VP of Talent Acquisition

About Inspiren

Inspiren offers the most complete and connected ecosystem in senior living. Founded by Michael Wang, a former Green Beret turned cardiothoracic nurse, Inspiren proves that compassionate care and technology can coexist - bringing peace of mind to residents, families, and staff.

Our integrated solutions seamlessly fit into existing workflows, capturing everything happening within a community. Backed by nurse specialists and powerful analytics, we provide the data operators need to make informed clinical and operational decisions - driving efficiency, profitability, and better care outcomes.

About the Role

As our Head of Talent Acquisition, you will be the lead architect of our talent engine during a critical phase of hyper-growth. This isn't just about filling seats; you will be a "talent strategist" who recognizes that in a high-growth environment, the quality of our hires is the single most important lever for our success.

This is a foundational leadership hire. You will be responsible for evolving our recruiting function into a proactive, data-driven machine. Partnering with your recruiters and the HRBP function, you will design the sourcing strategies, interview frameworks, and candidate experiences that define how the world perceives our brand. Your mission is to ensure that as we scale, we don't just grow our headcount—we raise our talent bar.

What You Will Do

• Build the Recruiting Playbook: Enhance the end-to-end talent acquisition framework. You’ll define our "standard of excellence" for sourcing, interviewing, and closing top-tier talent.
• Elevate HM Partnerships: Coach the recruiting team to lead with influence and authority. You will define and uphold the “Service Level Agreements” (SLAs) for hiring managers, acting as the primary escalation point to resolve friction and ensure the business remains an active, accountable partner in the hiring process.
• Optimize the Pipeline: Own the recruiting tech stack and ecosystem. You will audit our pipeline practices, automate the "busy work," and ensure a high-velocity funnel.
• Employer Branding: Lead the charge on telling our story. You’ll ensure our mission and culture are reflected at every touchpoint, from the initial outreach to the final offer letter.
• Data-Driven Leadership: Use recruiting analytics (time-to-hire, pass-through rates, source of hire) to identify friction points and drive continuous improvement in our process.
• Candidate Experience: Ensure every applicant - whether they are hired or not - leaves their interaction with us feeling respected and inspired. You will champion a candidate first philosophy.