Recruiters during my time at Inovalon were required to hire 2 people per day for remote coding and remote medical chart reviewer positions. The Recruiting Managers didn't care where you found them or how quick the phone interview was. The running joke on the recruiting "team" ("team", if you really want to call it that...) was "If you're breathing, you're hired!" So many of us would lie on the phone to candidates - selling a position that we knew would lay them off after a project was completed. If you didn't hit goal, you were ridiculed in front of your coworkers.
As for the corporate/office requisitions, recruiters had no clue what they were saying to candidates on the phone. Simply looking for buzz words on a resume and making sure the candidate was breathing. The #1 goal was to fill positions with a warm body. Looking back, I personally hired a Nurse who packed up her life and relocated to the corporate office in Maryland for her new career at Inovalon. At the time, I was simply hitting a goal which I was required to meet. But I knew that Nurse was going to hate working here. A quick LinkedIn search revealed she left after 4 months of working here. I'm glad she got out when she did.
Finally, the HR department is a revolving door of Recruiters/TA Specialists and HR leadership. Since I left this horrid company, I've kept my eye on the Inovalon with hopes their culture would improve (spoiler alert - it hasn't!). I've counted several departures from HR Leadership roles. I guarantee each HR leader that joins the department thinks "I can turn this culture around!" Nope. Nope you can't. Dunleavy won't let you.
