination of gravitas, authenticity, and interpersonal confidence that allows this leader to have meaningful impact with clients, partners, the board, and the internal organization. Credible, composed, and compelling in every setting.
- Strategist Mindset — Sees and articulates the bigger picture while staying connected to operational reality. Anticipates opportunities and obstacles, sets clear direction, and maintains alignment to long-term company goals without losing sight of near-term execution.
- Systems Thinking — Sees patterns, interconnections, and interdependencies across the commercial organization and the broader company. Understands how changes in one area ripple through the rest of the system, and manages accordingly.
- Flexibility & Working Through Ambiguity — Energized by new challenges and evolving contexts. Comfortable making sound decisions with fragmented information and driving the team to clear, actionable next steps even in uncertain environments.
People Manager Leadership Behaviors:
- Communicate — Translates company vision and strategy into clear direction for the commercial organization. Keeps teams informed — including what is known and what is not — so people can do their best work.
- Clarify — Sets clear expectations for what “good” looks like across all commercial functions. Addresses performance gaps directly and ensures understanding before moving on.
- Coach — Provides meaningful recognition and development-oriented feedback. Helps team members build the capabilities they need to grow and succeed — both in their current role and their next one.
- Connect — Helps the team see their collective purpose and how their work connects to Centivo’s mission. Builds bridges within and beyond the commercial org to create a sense of shared momentum.
- Customize — Adapts leadership approach to the individual — understanding what motivates each person and adjusting how they communicate, delegate, coach, and connect based on what each team member needs to thrive.
Centivo Values:
- Resilient — This is wicked hard. There is no easy button for healthcare affordability. Luckily, the mission makes it worth it and sustains us when things are tough. Being resilient ensures we don’t give up. We embrace challenges, follow through on commitments, and never avoid things just because they are hard.
- Uncommon — The status quo stinks so we had to go out and build something better. We are easy to work with, we simplify the complex, and we recognize what needs to be done and do it. We focus on efficiency over bureaucracy and we don’t dodge the hard conversations.
- Positive — We care about each other. We say ‘how could we?’ instead of ‘we can’t.’ We encourage each other and anticipate others’ needs. We always give credit to others and look for solutions rather than linger on problems.
Who we are:
Centivo is an innovative health plan for self-funded employers on a mission to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Anchored around a primary care based ACO model, Centivo saves employers 15 to 30 percent compared to traditional insurance carriers. Employees also realize significant savings through our free primary care (including virtual), predictable copay and no-deductible benefit plan design. Centivo works with employers ranging in size from 51 employees to Fortune 500 companies. For more information, visit centivo.com. Headquartered in Buffalo, NY with offices in New York City and Buffalo, Centivo is backed by leading healthcare and technology investors, including a recent round of investment from Morgan Health, a business unit of JPMorgan Chase & Co.
INTRODUCTION
We exist for workers and their employers -- who are the backbone of our economy. That is where Centivo comes in -- our mission is to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Centivo is seeking a visionary and execution-oriented Chief Commercial Officer (CCO) to own and drive the full commercial engine of the company. As a key member of the senior leadership team the CCO will be accountable for the entire revenue lifecycle: new business acquisition across all market segments, existing client retention and growth, client implementation, and revenue operations, inclusive of all channels. This is a rare opportunity for a commercial leader who thrives at the intersection of strategy and execution — someone who can craft a bold go-to-market vision, build and develop high-performing teams, and relentlessly drive the operational discipline required to scale a mission-driven self-funded health plan. The CCO will be instrumental in positioning Centivo for the next phase of growth.
