Talent Acquisition and Talent Integration Specialist

Role Overview

The Talent Acquisition and Talent Integration Specialist owns end-to-end recruitment through onboarding and early engagement, supporting both clinical and non-clinical hiring needs across Guidehealth.

Responsibilities

• Own full-cycle recruitment for a broad range of clinical and non-clinical roles, including:
  • Sourcing and talent pipeline development
  • Interview coordination
  • Offer negotiation and acceptance
  • Pre-boarding and onboarding
• Build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to create role-aligned recruiting strategies.
• Partner with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on priorities, and execute search plans.
• Develop and execute creative, investigative, and data-informed sourcing strategies using:
  • LinkedIn, job boards, referrals, networking, market outreach, and talent communities
• Provide a high-touch, empathy-driven candidate experience that reflects the patient-centered mission.
• Support successful onboarding and early engagement by:
  • Tracking onboarding success using new hire survey data and analysis
  • Continuously improving onboarding workflows and efficiencies
• Support internal talent mobility and effectiveness/efficiency of the internal talent pool.
• Drive hiring quality outcomes, scalability of TA processes, and ensure licensure compliance.

Roles/Teams Supported

Recruitment and onboarding support for roles including:

• Registered Nurses
• Case Managers
• Medical Assistants (Healthguides)
• Quality Coordinators
• Claims Analysts (AI)
• Customer Experience
• Other operational roles

Requirements

• End-to-end recruiting experience with comfort operating across clinical and non-clinical roles.
• Strong relationship-building, judgment, and empathy.
• Ability to make data-informed decisions and improve workflows using feedback/metrics.
• High level of internal stakeholder interaction; partners closely with leaders and People Operations.

Nice-to-Haves

• Experience using onboarding survey data or similar feedback metrics to improve early engagement.
• Familiarity with licensure compliance in healthcare recruiting.