Director, TA Operations & Enablement

We need to output only HTML fragment with sections for headings that have content. Need to extract sections: About the role? Actually posting has "ABOUT THE TEAM", "THE OPPORTUNITY", "WHAT YOU'LL DO", "REQUIRED QUALIFICATIONS", "PREFERRED QUALIFICATIONS", then salary and benefits info. Also "Benefits" later. Also "Tools and Resources Training and Development", "Growth Opportunities", "Community". Need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can map content accordingly. We have no explicit "About the role" but we have "ABOUT THE TEAM" and "THE OPPORTUNITY". Could combine into About the role? Probably use About the role heading for summary of role. Use content from those sections. Responsibilities: from "WHAT YOU'LL DO". Requirements: maybe combine Required Qualifications and Preferred Qualifications? But we have separate headings: Requirements, Qualifications, Skills. Could put Required Qualifications under Requirements, Preferred under Qualifications, and maybe Skills under Skills (like technical capabilities). We'll need to decide. We must not create sections with filler. Ensure each section has real content. Pay: we have Base Salary Range: $150,000 USD - $300,000 USD. Also mention discretionary bonus. So we can create Pay section with that. Benefits: we have benefits description. So Benefits section. Schedule: not mentioned, so omit. We must not repeat job title. No Job ID. We must remove boilerplate like EEO etc. We need to output only HTML fragment, using

for headings,

• for lists,

  for prose. We need to preserve all substantive information; not invent or summarize away detail. So we need to keep details but can format as lists. Let's extract content. About the role: combine ABOUT THE TEAM and THE OPPORTUNITY paragraphs. ABOUT THE TEAM: "The People Team at Appian is the strategic engine behind our rapid growth in the AI-Powered Process Automation market. This team owns the end-to-end talent acquisition infrastructure that enables Appian to attract, assess, and onboard world-class talent across engineering, sales, customer success, and corporate functions. You will have significant autonomy to modernize our TA operations, influence hiring strategy, and scale systems that directly impact our ability to compete for top talent in a competitive landscape." THE OPPORTUNITY: "Appian is scaling fast in Enterprise-Grade Orchestration, and hiring speed and quality are central to winning that market. This role owns the challenge of building a scalable, automated, candidate-centric TA operation that keeps pace with growth without sacrificing quality. You'll have executive visibility, a clear mandate to modernize our infrastructure, and the resources to change how Appian hires globally." We'll put that as About the role. Responsibilities: WHAT YOU'LL DO bullet points (each sentence starts with a verb). We'll make list. List items: - Architect and implement a structured assessment framework that standardizes candidate evaluation, reduces bias, and improves hiring quality across all functions and regions. - Partner with the Global Head of TA to deliver strategic initiatives, building credibility with recruiters, hiring managers, and partners through transparent communication and reliable execution. - Drive TA operational excellence through SOP development, data audits, and process governance that ensures consistent execution across the function. - Partner with Technology, Legal, Finance, and HRBPs to modernize the recruiting tech stack: prioritize Greenhouse feature adoption, deploy Appian-built automation, design and deploy reporting that supports global TA efforts, and troubleshoot system integrations to lift recruiter efficiency against measurable benchmarks. - Manage and develop a high-performing TA operations team by coaching talent, setting clear performance expectations, and fostering a culture of continuous improvement and innovation. Requirements: Required Qualifications list. We need to keep each qualification as list items. Education: Hold a Bachelor's degree or higher Operations Leadership: 12+ years of progressive product or operations leadership experience in enterprise environments, with at least 5 years within HR or Talent Acquisition functions. Assessment Expertise: At least 2 years of hands-on experience designing, implementing, and optimizing structured assessment platforms and candidate selection frameworks that drive hiring quality. Workflow Design: Demonstrated success designing and scaling tailored workflows and operational models across varied business functions and international regions. Execution Excellence: Proven history of operating as an execution machine, staying ahead of the ask, owning projects end-to-end, and taking personal accountability for outcomes. People Leadership: Proven success managing, coaching, and developing talent with a track record of building high-performing teams. Technical Capability: Demonstrated history of hands-on capability including building workflow maps, configuring system rules, auditing data, writing SOPs, and troubleshooting technical integrations. Technology Expertise: Deep expertise in enterprise ATS/CRM platforms such as Greenhouse, SuccessFactors, or Workday, and recruiting automation tools including AI sourcing/screening, assessment tools, scheduling platforms, and candidate engagement technologies. Vendor Management: Proven experience overseeing TA vendor ecosystems, conducting audits, leading contract negotiations, enforcing SLAs, and driving operational accountability. We'll put these as list under Requirements. Qualifications: Preferred Qualifications list. Preferred Qualifications: - User-Centric Design: Experience in user-centric design principles applied to talent acquisition systems and candidate experience optimization. - Greenhouse Platform: Direct experience with Greenhouse ATS configuration, optimization, and advanced feature implementation. - Recruitment Marketing: Experience in recruitment marketing strategies, employer branding campaigns, and candidate engagement initiatives. - Analytics: Experience in reporting and analytics within TA or other operational domain. We'll put under Qualifications. Skills: Could be derived from Technical Capability etc but maybe we can put some skills like "Technical Capability" etc. However we already have many details in Requirements. Could create Skills section for things like "Technical Capability", "Technology Expertise", "Vendor Management". But risk of duplication. Better to put Skills as a concise list of key skills: Structured assessment design, Workflow scaling, SOP development, Data audits, Process governance, Greenhouse configuration, Recruiting tech stack modernization, Team leadership, Vendor management, Analytics. But we must not invent or summarize away detail; we can derive from the text but must preserve all substantive information. Summarizing may be considered summarizing away detail? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we cannot summarize; we must keep the details as they are. So maybe better not to have Skills section if it would require summarizing. We could put Skills as a list of the specific skill phrases from the text, like "building workflow maps, configuring system rules, auditing data, writing SOPs, troubleshooting technical integrations", "deep expertise in enterprise ATS/CRM platforms such as Greenhouse, SuccessFactors, or Workday", etc. That is still preserving detail, just rephrasing as list items. That's okay. We'll create Skills section with list items taken from the Required Qualifications bullet points that are skill-oriented: Technical Capability, Technology Expertise, Vendor Management, maybe also Assessment Expertise, Workflow Design, Execution Excellence, People Leadership. But those are already in Requirements. To avoid duplication, maybe we only include Skills if there is distinct content not covered elsewhere. However the instruction: "Prefer a few substantive sections over many thin ones." So we could combine Requirements and Qualifications and Skills into fewer sections. But we must follow headings list; we can omit sections if not needed. We have About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay. That's six sections. That's okay. We'll not create Skills section to avoid thin. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay. Now Benefits: we have two benefits paragraphs: first after salary: "In addition, Appian provides generous benefits offerings that include a 401(k) plan with company match, flexible time off, paid parental leave, medical, dental, and vision plans, life insurance, disability insurance, wellness programs, flexible spending accounts, health savings account contributions, an employee referral bonus program, and learning and development resources. Certain positions may be eligible for equity awards. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation, commission, bonus, or benefit plans." Then later: "BenefitsAppian offers a comprehensive benefits package designed to support your health, wellbeing, and financial future. Benefits may include health coverage, Employee Assistance Program (EAP) with free mental health support, life and disability insurance, an Employee Stock Purchase Program (ESPP), a retirement/pension plan, wellness dollars, tuition reimbursement, family-forming benefits and more. Benefits vary by country—please ask your Talent Acquisition contact for details specific to the location you are applying to." We need to combine and preserve all. Avoid duplication but keep all details. We'll combine into a list. We'll produce

