Senior Talent Acquisition Partner (GTM)

Inovalon•Tampa, FL

1d•$87,629 - $110,000

About The Position

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.

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.
Bachelor's degree or comparable professional experience

Responsibilities

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.
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.
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.
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.
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.
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.