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