Talent Acquisition Partner

As a Talent Acquisition Partner at Strive Health, your responsibilities will encompass the full recruitment lifecycle. This includes candidate attraction, sourcing, screening, structuring interviews, offer negotiations, and onboarding new team members. Your goal will be to maintain an exceptional candidate experience while aligning recruitment strategies with the overall business objectives. You will also provide guidance to hiring teams to ensure effective and timely execution of the recruitment process.

To qualify for the Talent Acquisition Partner position at Strive Health, candidates need a high school diploma or equivalent and must have a minimum of 1-3 years of experience in recruitment or human resources, particularly in a healthcare setting. Familiarity with electronic applicant tracking systems like Greenhouse is essential. Preferred qualifications include an associate or bachelor’s degree in Human Resources or a related field, along with prior experience in high-volume recruitment.

The annual salary for the Talent Acquisition Partner position at Strive Health ranges from $74,000 to $85,000. Alongside this competitive compensation, Strive Health also offers a comprehensive benefits package to support the overall well-being of its employees, including health insurance, retirement plans, and professional development opportunities.

Success as a Talent Acquisition Partner at Strive Health requires strong relationship-building skills to work effectively with hiring managers and other stakeholders. Candidates should possess excellent organizational abilities, communication skills, and a strategic mindset to leverage data and insights for recruitment strategies. A proactive nature, coupled with integrity and confidentiality, is also crucial for managing sensitive information.

Yes, healthcare recruitment experience is a mandatory requirement for the Talent Acquisition Partner role at Strive Health. Understanding the nuances and specific needs of the healthcare industry will be critical in ensuring that the right talent is brought on board to help us achieve our mission of transforming kidney care.

To attract passive candidates, I utilize a multi-faceted approach that includes leveraging social media platforms, engaging with professional networks, and attending industry events to build connections. Additionally, I focus on crafting personalized outreach messages that highlight the unique value and culture of the organization.

I ensure a positive candidate experience by maintaining open lines of communication throughout the recruitment process, providing timely feedback, and creating a warm and inviting environment during interviews. Listening to candidates’ needs and nurturing relationships plays a vital role in enhancing their overall experience.

Absolutely! My experience with ATS platforms, particularly Greenhouse, has allowed me to streamline the recruitment process significantly. By utilizing its features for tracking applicants, organizing communications, and analyzing recruitment data, I can improve efficiency and make data-driven decisions to enhance our recruitment strategy.

In high-volume recruitment scenarios, I prioritize organization and efficiency. Creating structured timelines, using batch processing for candidates, and employing effective sourcing methods enable me to manage multiple openings without compromising the quality of the candidate experience.

I actively build talent pipelines by engaging with potential candidates through networking events, online communities, and social media platforms. Additionally, I focus on nurturing relationships with candidates for future openings, ensuring that we have qualified individuals ready to consider when positions become available.

In a previous role, I encountered a challenging recruitment process for specialized healthcare roles with a limited candidate pool. To overcome this, I expanded my search parameters, used targeted sourcing strategies, and collaborated with industry professionals to identify potential candidates who may not be actively job searching.

Assessing cultural fit involves a combination of behavioral interview questions and discussions that reveal candidates’ values and work styles. I seek to understand how candidates resonate with our core values and their potential contributions to our workplace culture during the interview process.

Staying informed about industry trends involves regularly reading HR-focused publications, attending relevant webinars, and participating in professional networks. Engaging with recruitment communities online also provides valuable insights into new strategies and technologies that can enhance our recruitment efforts.

Data plays a crucial role in my recruitment strategy by providing actionable insights about sourcing effectiveness, candidate demographics, and overall recruitment metrics. Utilizing analytics helps me make informed decisions to improve processes and ensure that we attract top talent efficiently.

Having a patient-first mindset is essential in healthcare recruitment because it ensures that we prioritize finding candidates who are not just qualified but also empathetic and committed to delivering exceptional care. This approach aligns with the mission of Strive Health to transform kidney care and ultimately enhances patient outcomes.