Talent technology strategy and infrastructure
- Own and evolve the Talent Acquisition systems roadmap across ATS, sourcing tools, scheduling solutions, analytics, and workflow automation.
- Ensure our systems are configured to scale, integrate cleanly, and support a high-quality recruiter, hiring manager, and candidate experience.
- Move our function beyond tool administration and toward thoughtful systems architecture.
AI, automation, and innovation
- Identify, pilot, and scale AI and automation opportunities across the recruiting lifecycle.
- Push the team to challenge legacy ways of working and rethink manual processes through technology.
- Translate recruiter pain points into practical solutions that improve speed, quality, and consistency.
Build vs. buy decision-making
- Evaluate when to purchase external tools versus build lighter-weight internal solutions or workflows.
- Lead vendor assessments with a strong lens on ROI, usability, security, integration, and long-term fit.
- Make clear recommendations on what to keep, optimize, consolidate, or sunset across the TA tech stack.
Efficiency and recruiter productivity
- Drive initiatives that reduce administrative burden and increase recruiter capacity.
- Partner with recruiting leaders to identify where friction exists in the funnel and solve for it at the systems or workflow level.
- Focus particularly on areas where automation can unlock scale, improve service levels, and reduce rework.
Cross-functional partnership
- Serve as the primary Talent Acquisition Operations partner to teams such as HR Operations, IT, Security, Procurement, Finance, and Legal.
- Lead cross-functional change management for systems, process, and tooling decisions.
Team leadership and operating model design
- Help shape what Talent Operations should own in the future and how work should be structured across the team.
- Coach and develop talent operations team members while creating clear ownership, priorities, and accountability.
- Build a function that is more strategic, technical, and future-oriented than reactive or purely task-based.
What Great Looks Like
- Talent Operations is viewed as a strategic driver of efficiency and innovation, not just a support function.
- Recruiters spend less time on low-value administrative work and more time on high-impact talent work.
- The TA tech stack is simpler, more integrated, and governed with clear ROI expectations.
- AI and automation are actively improving workflow speed, consistency, and scalability.
- The function has a clear point of view on where to invest, where to consolidate, and how to evolve for the future.
Qualifications:
- 6+ years of experience in Talent Operations, Recruiting Operations, People Systems, HR Technology, or a related field.
- Experience owning or heavily influencing ATS strategy, recruiting systems, vendor evaluation, and process automation.
- Strong technical fluency with recruiting tools, system integrations, AI agent building, workflow design, and reporting.
- Demonstrated success assessing and implementing new technologies, especially AI-enabled tools.
- Strong business judgment with the ability to weigh cost, complexity, scalability, and ROI.
- Proven ability to lead cross-functional initiatives and influence through data and structured thinking.
- Experience managing or mentoring team members and helping a function evolve through change.
The Profile We're Looking For:
- Curious about where Talent Operations and AI are headed
- Strategic in how they think about future-state team and system design
- Technical enough to understand tooling, integrations, and automation opportunities
- Commercially minded in how they evaluate spend and vendor value
- Practical in translating ideas into real operating improvements
- Bold enough to challenge the status quo and move the function forward
Physical/Cognitive Requirements:
- Travel: under 10% (key conferences, internal onsites, etc.).
- Prompt and regular attendance at assigned work location.
- Capability to remain seated in a stationary position for prolonged periods.
- Eye-hand coordination and manual dexterity to operate keyboard, computer and other office-related equipment.
- No heavy lifting is expected, though occasional exertion of about 20 lbs of force (e.g., lifting a computer \/ laptop) may be required.
- Capability to work with leadership, employees, and members in an appropriate manner.
The base salary range for this full-time position is $132,060 – $172,872 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C).
For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), and Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA). At this time, we are not budgeting for hires in higher-cost Zone D markets (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA) for this role. Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.
- Remote-first culture
- 401(k) savings plan through Fidelity
- Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
- Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
- 12 weeks of 100% Paid Parental leave
- Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
- Work-From-Home reimbursement to support team collaboration home office work
Skills Required
- 6+ years of experience in Talent Operations or related field
- Experience owning or influencing ATS strategy
- Strong technical fluency with recruiting tools and AI
- Demonstrated success implementing new technologies
- Proven ability to lead cross-functional initiatives
- Experience managing or mentoring team members
Included Health Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Included Health and has not been reviewed or approved by Included Health.
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Healthcare Strength — Comprehensive medical, dental, and vision coverage with employer-paid contributions and free access to the company’s own services enhances total rewards. Feedback suggests robust mental health support, telemedicine, and wellness programs strengthen perceived care quality.
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Parental & Family Support — Paid parental leave and family-building benefits, including fertility coverage and financial assistance for adoption and surrogacy, are seen as meaningful supports. Feedback suggests compassionate leave and free family access to care add tangible value for caregivers.
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Leave & Time Off Breadth — Flexible, non‑accrued vacation, generous PTO, paid volunteer time, floating holidays, and sabbaticals are consistently emphasized. Feedback suggests remote‑friendly flexibility and additional rest days during high‑stress periods improve work-life balance.
Included Health Insights
What We Do
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com.
Why Work With Us
Here, initiative meets purpose. We have bold aspirations that drive our work. We care in a way that shows in everything we do. At Included Health, you will join a team that is propelled by the opportunity to redefine healthcare for all. It's work worth caring about.
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