Manager-talent Acquisition (us Hiring)

The Manager-Talent Acquisition role at Innovaccer encompasses a variety of responsibilities that are crucial for effective staffing and recruitment strategies. This position requires you to work closely with hiring managers to develop strategic business plans tailored for recruitment. You will oversee stakeholder management, drive talent branding initiatives, and remain updated on compliance requirements affecting hiring practices. Additionally, you’ll manage requisitions across various departments including Executive Management and Technology, ensuring that we attract top talent aligned with company goals.

To be considered for the Manager-Talent Acquisition role at Innovaccer, candidates typically need a Bachelor’s degree and 8 to 12 years of hands-on experience in recruitment. A strong functional and technical expertise in developing talent acquisition strategies, as well as experience in conducting executive recruiting, is essential. Familiarity with applicant tracking systems and selected methods is also crucial, along with the ability to motivate and coordinate with a team of talent specialists.

At Innovaccer, promoting diversity and inclusion is imperative, especially in the role of Manager-Talent Acquisition. The individual in this position will be responsible for developing innovative strategies for diverse candidate pipeline development, which involves identifying and engaging with often underrepresented groups in the technical field. Innovaccer is committed to creating a welcoming environment for all candidates and takes proactive measures to ensure this reflects in all recruiting efforts.

Success in the Manager-Talent Acquisition role at Innovaccer is marked by strong stakeholder management skills, excellent communication, and a pro-active attitude towards fostering relationships within the organization and with candidates. Additionally, candidates should demonstrate strong organizational skills, the ability to motivate and lead a diverse team, and a keen eye for detail in managing the full recruitment lifecycle.

As a Manager-Talent Acquisition at Innovaccer, you'll enjoy a comprehensive benefits package designed to support both your work and personal life. This includes generous leave benefits of up to 40 days, some of the best parental leave policies in the industry, and a sabbatical leave policy to promote skill development or personal time off. Health insurance is also provided to cover medically related expenses, ensuring you and your family are well taken care of. Additionally, our San Francisco location fosters great work-life balance with its inclusive work culture.

When answering this question, focus on specific strategies you have implemented in your previous roles that resulted in successful hires. Highlight your collaboration with hiring managers and how those strategies were aligned with organizational goals. Mention any metrics or outcomes that demonstrate the efficacy of your strategies.

Effective stakeholder management is critical in the talent acquisition process. Provide examples of how you have collaborated with various departments to understand their needs and how you have maintained open lines of communication. Discuss any challenges faced and how you overcame them to ensure a smooth recruitment process.

This is an opportunity to discuss the specific channels and innovative methods you use for sourcing. Mention community outreach programs, partnerships with diverse organizations, and how you utilize social media to attract a diverse candidate pool. Be sure to emphasize the importance of inclusivity in your sourcing strategies.

Provide a specific example where negotiation played a key role. Outline the situation, what you negotiated, and the outcome. Discuss the importance of balance and mutual benefit in negotiations and how you maintain positive relationships regardless of the outcome.

You can talk about different metrics and KPIs that you measure, such as time-to-fill, quality of hire, and candidate satisfaction scores. Explain the methods you use to gather feedback and how you adapt strategies based on data to continuously improve recruitment effectiveness.

Discuss the significance of a positive candidate experience during interviews and throughout the hiring process. Share examples of how you create a welcoming environment, provide timely feedback, and engage candidates through transparent communication.

Mention specific resources you follow, such as industry publications, webinars, and professional networks that keep you informed about the latest changes in employment legislation affecting recruitment. Explain how this knowledge influences your recruitment strategies.

Here, you can talk about how data analytics helps in understanding market trends, evaluating recruitment campaigns, and making informed decisions. Use examples of how you've previously used data to enhance recruitment strategies, highlighting any successful outcomes.

Describe the importance of collaboration and building trust with hiring managers. Provide examples of how you initiate discussions to understand their needs and maintain these relationships through regular check-ins and open communication.

Share the strategies you've used to enhance employer branding, such as showcasing company culture, employee testimonials, and success stories. Discuss how engagement on social media and recruitment marketing plays a role in promoting the brand and attracting potential candidates.