About the Account Executive Role at Forus

This Account Executive role sits on Forus's Provider Growth team (part of GTM) and is far more than a classic closing seat. You own the end-to-end onboarding experience for new provider organizations, taking them from first contact all the way to full activation. That means building and closing a target account list with RevOps and Analytics, driving outreach to get practices excited to try Forus, hosting demos and training sessions tailored to staff, clinicians, and administrators, and building repeatable playbooks plus self-serve resources so onboarding scales. You will also monitor activation and adoption data, intervene on blockers proactively, and feed provider feedback back to Product and Engineering. In short, it blends sales, customer success, and implementation into one owner-level role that directly affects how many patients get support.

Forus is an AI-powered network connecting doctors, pharmacies, payers, and biopharma, backed by $160M+ and already supporting patients across 80%+ of ZIP codes. They want people who are high horsepower, high throughput, and hyper resourceful, with proven experience in sales, customer success, or implementation (ideally in startup or health tech), strong user empathy for busy providers, excellent communication, comfort with ambiguity, and fluency with CRM tools like Hubspot and data. This is an in-person New York (SoHo) role for people who want to act like an owner.

Quick Stats

* Typical process: 4 to 5 rounds, roughly 3 to 5 weeks

* Format: Recruiter phone screen, then video and in-person rounds at the SoHo office (final rounds are in person)

* Core focus: end-to-end onboarding ownership, outreach and pipeline, product demos and training, activation/adoption data, cross-functional collaboration, healthcare/provider empathy

* Difficulty: Hard. The role fuses sales, CS, and implementation, expects owner-level autonomy in ambiguity, and interviews will probe both hustle and empathy for clinical workflows

What Forus Looks For

* Proven track record in sales, customer success, or implementation, ideally in startup or health tech

* Strong user empathy for providers and staff juggling high workloads (familiarity with healthcare workflows or EHRs is a big plus)

* Comfort with ambiguity and context switching, plus the drive to build repeatable playbooks that scale

* Ability to master complex tools quickly, work with activation/adoption data, and use Hubspot or a similar CRM

Round 1: Recruiter Screen (~30 minutes)

What to Expect

A GTM recruiter or team member will open with a quick call to gauge fit, motivation, and logistics. Expect a tight pitch conversation: why Forus, why this Provider Growth role, your background in sales/CS/implementation, and whether you can work in person in New York. They will also confirm compensation expectations against the $140K to $250K range (plus equity and commission) and look for signs that you are high horsepower and low ego, matching the "act like an owner" tone of the posting.

Example Questions

* "Why Forus, and why the Provider Growth team specifically?"

* "Walk me through your experience in sales, customer success, or implementation."

* "This is an in-person role in SoHo. Does that work for you, and what are your comp expectations?"

* "Tell me about a time you had to figure something out fast with little direction."

Tips

* Have a crisp 60-second story on why an AI-native healthcare network excites you, tying your background to onboarding providers end to end.

* Show energy and directness (Forus values "spit it out") without rambling; be ready to name concrete metrics from past roles.

* Practice this quick pitch-and-fit conversation in Nora's Standard Mode so your motivation and background answers land tight and confident.

Round 2: Hiring Manager Interview (~45 to 60 minutes)

What to Expect

This is the core conversation with the Provider Growth lead or a GTM manager, focused on how you actually operate. Expect deep behavioral and situational questions mapped to the responsibilities: owning onboarding from first contact to activation, driving outreach, and handling the ambiguity of an early, fast-scaling team. They will want STAR stories that show ownership, resourcefulness, and the ability to build repeatable processes rather than one-off wins.

Example Questions

* "Tell me about an account or user you took from cold outreach all the way to full activation. What did you own?"

* "Describe a time you built a repeatable playbook or self-serve resource that let onboarding scale."

* "How do you prioritize when you are context switching across many accounts and blockers at once?"

* "Give an example of when you pushed back on a false constraint and expanded the solution space."

Tips

* Frame stories around ownership end to end, not just closing; show how you monitored adoption data and intervened on blockers.

* Mirror Forus principles: be rigorous ("do the math"), direct ("spit it out"), and team-oriented ("raise the bar together").