Responsibilities
Commercial Strategy & Revenue Growth
- Craft and own Centivo’s enterprise-wide commercial strategy, integrating new sales, retention, and expansion into a unified growth framework
- Set the strategic direction for market segmentation, channel strategy, and go-to-market motion across national/strategic accounts and the core/middle market segment
- Steer pricing strategy, deal structure, and commercial terms in partnership with Finance and Legal to maximize long-term revenue and margin
- Drive annual revenue planning, bookings targets, and pipeline governance; deliver accurate and transparent forecasting to the CEO, President/COO, and Board
- Influence product strategy by serving as the voice of the market and the client; champion commercial needs in product development and roadmap prioritization
- Position Centivo competitively in the self-funded employer market through deep knowledge of industry dynamics, competitor landscape, and broker/consultant ecosystem
- Serve as “face of the franchise” to external stakeholders, such as employers, brokers and consultants, purchasing coalitions, health system partners (as appropriate), and other stakeholders
New Sales — National Accounts & Middle Market
- Lead and develop the sales organization spanning strategic/national accounts and the core/middle market segment, ensuring each team has the right talent, tools, and playbooks to hit growth targets
- Shape the sales model and team structure to support hyperscale — building repeatable, scalable processes that enable growth without proportional cost increases
- Sponsor the development and continuous refinement of sales training programs, including consultative and challenger-based selling approaches tailored to the broker-driven health plan market
- Drive broker and consultant relationship strategy, ensuring Centivo is top-of-mind with key distribution partners in every target market
- Cultivate alternative channels into client executive teams, including health system partnerships and other product/vendor partnerships
- Establish robust pipeline management disciplines, KPIs, and revenue analytics across all segments; use data to identify and close performance gaps quickly
- Collaborate with marketing on the design and execution of supporting marketing plan
- Oversee sales compensation design and commission structures in partnership with People and Finance to attract, retain, and motivate top commercial talent
Client Success — Retention & Growth
- Own the client success function end-to-end, setting the strategic vision and KPIs for client retention, satisfaction, and revenue expansion
- Architect a proactive client success model that drives measurable outcomes for clients and deepens Centivo’s value proposition across the employer and member lifecycle
- Define and govern the metrics that matter most: net revenue retention (NRR), gross retention, client health scores, and employer/member satisfaction
- Drive alignment between client success, implementation, and issue resolution to ensure a seamless, high-quality client experience from sale through renewal
- Champion executive-level client relationships with strategic employer accounts, serving as a senior commercial point of contact and escalation path
Revenue Operations
- Steer the revenue operations function to ensure commercial infrastructure — CRM, data, reporting, process, and tooling — supports scalable growth
- Set enterprise-level standards for pipeline hygiene, forecasting accuracy, and revenue analytics; hold the organization accountable to consistent commercial cadences
- Drive alignment between revenue operations and the broader commercial team to optimize lead flow, sales cycle velocity, and conversion rates across segments
- Sponsor technology and automation investments that improve sales team productivity and client success capacity without adding headcount proportionally
- Ensure revenue operations maintains strong connectivity with Marketing, Finance, and Legal to support seamless handoffs and end-to-end revenue cycle integrity
Client Implementation
- Lead the client implementation function, ensuring new clients are onboarded on time, on budget, and in a manner that sets the relationship up for long-term success
- Establish scalable implementation processes and playbooks that reduce time-to-value for new clients while maintaining exceptional quality standards
- Drive continuous improvement in implementation capacity, tooling, and team development to support business growth without sacrificing client experience
- Ensure tight coordination between implementation, sales, and client success so that handoffs are seamless and client expectations are consistently set and met
Leadership & Organizational Development
- Build, develop, and inspire a high-performing commercial organization across all functions; foster a culture of accountability, collaboration, and continuous improvement
- Transform the commercial org to reflect best-in-class practices for a scaling health plan, including team design, spans of control, and hiring for future growth
- Navigate complexity and ambiguity with confidence — making sound decisions quickly and guiding the team through change with clarity and purpose
- Serve as an active and engaged member of the senior leadership team; contribute to company strategy beyond the commercial function