  • items for each benefit item. List items: - 401(k) plan with company match - flexible time off - paid parental leave - medical, dental, and vision plans - life insurance - disability insurance - wellness programs - flexible spending accounts - health savings account contributions - employee referral bonus program - learning and development resources - eligibility for equity awards (certain positions) - health coverage - Employee Assistance Program (EAP) with free mental health support - Employee Stock Purchase Program (ESPP) - retirement/pension plan - wellness dollars - tuition reimbursement - family-forming benefits - benefits vary by country (consult TA contact for location-specific details) Also note that Pay and benefits subject to change. We'll include that as a note maybe in a

    after list. Pay section: Base Salary Range: $150,000 USD - $300,000 USD. Also discretionary bonus may be awarded. Also mention that actual compensation depends on factors. We'll put as

    with that info. Now ensure we don't include boilerplate like EEO etc. We removed. Now output HTML fragment. We'll wrap each section:

    About the role

    then

    ... combined paragraphs maybe as one

    with two sentences. Better to keep as

    containing both paragraphs. Let's craft. About the role

    The People Team at Appian is the strategic engine behind our rapid growth in the AI-Powered Process Automation market. This team owns the end-to-end talent acquisition infrastructure that enables Appian to attract, assess, and onboard world-class talent across engineering, sales, customer success, and corporate functions. You will have significant autonomy to modernize our TA operations, influence hiring strategy, and scale systems that directly impact our ability to compete for top talent in a competitive landscape. Appian is scaling fast in Enterprise-Grade Orchestration, and hiring speed and quality are central to winning that market. This role owns the challenge of building a scalable, automated, candidate-centric TA operation that keeps pace with growth without sacrificing quality. You'll have executive visibility, a clear mandate to modernize our infrastructure, and the resources to change how Appian hires globally.

    Responsibilities
    • ...
    Requirements
    • Education: Hold a Bachelor's degree or higher
    ... etc. Qualifications
    • User-Centric Design: Experience in user-centric design principles applied to talent acquisition systems and candidate experience optimization.
    ... etc. Benefits
    • ...
    plus maybe a

    about variability. Pay

    Base Salary Range: $150,000 USD - $300,000 USD. A discretionary bonus may be awarded in recognition of individual and company performance. Actual compensation will be dependent on a number of factors including, but not limited to, the candidate’s relevant work experience, qualifications, internal peer equity, and market and business conditions that exist when extending an offer.

    Make sure no extra