Senior Recruiter, Corporate (Contract)

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 approach and how.
• You find people who are not looking: Your best hires came from outreach you initiated, and you can describe how you identified and won them.
• You can tell a story that holds a skeptic: You have sold a company and a mission to a senior candidate who had never considered the industry. You can explain Medicare Advantage and a SaaS subsidiary in the same conversation.
• You have a point of view on AI: You have a preferred set of tools, a reasoned argument for them, and a clear sense of where each one fails. AI is part of how you source, research, and manage pipeline, and you still make the final call.
• You have shipped something others use: A prompt library, workflow, or research template you built that left your own desk and changed how a team works.
• You exercise discretion: You have run confidential searches, partnered directly with C-suite leaders, and know how to protect a candidate and a client.
• You move fast without a runbook: You are comfortable in a high-complexity environment with shifting priorities, and you set your own bar.
• You influence without authority: You push back on hiring managers with data, and you bring them along.

About Clover: We are reinventing health insurance by combining the power of data with human empathy to keep our members healthier. We believe the healthcare system is broken, so we've created custom software and analytics to empower our clinical staff to intervene and provide personalized care to the people who need it most.

We always put our members first, and our success as a team is measured by the quality of life of the people we serve. Those who work at Clover are passionate and mission-driven individuals with diverse areas of expertise, working together to solve the most complicated problem in the world: healthcare.

From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, perspectives, opinions, and backgrounds, who share a passion for improving people's lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone's responsibility.

#LI-REMOTE

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are anE-Verify company.

Final pay is based on several factors including but not limited to internal equity, market data, and the applicant’s education, work experience, certifications, etc.