- Partner closely with Finance, Operations, Clinical, Marketing, and Legal to ensure commercial objectives are well-integrated with enterprise priorities
QUALIFICATIONS & EXPERIENCE
Required:
- Bachelor’s degree required; advanced degree (MBA or equivalent) preferred
- 12+ years of commercial leadership experience in health benefits, health plans, health technology, or a closely adjacent industry (TPA, PBM, benefits administration)
- 7+ years in a senior executive role with ownership of multiple commercial functions — ideally including sales, client success, and at least one of: rev ops, implementation, or issue resolution
- Demonstrated success scaling a commercial organization through a hyperscale or high-growth phase — from early traction through sustained, repeatable growth
- Deep expertise in the self-funded employer market, including broker/consultant distribution dynamics, RFP processes, and the operational realities of plan administration
- Ability to collaborate with technical functions such as actuarial and clinical as well as operational support functions such as claims and member services
- Experience leading both national/strategic accounts and middle market sales motions simultaneously, with an understanding of how to build differentiated approaches for each segment
- Proven track record of building and developing exceptional teams — attracting, developing, and retaining high-caliber talent at all levels
- Strong fluency in revenue analytics, pipeline management, CRM disciplines, and commercial forecasting
- Exceptional ability to build trust and productive relationships with employer clients, broker partners, and internal cross-functional stakeholders
Preferred:
- Experience at a venture-backed or growth-stage health plan or health tech company in a commercial leadership role
- Familiarity with ACO-based or primary care-centric care delivery models
- Track record of building or transforming a revenue operations function
Executive Leadership Skills & Behaviors:
- Business Acumen — A sharpness and speed in understanding commercial situations — risks and opportunities alike — in a manner that consistently leads to good outcomes. Able to think beyond the commercial function to the broader enterprise impact of every decision.
- Accountability & Execution — Takes ownership of outcomes, follows through on commitments, and holds the organization to high performance standards. Does not make excuses — owns results, positive and negative, and moves quickly to course-correct.
- Executive Presence — The combination of gravitas, authenticity, and interpersonal confidence that allows this leader to have meaningful impact with clients, partners, the board, and the internal organization. Credible, composed, and compelling in every setting.
- Strategist Mindset — Sees and articulates the bigger picture while staying connected to operational reality. Anticipates opportunities and obstacles, sets clear direction, and maintains alignment to long-term company goals without losing sight of near-term execution.
- Systems Thinking — Sees patterns, interconnections, and interdependencies across the commercial organization and the broader company. Understands how changes in one area ripple through the rest of the system, and manages accordingly.
- Flexibility & Working Through Ambiguity — Energized by new challenges and evolving contexts. Comfortable making sound decisions with fragmented information and driving the team to clear, actionable next steps even in uncertain environments.
People Manager Leadership Behaviors:
- Communicate — Translates company vision and strategy into clear direction for the commercial organization. Keeps teams informed — including what is known and what is not — so people can do their best work.
- Clarify — Sets clear expectations for what “good” looks like across all commercial functions. Addresses performance gaps directly and ensures understanding before moving on.
- Coach — Provides meaningful recognition and development-oriented feedback. Helps team members build the capabilities they need to grow and succeed — both in their current role and their next one.
- Connect — Helps the team see their collective purpose and how their work connects to Centivo’s mission. Builds bridges within and beyond the commercial org to create a sense of shared momentum.
- Customize — Adapts leadership approach to the individual — understanding what motivates each person and adjusting how they communicate, delegate, coach, and connect based on what each team member needs to thrive.
Centivo Values:
- Resilient — This is wicked hard. There is no easy button for healthcare affordability. Luckily, the mission makes it worth it and sustains us when things are tough. Being resilient ensures we don’t give up. We embrace challenges, follow through on commitments, and never avoid things just because they are hard.
- Uncommon — The status quo stinks so we had to go out and build something better. We are easy to work with, we simplify the complex, and we recognize what needs to be done and do it. We focus on efficiency over bureaucracy and we don’t dodge the hard conversations.
- Positive — We care about each other. We say ‘how could we?’ instead of ‘we can’t.’ We encourage each other and anticipate others’ needs. We always give credit to others and look for solutions rather than linger on problems.
