Senior Program Manager, Talent Acquisition Innovation

We need to output HTML fragment with sections: About the role? The posting includes description at top (intro). Should we have an "About the role" section? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include sections only when posting has real specific content. The posting includes responsibilities, required qualifications, preferred qualifications, success in this role looks like (maybe could be part of responsibilities or qualifications?), physical/cognitive requirements, pay, benefits & perks, about included health (company description). Also there is a description at top: "Included Health is seeking a Senior Program Manager, Talent Acquisition Innovation, to build and run the operating system..." That's like an overview; could be "About the role". We'll include that. We must not repeat job title as heading. So no heading with the title. We must not include Job ID etc. We must remove boilerplate: EEO, equal-opportunity, scam-warning, etc. Also remove navigation, cookie, legal, duplicated lines, application instructions. The posting includes "Your recruiter will share more about the salary range and benefits package for your role during the hiring process." That's application instruction? Might be considered boilerplate; we should drop it. Also "Learn more at includedhealth.com." maybe keep as part of About Included Health? It's not boilerplate but could be considered promotional; but we can keep as part of About Included Health. We need to preserve all substantive information. So include responsibilities bullet list, required qualifications bullet list, preferred qualifications bullet list, success in this role looks like bullet list (maybe as its own section? Could be under Responsibilities or separate "Success metrics". The instruction says we can create sections only when posting has real specific content. Success in this role looks like is specific content; we could make a section "Success in this role". But the allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't list Success. However we could incorporate that into Responsibilities or Qualifications. But better to follow allowed headings? The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive. But they say "Prefer a few substantive sections over many thin ones." We could create a section "Success in this role" if we think it's substantive. However they gave examples; maybe they expect us to stick to those headings. Safer to map content to those headings. We have: - About the role: introductory paragraph(s) describing role purpose. - Responsibilities: list of responsibilities (High-Volume Operating Model, Agency and Vendor Management, Automation and AI-Enabled Recruiting, Reporting and Decision Support, Cross-Functional Partnership). Could be bullet list. - Requirements: maybe combine Required Qualifications and Physical/Cognitive Requirements? But they said "Requirements" heading could be used for required qualifications. We'll put Required Qualifications under

Requirements

. Physical/Cognitive Requirements could be under same heading? Might be better to put under Requirements as well, but they are separate. Could create a separate section "Physical & Cognitive Requirements" but not in examples. Might be okay to include under Requirements as a sublist? But we need to follow instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They differentiate Requirements and Qualifications. So we can have Requirements for required qualifications, and Qualifications for preferred qualifications? Actually they list both Requirements and Qualifications as possible headings. Usually Requirements = mandatory, Qualifications = preferred. We'll do that. - Skills: maybe not explicitly listed; we could omit if no specific skills section. The posting includes skills like "Strong written and verbal communication skills", "Ability to influence", etc. Those are within qualifications. Could put under Skills but we already have Qualifications. Might be redundant. Better to follow examples: we can have Requirements (mandatory) and Qualifications (preferred). Skills maybe not needed. - Benefits: we have Benefits & Perks section. - Pay: we have base salary range. - Schedule: not mentioned; we should not create Schedule section because no content. Thus sections: About the role, Responsibilities, Requirements (required qualifications), Qualifications (preferred qualifications), Benefits, Pay. We need to output only HTML fragment, no /. Use

for each heading, then content:

