Senior Recruiter, Corporate (Contract)

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About the role

Clover Health's mission is to improve every life. Clover Health operates as a next-generation Medicare Advantage insurer, which leverages Clover's flagship software platform, the Clover Assistant, to provide America's seniors with highly affordable, “obvious” healthcare plans. By empowering physicians with data-driven, personalized insights at the point of care through the Clover Assistant platform, Clover strives to improve clinical decision-making and outcomes. This role sits in our People Operations team, which is at the center of three distinct lines of business: the Clover Health Medicare Advantage plan, our field-based Clinicians and Care Teams caring for our members, and Counterpart Health, our SaaS subsidiary driving adoption of our flagship software platform. This drives complexity, nuance, and highly visible opportunities for our People Team and the programs we build. We are hiring a Contract Senior Recruiter to find and win the best talent in the market. This is a 6-month contract, fully remote, reporting to our Head of Corporate and Technical Recruiting and working closely with the CPO and our Head of Talent. You will own searches from individual contributors through director and VP level, and you will build the market intelligence behind them. The role is designed for researchers powered by curiosity, who use AI as part of how they work. As Clover's Senior Contract Recruiter, you will: • Own full-cycle recruiting for People Operations & Corporate roles across levels and teams, from intake through offer. • Build target company lists and market maps from scratch for each priority search. • Research culture, structure, and org dynamics at target companies, and document what you learn so the next search starts further ahead. • Go deep inside those organizations to identify the strongest people, including those who are not actively on the job market. • Represent Clover and our story with accuracy and confidence, including the mission and the less obvious complexity of running multiple lines of business. • Run leadership searches with retained-search rigor, using your own judgment and discretion on strategy and confidentiality. • Direct AI tools across sourcing, research, outreach, and pipeline management, and know where they fall short. • Partner with the Chief People Officer and Head of Recruiting on calibration, slate quality, and what raising the bar means for each role. • Keep hiring managers and the recruiting team current on market conditions, candidate sentiment, and pipeline health. Success in this role looks like: • 30 Days: You have a strong grasp of our open roles, can confidently speak to the Clover story, and are building market intelligence to fuel our search strategy. • 90 Days: You have scoped priority Corporate searches with hiring managers and calibrated with the Chief People Officer. You have built target company lists and market maps for each search and proactive outreach is underway. • 6 Months: You have filled numerous Corporate roles, including at least one leadership search. You have put in place reusable talent maps for priority target companies and hiring managers see a higher, more defensible bar in every slate. • Future: Market mapping and proactive sourcing are standing practice for People Operations recruiting, and the rest of the recruiting team borrows your patterns. You should get in touch if: • You have recruited leaders across corporate functions: You have demonstrated success filling leadership-level roles, such as directors or department heads, through in-house recruiting or agency search. • You map the market before you call it: You have built target company lists from scratch, researched the culture and structure of each, and used that work to decide whom to appro

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