Senior Talent Acquisition Partner (GTM)

About the role

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

Benefits

Additional Information

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.

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