Sr Talent Acquisition Partner (Contract, Remote Role)

Quest Diagnostics is seeking a Remote Contract Senior Talent Acquisition Partner for its Professional Recruiting function within Talent Acquisition, and s/he will be a strategic partner to our business groups and provide full lifecycle recruiting expertise to find, attract and hire the talent that will continue to bring our vision and innovation to reality aligned with the talent needs of the technology team.

The Senior Talent Acquisition Partner will identify, assess and engage candidates to fill technology positions across Quest Diagnostics, Inc. This position encompasses all stages of the hiring process from partnering with leadership and HR Business Partners on position requirements, search strategy, candidate management and development, and developing sourcing strategies to target and assess top talent. The Senior Talent Acquisition Partner will also focus on long term talent pipelining of talent for future technology opportunities.

• As a strategic advisor, the Senior Talent Acquisition Partner for Professional Recruiting will consult and partner with leadership and other members within HR to deeply understand DGX's business strategies and talent needs, technical requirements and ideal candidate profiles.

• While responsible for managing the full life cycle talent acquisition process for key technology roles at Quest Diagnostic, Inc., the successful candidate will facilitate and execute the talent search and selection process.
• Owns the full recruitment life cycle for technology roles with a focus on Epic including software engineering, product management, product development, cyber security, DevOps, and IT infrastructure.
• Develops TA strategy in collaboration with the Hiring Manager and Human Resource Business Partners for the positions they are assigned.

• Uses labor market data and knowledge of talent pools to develop sourcing plans and strategies and translate this to a fact-based recommendation to the hiring team, manager or internal stakeholders. Maintains an in-depth and contemporary knowledge of companies, technology trends and competitive industries and keeps current with other external factors that impact the technical talent landscape.

• Identifies, develops and assesses candidates utilizing creative sourcing and research strategies in the sourcing process.

• Builds networks and relationships through industry contacts, colleagues, trade groups, to talent scout identifying both active and passive candidates.

• Proficiency in developing and executing upon targeted search strategies leveraging advanced Boolean search techniques utilizing online tools including but not limited to LinkedIn, Stack Overflow, GitHub, HackerRank, and other social media platforms, specialty technology niche sites to identify and recruit the very best candidates.

• Pre-screens, assesses and qualifies candidates and provides written/verbal candidate briefings to hiring team. Conduct competency and behavioral based interviews including basic technical assessment of candidates.

• Develop and communicate recommendations to hiring managers based on market, candidate and talent strategies.

• Structure and negotiate offer terms with human resources, corporate compensation, hiring manager and subsequent approvers.

• Strong interpersonal, organizational, negotiation and presentation skills. Strong verbal and written communication skills and the ability to influence are essential.

• Provide regular updates and reporting to leadership on pipeline health and hiring progress.

• Provide complete, accurate, and opportunistic information to candidates about the Company, position and career growth opportunities.

• Manage a high-quality candidate experience from initial contact through onboarding.

• Knowledge of OFCCP compliance and maintains accurate documentation.

• Ability to effectively manage external vendors when appropriate including contract recruiters and researchers as well as contingency and retained search firms.

• Strong skills in Word, Excel, PowerPoint, Outlook and Applicant Tracking Systems are also needed.

• Adheres to SLA requirements and expectations to include meeting/exceeding department metrics.

• BA/BS degree required. Technical background or education in Computer Science or related field is a plus.

• Minimum 5 years experience as a technology recruiter in a highly matrixed corporate organization.

• Demonstrated success recruiting for roles such as software engineers (front-end, back-end, full-stack), DevOps, data analysts and IT Professionals.

• Must have a proven track record of being a best-in-class sourcer of passive talent.

• Strong understanding of technical concepts, programming languages and modern development practices.

• Demonstrated track record of leveraging AI tools to streamline recruiting efforts.

• An expert level of knowledge in recruiting components including, but not limited to sourcing/candidate development, qualifying, networking, assessing, compensation trends, client and candidate management.

• Experience in developing innovative ways to research talent pools with emphasis on networking, internet research and outreach and warm/cold calling.

• Excellent project management, writing, and oral communication skills required.

• Success in recruiting on a national, multi-location level.

• Can manage multiple projects in a large, fast paced environment.

• Ability to work in a complex, matrixed environment.

• Ability to handle sensitive and confidential information appropriately.

• Strong initiative and solid judgment abilities and skills.

• Intermediate to advanced knowledge of the Microsoft Office Suite of applications and email.

• Must have the ability to quickly learn systems, processes, and procedures.

• Demonstrate agility and flexibility; embraces change; self develops.

• Proven agility and resourcefulness to effectively cope with ambiguous scenarios.