Who we are:
Centivo is an innovative health plan for self-funded employers on a mission to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Anchored around a primary care based ACO model, Centivo saves employers 15 to 30 percent compared to traditional insurance carriers. Employees also realize significant savings through our free primary care (including virtual), predictable copay and no-deductible benefit plan design. Centivo works with employers ranging in size from 51 employees to Fortune 500 companies. For more information, visit centivo.com. Headquartered in Buffalo, NY with offices in New York City and Buffalo, Centivo is backed by leading healthcare and technology investors, including a recent round of investment from Morgan Health, a business unit of JPMorgan Chase & Co.
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Get Access To All JobsTips for Finding Chief Commercial Officer Jobs
Target companies with established immigration programs
Large enterprises and well-funded startups with dedicated HR or legal teams process executive visa petitions far more smoothly than companies sponsoring for the first time. Smaller firms often lack the infrastructure to handle CCO-level H-1B filings.
Build a case for specialty occupation status
USCIS scrutinizes broad executive titles. Work with your employer's immigration counsel to show that the CCO role requires a specific degree field, such as business administration, marketing, or economics, not just any bachelor's degree.
Consider the O-1A if you have a strong track record
C-suite candidates with documented business achievements, high compensation history, or industry recognition may qualify for the O-1A extraordinary ability visa, which bypasses the H-1B lottery entirely and has no annual cap.
Prepare detailed evidence of your commercial leadership
Revenue growth figures, market expansion results, and team leadership scope strengthen both specialty occupation arguments and O-1A petitions. Quantifiable outcomes are far more persuasive to USCIS than job description language alone.
Clarify equity and compensation structure early
CCO roles often include equity, bonuses, and variable pay. Confirm with your employer how total compensation is structured in the Labor Condition Application, since the prevailing wage requirement applies to the base salary component.
Align your degree field with your commercial responsibilities
If your degree is in engineering or another technical field, your employer will need to explain how that background directly supports a commercial strategy role. A clear connection between your education and the CCO function strengthens the petition.
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Find Chief Commercial Officer JobsFrequently Asked Questions
Can a Chief Commercial Officer role qualify for H-1B sponsorship?
Yes, but the employer must demonstrate that the CCO position is a specialty occupation requiring a bachelor's degree or higher in a specific field. USCIS gives extra scrutiny to broad executive titles because they can appear to accept any degree. The petition is stronger when the job description ties commercial strategy responsibilities directly to a defined academic discipline such as business, economics, or marketing.
Is the O-1A visa a realistic option for a CCO candidate?
For experienced commercial executives, the O-1A is often the stronger path. It requires demonstrating extraordinary ability through criteria such as high compensation relative to peers, critical employment at a distinguished organization, significant contributions to the industry, or business media coverage. A CCO with a documented record of driving revenue growth or leading major market expansions can build a compelling O-1A case without entering the H-1B lottery.
What degree background do companies expect when sponsoring a CCO for a visa?
Most sponsoring employers expect a bachelor's degree at minimum in business administration, marketing, finance, economics, or a related commercial field, with an MBA common at larger companies. For H-1B purposes, the degree field must align directly with the duties of the CCO role. If your degree is in an unrelated discipline, three years of progressive work experience can substitute for each missing year of education under USCIS rules.
How common is visa sponsorship for Chief Commercial Officer positions?
Sponsorship at the CCO level is less common than for mid-level professional roles, primarily because many companies assume senior hires will already have work authorization. However, multinationals, private equity-backed companies, and high-growth technology firms do sponsor CCO candidates, particularly through L-1A intracompany transfers or H-1B petitions. Browse current openings on Migrate Mate to identify which companies are actively hiring internationally at the executive level.
What makes a CCO petition get denied, and how can candidates reduce that risk?
The most common denial reason is failing to establish specialty occupation status, where USCIS concludes that the role could be filled by someone with any bachelor's degree regardless of field. Petitions are also denied when the degree-to-job connection is vague or when employers cannot document that the position normally requires a specific credential. Working with experienced immigration counsel before filing, and ensuring the job description is written with specialty occupation requirements in mind, significantly reduces denial risk.
What is the prevailing wage requirement for sponsored Chief Commercial Officer jobs?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.
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