Candidate Experience Specialist

You’re more valuable than ever – And that’s just how we’ll make you feel.

Job Summary

The Candidate Experience Specialist owns and continuously improves the candidate journey from application through hire. This role is responsible for ensuring candidates experience a consistent, timely, transparent, and engaging process across each stage of the hiring lifecycle, including application review, screening, interview coordination, offer acceptance, background clearance,

system access readiness, and Day 1 preparation.

This role serves as both an operational coordinator and candidate experience advocate, partnering closely with Talent Acquisition, Hiring Managers, People Operations, Training, IAM, Legal, and operational leaders to remove barriers, improve communication, and ensure hire readiness. The Candidate Experience Specialist proactively identifies process gaps, candidate conversion risks, and

readiness concerns, using data, candidate feedback, and recruitment insights to drive continuous improvement across the hiring lifecycle.

While the role supports post-offer clearance and Day 1 readiness, the primary focus is the end-to end candidate experience, including reducing friction improving communication, strengthening candidate engagement, increasing hiring conversion, supporting compliance with pre-hire requirements, and creating a consistent and differentiated hiring experience across assigned

regions.

Qualifications

Education Required:

High school diploma or equivalent.

Licenses/Certifications Required:

None

Work Experience Required:

2+ years of experience in Talent Acquisition, candidate experience, HR operations, recruitment coordination, onboarding, recruiting operations, or a related candidate-facing role.

Preferred Qualifications, Education, Licenses, Certifications, Experience, etc. :

Bachelor’s degree in Human Resources, Business Administration, Healthcare

Administration, or related field preferred.

Experience supporting recruitment, onboarding, credentialing, or hire readiness processes in a healthcare, multi-site, high-volume, or regulated environment preferred.

Experience with Workday, CRM tools, reporting dashboards, or other recruitment technology preferred.

Experience preparing updates, reports, presentations, or recommendations for senior leaders, executive stakeholders, or cross-functional leadership audiences preferred.

Knowledge, Skills, and Abilities

This role involves interaction and collaboration with other departments and requires excellent judgment and interpersonal skills.

Strong written and verbal candidate communication skills with a customer service orientation and the ability to create clear, professional, supportive, and engaging communications across multiple hiring stages.

Ability to think holistically about the candidate journey, identify process friction, inconsistent communication, unclear expectations, or conversion risks, and recommend practical improvements.

High attention to detail, strong project coordination skills, and the ability to manage multiple candidates, deadlines, hiring stages, competing priorities, and cross-functional dependencies simultaneously.

Strong follow-through and sense of urgency to keep candidates moving through the hiring process and reduce avoidable delays.

Ability to interpret recruitment metrics, funnel trends, candidate feedback, and reporting dashboards to identify trends, inform decision-making, and drive continuous process improvement.

Strong judgment and escalation skills, especially when handling sensitive background check, compliance, internal candidate, or candidate experience issues.

Strong interpersonal, relationship-building, and stakeholder management skills with the ability to build trusted partnerships across Talent Acquisition, Hiring Managers, IAM, People Operations, Training, Legal, Recruitment Marketing, senior operational leaders, executive stakeholders, and other cross-functional teams.

Ability to maintain confidentiality and exercise discretion with sensitive personal, employment, and background information.

Proficiency utilizing Applicant Tracking Systems (ATS), CRM platforms, HRIS systems, and recruitment technologies to manage candidate pipelines, track hiring progress, maintain data accuracy, support reporting needs, and improve visibility into the candidate journey.

Essential Duties and Responsibilities

Candidate Journey Management & Experience

Serve as the primary owner of the candidate experience for assigned markets from application through hire, ensuring a consistent, timely, and positive experience across all stages of the hiring process.

Monitor candidate progression and identify delays, communication gaps, process barriers, or disengagement risks that could impact hiring outcomes.

Partner with recruiters, hiring managers, and Talent Acquisition leaders to ensure candidates receive accurate information, clear expectations, and timely follow-up throughout the hiring journey.

Support candidate engagement and re-engagement efforts through proactive outreach, education, and communication strategies.

Ensure candidate-facing interactions reflect the Company’s employment brand and commitment to a high-quality hiring experience.

Offer, Clearance & Hire Readiness Management

Guide candidates through post-offer requirements and ensure they understand required documentation, screening processes, timelines, and next steps.

Track and coordinate completion of background checks, drug screens, licensure verification, immunizations, certifications, and other pre-employment requirements as applicable.

Monitor candidate readiness and proactively identify risks that may impact clearance, start dates, or onboarding timelines.

Coordinate with recruiters, hiring managers, People Operations, Training, IAM, and other stakeholders to support successful Day 1 readiness.

Escalate issues, exceptions, or delays and facilitate resolution to minimize disruption to hiring and onboarding activities.

Candidate Experience Improvement & Business Insights

Analyze candidate feedback, hiring funnel activity, conversion rates, withdrawal trends, and readiness data to identify opportunities for improvement.

Recommend enhancements to candidate communications, hiring processes, workflows, and engagement strategies that improve candidate outcomes and operational efficiency.

Partner with Talent Acquisition leadership to improve consistency across candidate touchpoints, process handoffs, and service delivery standards.

Support implementation of candidate experience initiatives, technology enhancements, communication campaigns, and process improvement efforts.

Compliance, Exception Management & Cross-Functional Partnership

Identify and address candidate experience, compliance, and hire-readiness issues by collaborating with appropriate partners and facilitating resolution of complex situations.

Partner with Talent Acquisition leadership, Legal, People Operations, and operational stakeholders to address candidate-related issues, process exceptions, and readiness concerns.

Maintain confidentiality and ensure candidate information, communications, and documentation are handled in accordance with company policies and applicable requirements.

Participate in cross-functional discussions to resolve hiring process challenges and improve candidate-to-employee transitions.

GoHealth Core Values

GoHealth’s Core Values, listed below, are essential functions of this position:

Collaboration: Takes ownership for collectively establishing productive partnerships and relationships and seek to gain joint understanding of priorities and objectives so that the greater good of the organization and those we serve is always at the forefront.

Innovation: Consistently uses good judgment, applying creativity to overcome obstacles and increasing effectiveness and efficiency through process and o