Talent Operations Lead

Recruiting Coordination & Team Enablement

• Coordinate complex interviews across calendars, time zones, and stakeholder groups while providing timely, professional communication to candidates and interview teams.
• Manage job postings, interview logistics, candidate records, offer-process coordination, background-checks, and other recruiting activities that keep searches moving.
• Partner with recruiters and hiring managers to reinforce timely feedback, clear next steps, and an organized hiring process.
• Establish coordination standards and capacity practices that help the team deliver consistent support as hiring volume grows.

Recruiting Operations & Systems

• Own and continuously improve recruiting workflows, standards, service levels, templates, and operating practices so the team can scale with consistency.
• Serve as a business owner and subject-matter resource for the applicant tracking system and related recruiting technology, including configuration, data integrity, user adoption, integrations, process documentation, and vendor partnership.
• Partner on the evaluation and implementation of new recruiting tools, including requirements gathering, workflow design, testing, data migration, training, and change management.
• Identify operational friction, clarify ownership, and implement practical solutions that improve speed, quality, and the experience of candidates, recruiters, and hiring teams.
• Build clear documentation, playbooks, and training resources that make recruiting processes easier to understand and follow.

Data Quality, Reporting & Insights

• Establish and maintain strong data-quality practices across requisitions, candidates, offers, sources, and hiring outcomes.
• Create recurring audits and controls that improve the accuracy, completeness, and consistency of recruiting data.
• Build and maintain reports and dashboards that provide visibility into hiring activity, pipeline health, capacity, candidate experience, source effectiveness, and other meaningful recruiting measures.
• Translate data into clear observations and recommendations that help recruiting leadership and business partners make informed decisions.

Your Experience:

• 5+ years of relevant experience in recruiting operations, senior recruiting coordination, talent acquisition operations, People Operations, or a related field.
• Demonstrated ownership of recruiting systems, processes, programs, reporting, or operational improvements in a growing organization.
• Strong working knowledge of applicant tracking systems, scheduling tools, reporting platforms, and recruiting technology.
• Comfort working with recruiting data, including organizing, auditing, analyzing, and communicating findings to different audiences.
• Program and project management skills, with the ability to structure ambiguous work, manage dependencies, and move multiple priorities forward.
• An understanding of candidate experience as an intentional journey, with the judgment and empathy to balance efficiency with meaningful human connection.
• Excellent written and verbal communication skills and the ability to build trusted partnerships across the organization.
• High attention to detail, sound judgment, and discretion when handling sensitive or confidential information.
• A continuous-improvement mindset and the ability to anticipate needs, identify root causes, and design solutions that can scale.
• A collaborative, approachable “how can I help?” orientation, paired with the confidence to recommend changes and lead implementation.
• This role is an in-office, full-time, and exempt position. We are a work from office culture with a lot of flexibility.

How This Role Can Grow:

The initial priority is to strengthen recruiting coordination and establish a reliable operating foundation. As hiring demand and the Talent Acquisition team grow, we expect this role to evolve toward broader ownership of recruiting operations, including:

Leading the recruiting operations roadmap and technology strategy.

Managing and developing recruiting coordinators.

Expanding recruiting analytics, workforce-planning support, and operational reporting.

Building scalable candidate-experience, employer-brand, and recruiting-program infrastructure.

Serving as a strategic operating partner to the VP of Recruiting on new team initiatives.

Compensation:

Pay: $110k - $160k annual compensation
Profit share: Additional opportunities for discretionary year-end profit sharing
 
Ownership & Financial Wellbeing
Fully paid medical, dental, and vision coverage for employees
401(k) with 100% match up to 3% of annual compensation
Equity ownership opportunities for every employee
New Business Incentive Program
Generous employee referral bonus
Cell phone data reimbursement
Financial planning services discount for employees and immediate family members
 
Time & Flexibility
Minimum 3 weeks PTO starting Day 1
Winter Break, Summer Friday flex-days, and 10 paid holidays
Unlimited Volunteer Time Off plus company grant matching
Heavily subsidized transit
 
Growth & Development
100% reimbursement for required training, certifications, licensing, and dues
Personal career development plans
Richer Life Business Partner (coaching for all employees)
Mindful Emotional & Social Intelligence training
Annual professional & personal wellbeing stipend
 
Connection & Community
Quarterly team-building events
Regular social events
Employee-led book clubs, committees, and affinity groups
 
Family & Milestones
Paid Parental leave (13 weeks for birthing parent and 6 weeks for non-birthing parent)
Adoption benefits
Anniversary milestone celebrations, including a 3-month paid sabbatical at 10 years