Head of Talent Acquisition (Hourly Talent)

Head of Talent Acquisition (Hourly Talent)

Datavant is a healthcare technology company with a mission to connect the world’s health data to improve patient outcomes. By eliminating data silos in the healthcare industry, we aim to meaningfully improve care delivery and patient outcomes. In the process, we also aspire to build the most valuable healthcare technology company in the world. 

By joining Datavant today, you’re stepping onto a highly collaborative team that is passionate about creating transformative change in healthcare and delivering world-class service to customers. While we have an exceptionally high bar, our hiring criteria are simple: we look for people who are smart, nice and get things done. Once we bring folks on board, we invest heavily in them, rapidly expanding their responsibilities as the company grows. If you value working on projects that will change the face of healthcare alongside impactful coworkers, this is the place for you.

Working under the Ciox brand name within Datavant, the Head of Hourly Recruiting will lead a team of roughly 30 recruiting professionals who make over 5000 hires a year. These hires work closely with the leading healthcare providers and payers across the country to ensure medical records and health data are securely, compliantly and swiftly retrieved or released Our relationships with these organizations form the bedrock of our business, so your work will be crucial to our success.

While we have robust processes in place, the Head of Hourly Recruiting will look to build and optimize  processes and ensure that we are recruiting exceptional talent that can grow with the company.

You Will: 

• Build and lead a high performing recruiting team that attracts and hires exceptional hourly talent to work with our provider and payer partners
• Leave no stone unturned to find future Datavanters. Our tech stack includes LinkedIn, TopFunnel, Indeed, iCIMS, Teams, and G-Suite
• Create processes to effectively recruit, screen, and hire large volumes of candidates, looking for automations and efficiencies
• Understand hiring metrics and how to optimize performance
• Proactively coach leaders and interviewers in order to implement strategies that will mitigate unconscious bias
• Nurture employee referral networks to increase the diversity of our candidate pools, and decrease time to hire
• Create an hourly talent brand that results in engaged, excited candidates
• Design a world-class recruiting engine for specialized roles like medical coders

What You Will Bring to the Table: 

• Direct experience and a track record of success leading high-volume recruiting
• A strong orientation towards building and improving process
• Strong written and verbal communication skills with a bias towards action. You enjoy understanding what a team is doing and finding ways to craft compelling narratives for candidates
• Quantitative reasoning skills. You lead with data to improve processes, keep tight control of budgets, and understand the ROI of different investments
• A desire to scale diverse teams and an appreciation for the success that diverse teams are proven to drive
• You are eager to work in an fast-paced environment where needs evolve,, and you also always strive to improve and grow.
• You understand that speed is a differentiating factor when recruiting and you work to instill that same urgency within the team
• A belief that connecting the world’s health data to unlock new discoveries and improved patient outcomes is meaningful, important work

We are committed to building a diverse team of Datavanters who are smart, nice, and get things done where every Datavanter is empowered to bring their authentic self to their work. We are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an equal opportunity employer and welcome applications from people of all backgrounds and experiences.

Our compensation philosophy is to be externally competitive, internally fair, and not win or lose on compensation. Salary ranges are developed with the support of benchmarks (competitive San Francisco rates for US-based roles) and industry best practices.  We’re building a high-growth, high-autonomy culture. We rely less on job titles and more on cultivating an environment where anyone can contribute, the best ideas win, and personal growth is driven by expanding impact and less by title. This means we default to simple job titles (e.g., Software Engineer) rather than complex ones (e.g., Senior Software Engineer). The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experi