Senior Technical Recruiter (AI/ML)

R1 RCM

20h•Remote

About The Position

As our Senior Technical Recruiter in R37 & Phare, you will be responsible for supporting various exempt and non-exempt roles focusing on AI, Machine Learning, and Engineering. Reporting directly to the Manager of Talent Acquisition, you will partner with your assigned business leaders, HR business partners, and other stakeholders to understand business requirements, talent strategies, and staffing needs to build out an effective, actionable recruitment strategy. With a keen eye for innovation, you will be accountable for delivering the very best talent in a quick fashion and meeting SLA’s and KPI’s as assigned. As a key partner to your business leaders, you will play an integral role in R1’s growth and success. You will demonstrate strong initiative, a keen sense of urgency, resourcefulness, confidentiality, and sound independent judgment.

Requirements

At least 3+ years of technical recruiting with a variety of professional roles within multiple locations
Strong initiative, a keen sense of urgency, resourcefulness, confidentiality and sound judgment
Demonstrated experience partnering with hiring leaders at various levels across the country, including team leaders, regional directors, and Vice Presidents
A track record of proven success in the recruiting field, with sourcing passive candidates
Results-oriented, strong collaboration, influencing, problem-solving and negotiation skills
Strong skills in managing sourcing projects and organizing plans to develop talent pipelines.
Keen sense of identifying the right technical and behavioral skills
Social media background, employer branding, and experience with recruiting tools like LinkedIn, Glassdoor, Twitter, and other candidate marketing tools.

Responsibilities

Partner with assigned Business Leaders to understand business talent requirements, forecasted talent needs, timelines, etc.
Create proactive and consultative recruitment processes, sourcing strategies, and deliver on hiring needs in a quick manner.
Manage daily and weekly reporting and updates to hiring leaders, your TA leader and your sourcing specialist in a proactive, concise manner.
Build passive talent pipelines of pre-screened candidates who are interested in existing opportunities and/or future openings.
Utilize in-house tracking mechanisms to track and market to pipelines to keep the candidates warm and engaged.
Ensure candidates communications are followed up on in a timely manner.
Participate in intake sessions, recruiter meetings, etc. as assigned to gain a better understanding of business requirements.
Leverage supply and demand reports to create fact based, strategic sourcing plans.