Senior Talent Acquisition Partner
I
InovalonHealthcare, technology
Remote- United StatesFull-TimeSenior
Salary87,629 - 110,000 USD per year
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Job Details
- Experience
- 5+ years
- Required Skills
- Data AnalysisMentoringCoachingStakeholder managementSaaS
Requirements
- 5+ years of progressive full-cycle recruiting experience in a corporate environment (SaaS strongly preferred), with demonstrated success owning a varied requisition portfolio across multiple business functions — Customer Operations, Go-to-Market, Corporate, and Engineering/Technical — at all levels from individual contributor through Senior Director.
- Some experience recruiting for engineering roles; comfortable partnering with technical hiring managers, screening for engineering competencies, and navigating technical talent markets
- Demonstrated ability to operate as a Talent Advisor — challenging hiring manager assumptions with data, co-building search strategy, and influencing hiring decisions rather than executing orders.
- Proven skills-based hiring expertise: experience designing and deploying scorecards that assess future-ready competencies, not just technical credentials; able to evaluate candidates for capability and long-term potential.
- Proven ability to manage stakeholder relationships across all organizational levels — from hiring managers and team leads through Directors and VPs; adapts advisory approach to the audience while maintaining a consistent standard of partnership quality.
- Strong sourcing capability across passive channels — LinkedIn Recruiter, Boolean search, AI tools — with a demonstrated track record of building proactive pipelines, not relying on inbound.
- Proficiency with ATS platforms and sourcing/AI tools; uses technology to amplify quality and judgment, not to replace it.
- Analytical mindset: able to interpret funnel data, identify patterns across searches, and translate insights into actionable recommendations for hiring managers and the TA team.
- Demonstrated mentoring or coaching impact — has actively developed a more junior colleague or coordinator and can speak to how that relationship produced measurable growth.
- Curiosity and learning agility — proactively identifies skill gaps, experiments with new methods, and shares what they discover with the team; growth is self-directed, not manager-prompted.
- Bachelor's degree or comparable professional experience
Responsibilities
- Own full-cycle recruiting across a broad portfolio of requisitions spanning Customer Operations, Go-to-Market, Corporate, and Engineering/Technical functions — from individual contributor through Senior Director level.
- Demonstrate versatility across functional domains: fluent in the talent markets, role profiles, and hiring criteria relevant to each function you support.
- Run a strategic kickoff — not just an intake — that co-builds search strategy, establishes a skills-based success profile, and sets clear expectations with the hiring manager before sourcing begins.
- Evaluate candidates for what they can do and learn, not just what their resume reflects; challenge credential-matching mindset with structured, evidence-based assessment.
- Negotiate and extend competitive offers, navigating complexity around compensation, competing offers, and candidate concerns with confidence and market grounding.
- Challenge hiring manager assumptions and reframe search parameters with external market data and internal funnel insights — before the search launches, not after it stalls.
- Manage stakeholder relationships across all levels — from individual hiring managers and team leads through Directors, VPs, and senior business leaders — adapting communication style, depth of insight, and advisory approach to the audience.
- Develop targeted sourcing strategies using competitive intelligence, talent mapping, Boolean search, LinkedIn Recruiter, and other AI-enabled resources— tailored to each role and talent market.
- Conduct data post-mortems on closed requisitions — identify patterns, surface root issues, and bring actionable recommendations to the team; not just observations.
- Lead at least one meaningful contribution per cycle that benefits the whole TA function — a sourcing playbook, intake framework, assessment guide, SME documentation, or process improvement that teammates actually adopt.
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