Talent Acquisition and Talent Integration Specialist

Guidehealth•Dallas, TX

3d•Remote

About The Position

The Talent Acquisition & Talent Integration Specialist is responsible for end-to-end recruitment through onboarding processes in accordance with our ALIVE values, internal workflows, and staffing budget. Main responsibilities include staffing talent in both clinical and non-clinical roles needed to support our value-based care and healthcare technology business. This role is responsible for recruitment of Registered Nurses, Case Managers, Medical Assistants (Healthguides), Quality Coordinators, Claims Analysts (AI), Customer Experience, and other operational roles. In addition to recruitment, this role will support the successful onboarding and early engagement of team members, tracking the success of department onboarding by leveraging new hire survey data and analysis, continuously improving the workflows and efficiencies that lead to early engagement and high-level performance output. This role is also responsible for internal talent mobility and our internal talent pool effectiveness and efficiency. This position combines healthcare recruiting expertise, strong relationship-building skills, sound judgment, empathy, and data-informed decision-making to deliver high-quality hiring outcomes while maintaining an exceptional candidate and employee experience. A high level of internal customer interaction is essential for success. The Talent Acquisition and Engagement Specialist partners closely with hiring managers, clinical leaders, business leaders, and across People Operations and plays a critical role in driving hiring quality outcomes, scalability of the TA models and processes, adherence to licensure compliance, onboarding success, early employee engagement, and low regrettable early turnover.

Requirements

Five (5) or more years of full-cycle recruiting experience, including significant experience recruiting clinical roles in a healthcare technology, healthcare services, or value-based care environment.
Bachelor's degree in human resources, organizational psychology or development, business management, or business administration or similar field (employment law plus experience considered).
Demonstrated skill and success managing high-volume requisitions and closing difficult-to-fill roles.
Deep understanding of healthcare labor markets in the US, credentialing expectations, state licensure requirements, and clinical role nuances.
Strong detail orientation with demonstrated experience managing pre-boarding, compliance, credentialing, and hiring documentation.
Demonstrated track record of strict adherence to EEOC, ADA, HIPAA-adjacent hiring practices, background screening regulations, and healthcare credentialing standards, with zero tolerance for shortcuts.
Strong written and verbal communication skills and demonstrated success in working in a remote work environment.
Creative problem solver with strong sourcing expertise across multiple channels and search approaches.
High level of technical proficiency using applicant tracking systems, assessment platforms, background screening tools, and recruiting technologies.
Analytical skills with agility utilizing Excel for data tracking, analysis and to inform decision-making.
Working knowledge of AI-powered recruiting tools, with the ability to evaluate outputs critically, maintain human oversight, and communicate transparently with candidates about how technology supports, rather than replaces, human decision-making.
Strong knowledge of behavioral-based interviewing, structured assessment practices, and equitable hiring approaches with an ability to educate and inform business partners on best practices.
Demonstrable capacity for empathy and human-centered engagement, evidenced through the quality of candidate relationships, hiring manager feedback, and the ability to navigate difficult conversations in a healthcare or similarly high-stakes environment.
Demonstrated ability to thrive in a remote, fast-paced, high-growth environment marked by frequent change, ambiguity, and evolving priorities, with the judgment to make sound, autonomous decisions.
Highly accountable for work quality and output, for internal and external customer communications, for growth of the People team, and for continuous learning.
Proficiency in utilizing PowerPoint; demonstrated ease in implementing and adopting new technology.
Conduct meetings and set calendar and interview schedule using your proficiency with MS Teams; leverage this and other People software for remote work, communications, onboarding, and meeting participation.
Demonstrated organizational skills and the ability to multi-task while maintaining a calm demeanor, with a consistently high level of professionalism is essential.
Passion for improving healthcare access and outcomes through people-first hiring strategies.

Nice To Haves

Experience using SmartRecruiters or a similar enterprise applicant tracking system.
Experience using Predictive Index or other behavioral or cognitive assessment tools.
Experience recruiting for both clinical and non-clinical staff, preferably in value-based care, healthcare services, or healthcare technology organizations.
Experience recruiting and onboarding of team members within organizations undergoing rapid growth, digital transformation, or AI adoption, with an appreciation for what it takes to hire people who will lead, adapt, and grow in that environment.

Responsibilities

Own full-cycle recruitment for a broad range of clinical and non-clinical roles, from creative talent pipeline development and sourcing through interview coordination, offer negotiation, offer acceptance, pre-boarding and onboarding.
Quickly build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to develop and execute effective, role-aligned recruiting strategies.
Partner closely with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on hiring priorities, and execute search plans that support business goals.
Develop and execute creative, investigative, and data-informed sourcing strategies using LinkedIn, job boards, referrals, networking, market outreach, and talent communities.
Deliver a high-touch, empathy-driven candidate experience that reflects Guidehealth’s patient-centered mission and values, clinical culture, and commitment to people at every touchpoint before and after hire, including regular new-hire check-ins to support a strong onboarding transition.
Manage pre-boarding activities for hired candidates, including background checks, credential verification, licensure review, and pre-hire documentation, while ensuring strict adherence to employment law, healthcare credentialing regulations, state licensure requirements, and internal compliance standards.
Proactively identify, escalate, and resolve compliance gaps, hiring risks, bottlenecks, and candidate experience concerns, while maintaining meticulous documentation to support audit readiness and to reduce liability.
Apply a healthcare-informed lens to candidate assessment, using structured interviews, behavioral-based questions, assessment tools, and sound judgment to evaluate technical capability, interpersonal warmth, ethical grounding, patient-first values, and long-term fit consistently and equitably.
Perform AI-assisted sourcing, screening, scheduling, and leverage assessment tools with accountability for data integrity, candidate equity, process transparency, and human oversight in consequential hiring decisions.
Utilize applicant tracking systems, assessment tools, reporting platforms, and recruiting technologies to support efficient workflows, while tracking and analyzing recruiting metrics, market insights, and hiring outcomes to drive continuous improvement.
Educate hiring managers on staffing best practices, structured, behavioral interviewing, candidate assessment, and equitable hiring practices.
Navigate ambiguity, rapid organizational change, and shifting priorities with resilience, professionalism, and accountability, modeling change agility and a high standard of excellence for hiring partners and team members.
Collaborate with People Operations and business leaders to support seamless hiring and onboarding, identify internal talent for new or evolving roles, contribute to employer branding and hiring manager capability building, and support broader Talent Acquisition and People Team initiatives as needed.
Promote Guidehealth’s mission, values, and culture to candidates and external partners, and contribute to reducing regrettable early turnover through strong assessment, onboarding alignment, and hiring quality.