Senior Talent Acquisition Partner

Overview

Inovalon's Talent Acquisition function operates at the intersection of healthcare and technology, delivering the leaders and critical capabilities behind a cloud-based SaaS and DaaS platform serving more than 50,000 customers. The Senior Talent Acquisition Partner is an expert full-cycle recruiter who operates as a Talent Advisor - not just an executor. This role owns a broad portfolio of requisitions across all levels and functions - Customer Operations, Go-to-Market, Corporate, and Engineering/Technical - and shapes hiring strategy alongside senior business leaders.

The Senior TAP challenges conventional thinking - evaluating candidates for long-term capability, skills, not just credentials and past titles. They bring external market intelligence and internal funnel data to every stakeholder conversation, facilitating better hiring decisions across a diverse and dynamic req load. They are trusted advisors across all stakeholder levels and a force multiplier for the TA team.

Duties and Responsibilities

Full-Cycle Search Ownership

• 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.
• Manage candidate experience through timely, transparent communication, honest feedback, and accurate ATS disposition at every stage.
• Negotiate and extend competitive offers, navigating complexity around compensation, competing offers, and candidate concerns with confidence and market grounding.
• Conduct all recruiting activities in compliance with applicable federal, state, and local employment laws and regulations, including those governing equal employment opportunity and OFCCP.

Talent Advisory & Stakeholder Partnership

• Challenge hiring manager assumptions and reframe search parameters with external market data and internal funnel insights - before the search launches, not after it stalls.
• Bring a prepared point of view to every strategy, debrief, and stakeholder conversation; does not wait to be asked for an opinion.
• 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.
• Coach hiring panels on structured, skills-based interviewing and lead calibration sessions that result in faster, better-informed hiring decisions.
• Identify and document what 'good looks like' for each search - role-specific success criteria, behavioral competencies, and future-ready attributes - and align the panel before interview begins.
• Partner closely with the broader People team - including People Business Partners, Total Rewards, and HR Operations - to align on offer strategy, compensation positioning, headcount planning, and candidate experience; operate as one integrated team, not a siloed function.

Market Intelligence & Sourcing Strategy

• 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.
• Maintain functional market expertise: talent supply, compensation positioning, competitor activity, and hiring trends within assigned domain(s).
• Translate market dynamics into clear guidance for hiring managers on availability, timeline realism, compensation competitiveness, and role design trade-offs.
• Source proactively - build warm pipelines for recurring roles and hard-to-fill profiles before requisitions go stale; do not rely solely on inbound applicants.

Data-Driven Insight & Continuous Improvement

• Conduct data post-mortems on closed requisitions - identify patterns, surface root issues, and bring actionable recommendations to the team; not just observations.
• Monitor and report on funnel health for owned requisitions: conversion rates at each stage, source performance, and time-in-stage trends.
• Use AI tools to generate insightful interview notes, improve outreach quality, and sharpen candidate analysis - review all outputs before use and apply judgment, not automation.

Team Contribution & Knowledge Sharing

• 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.
• Share sourcing wins, pipeline intelligence, and market insights openly with teammates; contribute to team knowledge before being asked.

Other Responsibilities

• Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity.
• Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role.
• Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization.

Job 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.

Education

• Bachelor's degree or comparable professional experience

Physical Demands and Work Environment

• Sedentary work (i.e. sitting for long periods of time);
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force;
• Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions;
• Subject to inside environmental conditions; and
• Travel for this position may be required to Employer office locations as well as other general business-related travel.