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Manager, Talent Operations

June 2, 2026

Talent technology strategy and infrastructure<ul> <li>Own and evolve the Talent Acquisition systems roadmap across ATS, sourcing tools, scheduling solutions, analytics, and workflow automation.</li> <li>Ensure our systems are configured to scale, integrate cleanly, and support a high-quality recruiter, hiring manager, and candidate experience.</li> <li>Move our function beyond tool administration and toward thoughtful systems architecture.</li> </ul> AI, automation, and innovation<ul> <li>Identify, pilot, and scale AI and automation opportunities across the recruiting lifecycle.</li> <li>Push the team to challenge legacy ways of working and rethink manual processes through technology.</li> <li>Translate recruiter pain points into practical solutions that improve speed, quality, and consistency.</li> </ul> Build vs. buy decision-making<ul> <li>Evaluate when to purchase external tools versus build lighter-weight internal solutions or workflows.</li> <li>Lead vendor assessments with a strong lens on ROI, usability, security, integration, and long-term fit.</li> <li>Make clear recommendations on what to keep, optimize, consolidate, or sunset across the TA tech stack.</li> </ul> Efficiency and recruiter productivity<ul> <li>Drive initiatives that reduce administrative burden and increase recruiter capacity.</li> <li>Partner with recruiting leaders to identify where friction exists in the funnel and solve for it at the systems or workflow level.</li> <li>Focus particularly on areas where automation can unlock scale, improve service levels, and reduce rework.</li> </ul> Cross-functional partnership<ul> <li>Serve as the primary Talent Acquisition Operations partner to teams such as HR Operations, IT, Security, Procurement, Finance, and Legal.</li> <li>Lead cross-functional change management for systems, process, and tooling decisions.</li> </ul> Team leadership and operating model design<ul> <li>Help shape what Talent Operations should own in the future and how work should be structured across the team.</li> <li>Coach and develop talent operations team members while creating clear ownership, priorities, and accountability.</li> <li>Build a function that is more strategic, technical, and future-oriented than reactive or purely task-based.</li> </ul> What Great Looks Like<ul> <li>Talent Operations is viewed as a strategic driver of efficiency and innovation, not just a support function.</li> <li>Recruiters spend less time on low-value administrative work and more time on high-impact talent work.</li> <li>The TA tech stack is simpler, more integrated, and governed with clear ROI expectations.</li> <li>AI and automation are actively improving workflow speed, consistency, and scalability.</li> <li>The function has a clear point of view on where to invest, where to consolidate, and how to evolve for the future.</li> </ul> Qualifications:<ul> <li>6+ years of experience in Talent Operations, Recruiting Operations, People Systems, HR Technology, or a related field.</li> <li>Experience owning or heavily influencing ATS strategy, recruiting systems, vendor evaluation, and process automation.</li> <li>Strong technical fluency with recruiting tools, system integrations, AI agent building, workflow design, and reporting.</li> <li>Demonstrated success assessing and implementing new technologies, especially AI-enabled tools.</li> <li>Strong business judgment with the ability to weigh cost, complexity, scalability, and ROI.</li> <li>Proven ability to lead cross-functional initiatives and influence through data and structured thinking.</li> <li>Experience managing or mentoring team members and helping a function evolve through change.</li> </ul> The Profile We're Looking For:<ul> <li>Curious about where Talent Operations and AI are headed</li> <li>Strategic in how they think about future-state team and system design</li> <li>Technical enough to understand tooling, integrations, and automation opportunities</li> <li>Commercially minded in how they evaluate spend and vendor value</li> <li>Practical in translating ideas into real operating improvements</li> <li>Bold enough to challenge the status quo and move the function forward</li> </ul> Physical/Cognitive Requirements:<ul> <li>Travel: under 10% (key conferences, internal onsites, etc.).</li> <li>Prompt and regular attendance at assigned work location.</li> <li>Capability to remain seated in a stationary position for prolonged periods.</li> <li>Eye-hand coordination and manual dexterity to operate keyboard, computer and other office-related equipment.</li> <li>No heavy lifting is expected, though occasional exertion of about 20 lbs of force (e.g., lifting a computer \/ laptop) may be required.</li> <li>Capability to work with leadership, employees, and members in an appropriate manner.</li> </ul> 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. <span data-slate-fragment="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">In addition to earning a base salary, this role is eligible for a performance-based bonus. Details of the Annual Bonus Plan, including performance metrics, target incentives, and potential earnings, will be discussed during the interview process. Benefits & Perks: In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more: <ul> <li style="list-style-type: revert;">Remote-first culture</li> <li style="list-style-type: revert;">401(k) savings plan through Fidelity</li> <li style="list-style-type: revert;">Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)</li> <li style="list-style-type: revert;">Paid Time Off ("PTO") and Discretionary Time Off (“DTO")</li> <li style="list-style-type: revert;">12 weeks of 100% Paid Parental leave</li> <li style="list-style-type: revert;">Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.</li> <li style="list-style-type: revert;">Work-From-Home reimbursement to support team collaboration home office work</li> </ul> Your recruiter will share more about the salary range and benefits package for your role during the hiring process. About Included Health 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 <a href="http://includedhealth.com/">includedhealth.com</a>. -----Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants with arrest or conviction records in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and California law.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

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