Senior Talent Acquisition Partner at Inovalon

Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building. Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare’s greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve. 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. Inovalon Offers a Competitive Salary and Benefits Package In addition to the base compensation, this position may be eligible for performance-based incentives. The actual base pay offered may vary depending on multiple factors including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal equity. At Inovalon, it is not typical for an individual to be hired at or near the top end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. Inovalon invests in associates to help them stay healthy, save for long-term financial goals, and manage the demands of work and personal commitments. That’s why Inovalon offers a valuable benefits package with a wide range of choices to meet associate needs, which may include health insurance, life insurance, company-paid disability, 401k, 18+ days of paid time off, and more. Base Compensation Range$87,629—$110,000 USDThis position is not eligible for immigration sponsorship (e.g. H-1B, TN, or E-3). Applicants must be authorized to work in the United States as a condition of employment. (This is only applicable for US-based positions) If you don’t meet every qualification listed but are excited about our mission and the work described, we encourage you to apply. Inovalon is most interested in finding the best candidate for the job, and you may be just the right person for this or other roles. By embracing inclusion, we enhance our work environment and drive business success. Inovalon strives to provide equal opportunities to the communities where we operate and to our clients and everyone whom we serve. We endeavor to create a culture of inclusion in which our associates feel empowered to bring their full, authentic selves to work and pursue their professional goals in an equitable setting. We understand that by fostering this type of culture, and welcoming different perspectives, we generate innovation and growth. Inovalon is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirement. To review the legal requirements, including all labor law posters, please visit this link To review the California Consumer Privacy Statement: Disclosures for California Residents, please visit this link