Talent Partner, Chapter
$145-190k
2-5 days a week in office
Medicare advisory
Be an early applicant
Medicare advisory
101-200 employees
Be an early applicant
$145-190k
2-5 days a week in office
101-200 employees
Company mission
To increase transparency and help seniors navigate the complex and murky ecosystem of Medicare choices.
Role
Who you are
- Your ability to learn new industries and roles and learn to quickly ascertain skill level and team fit is critical in this role. We seek to bring the best talent to Chapter, and your bar must be unrelentingly high
- 5+ years of recruiting experience for a startup, tech, or within the Medicare industry
- Proven track record of success owning the entire recruiting process
- Experience sourcing and attracting talent
- Experience managing high volume recruitment processes with multiple stakeholders
- Experience collaborating with team members and hiring managers in various locations
- Ability to conduct different types of interviews (structured, behavioral)
- Hands-on experience with various selection processes (phone interviews, culture add, reference check, etc.)
- Familiarity with Applicant Tracking Systems (ATS), or Candidate Management Systems (CMS)
- Excellent communication, interpersonal, and time-management skills
- Exceptional communication and decision-making skills with a positive attitude'
What the job involves
- Chapter is looking for a Talent Acquisition Partner to join our team. You will be responsible for managing the end-to-end talent acquisition process, collaborating with hiring managers, and ensuring a positive candidate experience
- You will profile the best candidates, and develop channels and sourcing strategies to engage talent on a daily basis
- Talent Acquisition Partners are critical in helping us to achieve our mission. You must navigate competing demands, consistently generate new strategies, have strong problem solving skills, embrace a test and learn attitude, and embrace a data-driven approach to pipelines and the overall hiring process
- Own the Hiring Lifecycle: Design the end-to-end process, including crafting job descriptions, referral engagement, talent sourcing, interview process design, interview team alignment, offer, and close
- Creative Candidate Sourcing: Utilize a variety of sourcing methods to identify and attract top talent, including new and different referral and network strategies, job boards, social media, professional networks, and industry events
- Screening and Assessment: Conduct thorough candidate assessments, including resume reviews, interviews, and reference checks, to ensure the selection of qualified candidates who fit both the role and the company culture
- Collaboration: Work closely with hiring managers and cross-functional teams to understand hiring requirements, provide guidance on market trends, and facilitate effective communication throughout the recruitment process
- Employer Branding: Actively contribute to enhancing the company's employer brand by showcasing our unique culture and values through various channels, including social media and networking events
- Candidate Experience: Ensure a positive candidate experience from application to onboarding, providing timely and constructive feedback while maintaining a high level of professionalism
- Data Management and Analysis: Maintain accurate and up-to-date recruitment data and reports, leveraging tools and systems to track key performance indicators and continuously improve the recruitment process
Our take
By 2030, over 20 percent of Americans will be older than 65, the age at which most people become eligible for Medicare. Medicare coverage is too important to get wrong: signing up too late can result in lifetime penalties. Furthermore, plans have such significant differences in benefits and premiums that it’s critical to research every option. Yet, previously those navigating Medicare faced two bad options: work with a traditional broker (incentivised by commission rather than their clients' best interest), or try to navigate the maze alone.
Chapter is a Medicare advisory firm which set out to change this. Their platform integrates the data on all Medicare plans and allows its advisers to make the most informed recommendations. Its compensation model sets the company apart from traditional brokers as what advisers make does not depend on specific plan recommendations. This ensures the work being done is genuine and ethical.
With considerable funding at its back, the company plans to expand its team and further develop its product, whilst establishing itself as a strong voice in the fight to make Medicare easier, safer, and better for seniors.
Steph
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 4 rounds)
May 2024
$50m
SERIES C
Jan 2022
$42m
SERIES B
Total funding: $126m
Company benefits
- Health Benefits
- Dental Benefits
- Vision Benefits
- Commuter FSA
- Parental Leave
- Health & Wellness Stipend
- Home Office Stipend
- Dog Friendly Office
- Company Events
Company values
- Put Members First - Relentlessly pursue opportunities to improve the lives of our members, above all else
- Real Transparency, Not the Buzzword - Share as much information as possible so Chapterians can do their best work
- Invest in Each Other - Partner with and help those you work closely with learn and grow
- Ownership Without Ego - Tackle problems with an end-to-end orientation, driven by a strong bias to action
Company HQ
Union Square, New York, NY
Articles
Leadership
Cobi Gantz
(CEO)Co-founded Dorm Room Diplomacy in 2009 and remained with the company until 2020.
Corey Metzman
(COO)VP of Business Development and Partnerships at Latch between 2018-2020.
Salary benchmarks
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