for prose,

• for lists. We must preserve all substantive information. Ensure we don't lose any details. Let's extract content. Intro paragraph(s): "Included Health is seeking a Senior Program Manager, Talent Acquisition Innovation, to build and run the operating system for our highest-volume hiring areas, initially Clinical, Behavioral Health and Member Care. This role will create consistent operating cadence across high-volume pods, improve funnel performance, manage agency and vendor effectiveness, and expand the use of automation and AI-enabled workflows. The PM will translate hiring goals into capacity plans, identify risks early, and drive corrective action across the recruiting machine. This is not a traditional recruiting coordinator or status-reporting role. The successful candidate will operate as a program owner: diagnosing problems, recommending solutions, and holding cross-functional partners accountable for measurable outcomes." That's the About the role. Responsibilities: we have several bullet-like paragraphs each starting with a bold heading? Actually the text: "Responsibilities High-Volume Operating Model Build and maintain a standardized operating model across high-volume recruiting pods.Establish operating cadences, planning processes, scorecards, and escalation paths.Translate hiring goals into funnel requirements, capacity plans, and execution priorities.Maintain a consolidated view of hiring health, risks, dependencies, and corrective actions.Partner with pod owners to improve pacing, stakeholder readiness, funnel quality, and delivery against goals.Identify opportunities to standardize and scale the high-volume model across additional hiring areas. Agency and Vendor Management Own day-to-day operating performance for high-volume agency and vendor partners.Establish clear expectations and scorecards covering submissions, quality, fill rate, time-to-fill, pricing, responsiveness, and corrective action.Create a consistent process for agency onboarding, performance reviews, escalation, and offboarding.Shift routine agency management and reporting away from senior leaders and toward exception-based escalation.Recommend when work should be handled internally, through contractors, agencies, or automation based on demand, economics, speed, role complexity, and available capacity. Automation and AI-Enabled Recruiting Expand BrightHire, AI interviewer, and related workflow adoption across high-volume recruiting.Partner with Talent Operations on workflow design, tooling, and automation opportunities.Automate reporting, funnel tracking, quality monitoring, and partner performance visibility.Identify friction points and run targeted process-improvement pilots.Measure the impact of automation through recruiter hours saved, funnel conversion, time-to-fill, quality, and candidate experience. Reporting and Decision Support Own the consolidated weekly high-volume hiring health report.Report on open requisitions, aging, progress to goal, funnel health, capacity, internal versus agency mix, and at-risk work.Clearly communicate what changed, what is at risk, what action is being taken, and what decision or support is needed.Use data to distinguish capacity gaps from execution, process, quality, prioritization, or stakeholder issues.Build clear recommendations for resourcing, agency allocation, and process changes. Cross-Functional Partnership Partner closely with leaders on Clinical/BH capacity, performance, staffing, and resourcing decisions.Partner with pod owners on cohort health, stakeholder readiness, funnel decisions, and corrective action.Work with Talent Operations to align high-volume workflows with broader TA systems and infrastructure.Serve as a central escalation point for cross-pod operating issues.Influence without direct authority and create accountability across recruiters, pod owners, agencies, Talent Partners, and hiring leaders." We need to split into list items. Each major heading could be a list item with sub-points? But we can just make each sentence as list item? Better to group under each responsibility area as list items with sub-bullets? However we only allowed
  • for any list of duties/requirements/benefits. We can have nested lists? Not specified but we can keep simple: each responsibility area as a list item, with the details as part of that item (maybe using commas). That preserves information. Thus: - Build and maintain a standardized operating model across high-volume recruiting pods; establish operating cadences, planning processes, scorecards, and escalation paths; translate hiring goals into funnel requirements, capacity plans, and execution priorities; maintain a consolidated view of hiring health, risks, dependencies, and corrective actions; partner with pod owners to improve pacing, stakeholder readiness, funnel quality, and delivery against goals; identify opportunities to standardize and scale the high-volume model across additional hiring areas. - Own day-to-day operating performance for high-volume agency and vendor partners; establish clear expectations and scorecards covering submissions, quality, fill rate, time-to-fill, pricing, responsiveness, and corrective action; create a consistent process for agency onboarding, performance reviews, escalation, and offboarding; shift routine agency management and reporting away from senior leaders and toward exception-based escalation; recommend when work should be handled internally, through contractors, agencies, or automation based on demand, economics, speed, role complexity, and available capacity. - Expand BrightHire, AI interviewer, and related workflow adoption across high-volume recruiting; partner with Talent Operations on workflow design, tooling, and automation opportunities; automate reporting, funnel tracking, quality monitoring, and partner performance visibility; identify friction points and run targeted process-improvement pilots; measure the impact of automation through recruiter hours saved, funnel conversion, time-to-fill, quality, and candidate experience. - Own the consolidated weekly high-volume hiring health report; report on open requisitions, aging, progress to goal, funnel health, capacity, internal versus agency mix, and at-risk work; clearly communicate what changed, what is at risk, what action is being taken, and what decision or support is needed; use data to distinguish capacity gaps from execution, process, quality, prioritization, or stakeholder issues; build clear recommendations for resourcing, agency allocation, and process changes. - Partner closely with leaders on Clinical/BH capacity, performance, staffing, and resourcing decisions; partner with pod owners on cohort health, stakeholder readiness, funnel decisions, and corrective action; work with Talent Operations to align high-volume workflows with broader TA systems and infrastructure; serve as a central escalation point for cross-pod operating issues; influence without direct authority and create accountability across recruiters, pod owners, agencies, Talent Partners, and hiring leaders. That covers responsibilities. Required Qualifications: list each bullet. "7+ years of experience in recruiting operations, program management, high-volume recruiting, staffing, or a related field. Experience owning complex, cross-functional programs from strategy through execution. Experience using AI-enabled recruiting workflows. Strong understanding of recruiting funnels, capacity planning, conversion metrics, and hiring economics. Demonstrated ability to use data to diagnose problems and drive operational decisions. Experience improving processes through automation, technology, or workflow redesign. Strong written and verbal communication skills, including the ability to communicate clearly with senior leaders. Ability to influence and create accountability across teams without direct authority. Strong organizational skills and the ability to manage multiple priorities in a fast-changing environment. Sound judgment, urgency, and comfort surfacing risk early." We'll put each as
  • . Preferred Qualifications: "Experience supporting Clinical, Behavioral Health, Member Care, Urgent Care, or other high-volume hiring environments. Experience with recruiting systems such as Lever, BrightHire, or similar tools. Experience building agency scorecards, operating dashboards, or capacity models. Experience partnering with senior Talent Acquisition or business leaders on workforce planning." We'll list. Benefits & Perks: The text: "In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more: Remote-first culture401(k) savings plan through FidelityComprehensive medical, vision, and dental coverage through multiple medical plan