Vice President - New Market (Payment Integrity)

The executive will provide strategic guidance & own the entire life cycle of solution development—from architecting POCs that demonstrate immediate value, to designing market offering and executing robust GTM strategies. The leader as the SGU’s primary scout for inorganic growth will identify, analyze, & evaluate M&A targets that can expedite new capability acquisition and market penetration. 

Strategic Leadership and Market Expansion: 

• Define and execute EXL’s strategy for expanding into new insurance markets - P&C, Workers' Compensation, and adjacent global markets and geographies.
• Evaluate EXL’s core US Healthcare PI assets, analytics frameworks, audit expertise & capabilities and outline a strategy to re-engineer/translate them to address clinical, operational, and financial challenges in new domains.
• Monitor emerging market opportunities, industry trends, and competitive dynamics to inform growth priorities.

Product & Solution Innovation 

• Lead & orchestrate joint solutioning exercises & workshops, bring together cross-functional engineering teams, product leads, and industry SMEs to uncover hidden capability synergies & build an innovative new-market offering.
• Build and lead cross functional teams of healthcare, various insurances, analytics, and SMEs to design differentiated solutions and common capability frameworks
• Own the end-to-end definition, scoping, and deployment of solution POCs to validate technical/market fit 
• Guide the evolution of successful POCs into standardized, scalable, and highly differentiated commercial products.

Go-To-Market GTM) Execution & Commercialization

• Devise & lead GTM and commercialization strategy for new solutions, offerings. & geographic rollouts
• Serve as the strategic executive anchor for initial market conversations, pipeline development, navigating relationships to secure anchor clients in new sectors.
• Expand EXL’s brand equity & position as a multi-line insurance payment integrity leader by representing EXL in all related client engagements, industry forums, and market-facing initiatives.

Inorganic Acceleration and M&A Sourcing

• Identify high-potential M&A targets, boutique tech. firms, and niche players that can expedite EXL's new capability acquisition & entry into new geographies or verticals.

Lead the evaluation of target companies against the SGU's strategic roadmap, assessing their technological & solution capabilities, data assets, and market cultural fit.

Education:

• Master’s degree in business administration, Economics, Finance, or engineering. 
• Bachelor’s degree in business administration, Economics, IT, or engineering.

Experience:

• 12+ years of professional experience consulting or solutioning within US healthcare & insurance space
• 3+ years of professional experience in designing, selling, or delivering operational solutions specifically for P&C or Workers' Compensation carriers.
• Proven track record of working successfully at the intersection of US Healthcare/PI and at least one other major insurance vertical
• Extensive experience in developing & managing the development of POCs with early adopter clients, including translating pilot results into scalable productized offerings
• Experience in designing and executing full-lifecycle Go-To-Market (GTM) strategies
• Strong experience in conducting strategic assessments and financial evaluations of corporate targets for M&A
• Entrepreneurial drive and comfort working in ambiguous, quickly changing environments 
• Excellent communication, relationship management, and executive stakeholder engagement skills.

Salary Range for this role:  $176,000 - $250,000

The posted range is the hiring range for this role — a subset of the broader range available to employees over time — and reflects base salary across our national hiring scale. Final offers are based on several factors, including the candidate's skills and experience, internal pay equity, work location, market conditions for the role, and the specific scope and responsibilities of the position. The top of the range is reserved for candidates who notably exceed the requirements; the lower end applies to those with less experience or fewer preferred qualifications. For positions based in higher-cost zones (e.g., California, New York, New Jersey), actual compensation may exceed the posted range; your recruiter will share specifics during the process.