Talent Acquisition Partner

As a Talent Acquisition Partner at Cohere Health, your primary responsibilities revolve around managing the full lifecycle of recruiting processes. This includes sourcing, screening, and hiring candidates across multiple requisitions, especially in fast-paced non-technical and technical roles. You'll also be tasked with hosting open house events, facilitating group interviews, and collaborating with Hiring Managers to ensure alignment on hiring strategies. Your ability to leverage data for accurate reporting and to proactively manage the hiring pipeline is crucial for supporting the team’s recruitment goals.

To be successful as a Talent Acquisition Partner at Cohere Health, candidates should have a minimum of 3 years of full lifecycle recruiting experience, preferably with a strong emphasis on technical talent. Familiarity with Google Suite and experience using an Applicant Tracking System (ATS), particularly Greenhouse, is strongly preferred. Candidates should demonstrate excellent communication skills, attention to detail, and have the ability to thrive in a high-growth, fast-paced work environment.

Cohere Health is dedicated to building diverse, inclusive teams that drive impactful work. As a Talent Acquisition Partner, you'll be integral to this mission by actively sourcing candidates from various backgrounds and fostering a collaborative environment. The company emphasizes mutual respect and equal opportunity, ensuring that all recruitment practices are fair and inclusive. By bringing your empathy and understanding to the table, you can play a significant role in nurturing a diverse workforce.

At Cohere Health, a Talent Acquisition Partner typically manages a high volume of hiring, often ranging from 40 to over 100 hires per month. This requires strong organizational skills and the ability to juggle multiple projects while maintaining clear communication with candidates and hiring managers. You'll need to efficiently streamline the recruiting processes to meet the dynamic needs of the organization while ensuring a positive candidate experience.

Essential skills for a Talent Acquisition Partner at Cohere Health include strong communication abilities, both written and verbal, along with excellent time management and organizational skills. You should be adept at utilizing various sourcing techniques to attract candidates and demonstrate business acumen with a keen understanding of market trends. Flexibility and problem-solving capabilities are also critical, as you'll navigate competing priorities and changing business needs.

When answering this question, share specific examples from your past roles where you managed the entire recruitment process, from job posting to offer acceptance. Highlight your strategies for sourcing candidates, conducting interviews, and negotiating offers. Be sure to emphasize any metrics that showcase your efficiency in filling roles and maintaining candidate engagement.

Discuss your organizational strategies and tools you use, such as recruitment software and tracking systems, to manage high volumes effectively. Provide examples of successful hires during intense periods and explain how you maintained quality while meeting deadlines. Demonstrate your ability to prioritize tasks and communicate clearly with all stakeholders involved.

Share specific platforms and methods you use, such as LinkedIn, GitHub, or specialized tech job boards. Discuss your experience in engaging passive candidates and building relationships within the tech community. Highlight any innovative approaches that have yielded successful results in finding top talent for challenging technical positions.

Emphasize the importance of communication and transparency throughout the hiring journey. Discuss your methods for keeping candidates informed and engaged, from the application phase to feedback after interviews. You could also mention any initiatives you've implemented to gather candidate feedback and improve processes.

Choose a specific example that illustrates a challenging situation, such as a high-volume hiring need or difficulties in finding qualified candidates. Explain how you identified the problem, the steps you took to address it, and the outcomes of your efforts. Focus on what you learned and how it has influenced your approach to recruitment.

Discuss your communication strategies and techniques for building strong partnerships with Hiring Managers. Share specific examples of how you’ve facilitated discussions, gathered requirements, and provided strategic input during the hiring process. Highlight your ability to adapt to different management styles and focus on meeting their expectations.

Explain how you utilize data to inform your hiring strategies. Provide examples of key metrics you track, like time-to-fill or candidate quality metrics, and how these influence your decisions. Highlight your ability to analyze recruitment data to continuously improve your processes and contribute to organizational success.

Mention professional development activities, such as attending workshops, webinars, or industry conferences. Discuss your favorite resources, whether industry blogs or networking with other professionals, and how you apply new insights to improve your own recruiting processes. Communicate your commitment to staying informed in this evolving field.

Share your understanding of the importance of diversity and inclusion and how you implement it in your recruiting strategies. Discuss specific initiatives or programs you’ve participated in or led to attract a diverse candidate pool. Describe how you work to eliminate unconscious bias and foster an inclusive culture within the hiring process.

Choose a specific example of a candidate you placed and the impact it had on the organization. Discuss your process for identifying that candidate and the success they’ve experienced in their role, as well as how you collaborated with them and the company during the hiring process. Highlight any feedback you received from both the candidate and hiring manager post-placement.