Senior Recruiter

Senior Recruiter

Vatica Health combines advanced technology and clinical expertise to help health plans and providers improve risk adjustment, quality of care, and outcomes for Medicare members. Our solutions help identify and address gaps in care, support more complete and accurate clinical documentation, and enable providers to better manage the health of their patient populations.

As our organization continues to evolve, we are building the capabilities needed to support the business today and where we are going next.

We are looking for a Senior Recruiter who can do more than manage requisitions.

This role will serve as the day-to-day owner of Talent Acquisition, leading full-cycle recruiting across the organization while bringing strong business judgment, critical thinking, and execution discipline to how we hire.

We are operating in a period of integration and change. Priorities will evolve, processes will continue to mature, and you will not always have complete information or a fixed playbook. We need someone who can assess what is happening, determine what matters, make sound decisions, and keep the work moving.

This is a hands-on individual contributor role with significant ownership and visibility.

Responsibilities:

Lead recruiting end to end Own full-cycle recruiting across functions and levels, from intake and search strategy through assessment, offer, and close.

Manage multiple searches while maintaining a high standard for quality, responsiveness, and candidate experience.

Partner with and advise the business Understand the business behind the requisition, what the team is trying to accomplish, and how the hire fits into the broader organization.

Bring a point of view on talent availability, search strategy, compensation, candidate quality, and hiring tradeoffs.

Challenge assumptions constructively and make recommendations grounded in data and business context.

Build pipelines and bring talent intelligence Develop talent pipelines through proactive sourcing, talent mapping, and relationship building across critical and emerging capability areas.

Use market data, competitor insights, industry trends, and talent intelligence to inform search strategy and hiring decisions.

Own the TA operating rhythm Maintain a clear view of open requisitions, priorities, pipeline health, aging, risks, hiring-manager actions, and upcoming demand.

Ensure leaders know where searches stand and where attention or decisions are needed.

Turn recruiting data into business insight Own TA reporting and analytics across pipeline health, conversion, requisition aging, time to fill, source effectiveness, offer acceptance, and hiring outcomes.

Identify trends and bottlenecks, explain what the data is telling us, and recommend action.

Navigate ambiguity and execute with discipline Operate effectively as priorities, processes, and business needs evolve.

Bring structure to your work, make sound decisions with incomplete information, and know what you can resolve within your role versus what requires leadership alignment.

Maintain strong ATS discipline, documentation, follow-through, and attention to detail.

What You'll Bring

• Strong business acumen and curiosity, with the ability to connect talent decisions to business outcomes.
• Strong critical thinking and judgment, including the ability to identify root causes and make sound recommendations with incomplete information.
• Comfort operating through ambiguity and change without requiring a fixed playbook or constant direction.
• Strong analytical capability and the ability to translate recruiting data and external market intelligence into action.
• The ability to move between strategic conversations with senior leaders and detailed recruiting execution.
• Direct, concise communication, strong follow-through, and high standards for accuracy and organization.