* Rehearse these STAR stories in Nora's Behavioral Mode so your ownership, resourcefulness, and scale-building narratives are sharp and quantified.

Round 3: Role Exercise: Demo and Onboarding Simulation (~60 minutes)

What to Expect

Because the job centers on demos, training, and guiding practices through real integration, expect a practical, role-specific round. You may be asked to run a mock product demo or onboarding walkthrough, roleplay outreach or a discovery call, or talk through how you would onboard a busy practice tailoring messaging to staff, clinicians, and administrators. This is the technical heart of the role: they are testing communication clarity, user empathy, and how quickly you grasp a complex tool and translate it into real-world workflows.

Example Questions

* "Pick a product you know well and give me a five-minute demo tailored to a busy clinician."

* "A practice signed up but activation has stalled. Walk me through how you would diagnose and unblock it."

* "How would you tailor onboarding materials differently for front-desk staff versus a physician?"

* "What data would you track to spot adoption blockers, and how would you act on it?"

* "How do you build empathy for providers drowning in workload while still driving usage of key features?"

Tips

* Structure any demo around the user's pain and workflow, not features; show you can make onboarding fast, simple, and effective.

* Reason from the ground up on the activation scenario: quantify where drop-off happens and propose a repeatable fix.

* Drill this scenario-based round in Nora's Technical Mode to practice live demos, discovery roleplays, and data-driven activation reasoning under time pressure.

Round 4: Onsite / Cross-Functional and Values Round (~2 to 3 hours)

What to Expect

Final-stage candidates typically come into the SoHo office to meet cross-functional partners from ops, product, and engineering, plus GTM leadership. Since the role requires partnering across teams to build a cohesive user journey and surface provider feedback, expect conversations about collaboration, feedback loops, and culture fit against Forus's four principles. This round often blends behavioral depth with a lightweight case on how you would help Forus scale onboarding to market demand.

Example Questions

* "How would you surface provider feedback so Product actually prioritizes the right improvements?"

* "Tell me about a time you disagreed with an engineer or PM and how you resolved it."

* "How would you design a repeatable onboarding process that scales as we add hundreds of new practices?"

* "Which of our principles (do the math, expand the solution space, spit it out, raise the bar together) resonates most, and why?"

Tips

* Show you can win as a team and give direct feedback without ego; cross-functional trust is a stated requirement.

* Bring one concrete idea for scaling onboarding or improving activation, grounded in rough numbers to reflect "do the math."

* Use Nora's Behavioral Mode to prepare collaboration and values-fit stories, and Standard Mode for the lighter scaling case discussion.

Frequently Asked Questions (FAQ)

1) How many rounds are there?

Expect roughly 4 to 5 rounds: a recruiter screen, a hiring manager behavioral round, a practical demo/onboarding exercise, and a cross-functional onsite in the SoHo office (sometimes with a final leadership conversation). Forus does not publish its exact process, so treat this as a realistic structure for a GTM role at a company of this stage rather than a fixed script.

2) What topics are most common?

* End-to-end onboarding ownership, outreach, pipeline building, and product demos or training for different user types

* Working with activation/adoption data, comfort with ambiguity, healthcare/provider empathy, and cross-functional collaboration with ops, product, and engineering

3) How long does the process take?

Typically about 3 to 5 weeks from recruiter screen to offer, depending on scheduling and how quickly the onsite comes together. Fast-scaling teams like Forus often move quickly, so be ready to compress rounds.

4) How should I prepare?

* Study the posting and build 5 to 6 STAR stories covering onboarding ownership, outreach, playbook building, and data-driven activation.

* Prepare a polished mock demo and an activation-blocker diagnosis you can walk through live, tailored to different provider personas.

* Learn Forus's model (AI-powered network across doctors, pharmacies, payers, biopharma) and its four principles so your answers reflect their culture.

* Practice with Nora AI: use Standard Mode for the recruiter screen, Behavioral Mode for the hiring manager and values rounds, Technical Mode for the demo and onboarding simulation, and Salary Negotiation Mode to handle the $140K to $250K plus equity and commission offer conversation with confidence.