Senior Talent Acquisition Partner (GTM)

<div class="content-intro"><p>Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building.</p> <p>Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare’s greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve.</p></div><p><strong>Overview</strong></p> <p>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<strong> </strong>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.</p> <p>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.</p> <p><strong>Duties and Responsibilities</strong></p> <p><strong>Full-Cycle Search Ownership </strong></p> <ul> <li>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.</li> <li>Demonstrate versatility across functional domains: fluent in the talent markets, role profiles, and hiring criteria relevant to each function you support.</li> <li>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.</li> <li>Evaluate candidates for what they can do and learn, not just what their resume reflects; challenge credential-matching mindset with structured, evidence-based assessment.</li> <li>Manage candidate experience through timely, transparent communication, honest feedback, and a