Senior Talent Acquisition Partner, Sales and Executive

Nordic Healthcare Group (NHG)

5d•$79,000 - $127,000

About The Position

Nordic is seeking a Senior Talent Acquisition Partner to serve as a strategic recruiting partner for full-time hiring across the Growth Organization, including sales and other revenue-generating roles, and to lead executive-level searches across the organization. The role partners closely with business and executive leaders to attract high-impact talent aligned with Nordic’s growth strategy. The ideal candidate has strong full-cycle recruiting experience and a track record sourcing senior, specialized, and executive talent, building proactive candidate pipelines, and advising leaders throughout the hiring process. The position manages assigned searches from intake and sourcing through screening, interview coordination, selection, offer acceptance, and preboarding transition. It uses recruiting data, market intelligence, and labor-market insights to identify talent-pipeline gaps and hiring risks, refine search strategies, and deliver an exceptional candidate experience. The Senior Talent Acquisition Partner also represents Nordic’s culture and employee value proposition and collaborates with Marketing and business partners on employer branding and talent-attraction efforts. Occasional travel of up to 10% may be required. Compensation range: $79,000–$127,000. Nordic is an equal opportunity employer committed to an inclusive environment and does not discriminate on protected grounds under applicable law.

Requirements

At least 5 years of talent acquisition or recruitment experience across multiple functions and seniority levels.
Experience partnering with business, sales, Growth Organization, executive, or other client-facing leaders.
Experience managing multiple specialized searches with competing priorities and timelines.
Deep understanding of industry-specific talent-market trends, recruiting strategy development, candidate sourcing and pipelining, and assessment and selection processes.
Strong stakeholder-management skills and the ability to influence and build relationships at all levels.
Post-secondary education, or additional years of experience in lieu of a degree.

Nice To Haves

Experience recruiting full-time senior-level, executive, or sales talent.
Direct experience sourcing and recruiting senior-level talent in healthcare technology, healthcare IT, consulting, sales, or related environments.
Experience recruiting healthcare technology executives or sellers, or supporting executive search or other leadership-level hiring.
Working knowledge of healthcare technology, consulting, and enterprise sales environments, including common executive and revenue-generating roles.
Experience using artificial intelligence, automation, or AI-enabled recruiting tools for candidate research, talent sourcing, personalized outreach, market intelligence, content development, and workflow efficiency.
Familiarity with Workday, Salesforce, LinkedIn Recruiter, or similar recruiting platforms.
Post-secondary education.

Responsibilities

Develop and execute targeted recruiting and sourcing strategies for full-time roles across the Growth Organization, including sales and other revenue-generating positions.
Lead executive-level searches across the organization, partnering with senior and executive leaders to define leadership profiles, conduct market research, engage passive talent, and guide confidential searches through selection and offer acceptance.
Source and engage passive candidates through professional networks, referrals, industry groups, talent databases, events, social platforms, and personalized direct outreach.
Partner with Growth Organization and executive leaders to understand business priorities, translate hiring needs into search strategies, and identify qualified talent for critical roles.
Build and maintain pipelines for current openings, anticipated growth needs, succession priorities, and long-term strategic capabilities; maintain relationships with qualified candidates whose experience or availability does not match an immediate opportunity.
Monitor pipeline health, talent availability, and candidate movement across healthcare services, consulting, healthcare technology, and enterprise sales organizations.
Use labor-market insights to expand talent pools and develop creative sourcing strategies for hard-to-fill positions.
Manage assigned searches from intake and sourcing through screening, interview coordination, selection, offer acceptance, and preboarding transition.
Stay informed about healthcare technology, consulting, executive, and sales talent-market developments, including leadership movement, competitor hiring activity, candidate availability, compensation trends, and skill scarcity.
Use recruiting data and market intelligence to identify pipeline gaps, process delays, declining candidate engagement, and hiring risks, and recommend search-strategy adjustments.
Represent Nordic by communicating its culture, career opportunities, and employee value proposition to attract talent and provide an exceptional candidate experience.
Collaborate with Marketing and business partners to develop and promote employer-branding content, recruitment campaigns, and talent-attraction strategies.