Manager, Talent Acquisition

Inovalon

12h•Onsite

About The Position

Inovalon's Talent Acquisition (TA) function operates at the intersection of healthcare and technology, supplying the talent behind a pure-play cloud-based SaaS and DaaS platform serving over 50,000 customers. The Manager, Talent Acquisition is a player-coach responsible for leading, developing, and scaling a high-performing team of Talent Acquisition Partners. This role translates business priorities into hiring strategy, elevates recruiting as a true advisory function, and ensures consistent, rigorous, and skills-based hiring practices across the organization. Success in this role means building a team that hires for capability and potential, partners credibly with senior leaders, leverages data to drive decisions, and delivers high-quality hiring outcomes aligned to Inovalon’s mission and growth objectives.

Requirements

7+ years of progressive full-cycle recruiting experience, with a track record of complex or specialized searches in technology, SaaS, healthcare, or similarly complex industry with at least 2 years supporting engineering and/or tech functions
2+ years of formal team leadership — through direct people management or demonstrable player-coach scope with measurable team impact.
Demonstrated experience coaching recruiters to operate as Talent Advisors, including strategic intake execution and skills‑based evaluation.
Proven ability to partner effectively with senior business leaders and HRBPs
Strong fluency with modern TA technology, including ATS platforms, sourcing tools, and AI‑enabled recruiting solutions.
Strong command of recruiting data and analytics, with the ability to translate metrics into actionable insights and decisions.
Experience implementing or scaling skills‑based hiring, structured interviewing, or quality‑of‑hire initiatives
Bachelor’s degree or comparable professional experience
Applicants must be authorized to work in the United States as a condition of employment.

Responsibilities

Lead, coach, and develop a team of Talent Acquisition Partners through regular 1:1s, actionable feedback, and clear performance calibration.
Establish clear expectations for what “good” looks like; ensure team members understand how performance is measured and where they stand.
Coach recruiters to operate as Talent Advisors, running strategic kickoffs, challenging assumptions, and evaluating candidates on skills and potential—not credentials alone.
Identify development opportunities and build growth plans that retain and advance top performers.
Address performance gaps early and constructively to maintain high standards across the team.
Foster a collaborative “One Team” culture where feedback is shared openly, wins are celebrated, and expertise is leveraged across the group.
Assign requisitions based on team capacity, functional expertise, and development goals; manage load distribution proactively — no team member is buried without awareness and a plan.
Own team-level operational reporting and performance conversations; address gaps directly and constructively.
Lead team initiatives: onboarding new members, process improvement, AI tool adoption, and candidate experience standards.
Create the conditions for the team to consistently meet goals — coach on sourcing quality, advisory posture, and stakeholder effectiveness — calibrate expectations before performance suffers.
Manage offer approval workflows, ensuring accuracy, timeliness, and alignment with compensation guidelines prior to candidate communication.
Maintain ATS hygiene standards across the team, including requisition setup, candidate disposition, and data integrity; hold team members accountable to consistent platform discipline.
Review and approve requisition requests in accordance with headcount authorization and workflow requirements.
Execute ad hoc administrative duties in support of TA operations, including system updates, reporting pulls, and cross-functional coordination as needed.
Partner closely with HR Business Partners and business leaders to design search strategies for critical, specialized, or high volume hiring needs.
Bring a clear point of view to talent conversations, informed by data, market insight, and business context—not just requisition status.
Build trusted relationships with leaders and earn credibility to influence priorities, timelines, and role definitions when data and market realities support it.
Translate workforce plans and business priorities into executable team hiring strategies, surfacing risks and constraints early with proposed solutions.
Personally manage a limited number of high‑impact or complex full‑cycle searches, modeling the advisory quality standard expected of the team.
Maintain personal recruiting quality and discipline at the same level required of team members.
Take ownership of the most sensitive or complex searches when senior‑level judgment, discretion, or stakeholder engagement is required.
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.