Manager of TA Operations, Programs & Reporting

Job Summary

This leader will drive operational excellence, program maturity, and reporting infrastructure for the Talent Acquisition team, initially operating as a hands-on builder while owning day-to-day operating cadence, recruiting programs, and reporting/systems infrastructure. This pivotal role is responsible for keeping the recruiting engine operating smoothly, running high-impact TA programs, turning recruiting data into clear reporting for the business, and leading a high-performing coordination team.

Key Accountabilities

Operations

• Own the day-to-day coordination and operating cadence of the recruiting team — interview logistics, scheduling workflows, and process consistency across the team.
• Establish and maintain documented workflows, SOPs, and team policies (e.g., in internal knowledge base/intranet) so operating cadence stays consistent as the team scales.
• Provide direct leadership, coaching, and professional development to coordinators and ops personnel, ensuring exceptional candidate experiences and seamless interview logistics.
• Establish performance standards, manage team capacity, and cultivate a collaborative, highly organized team culture.
• Support strategic planning for future operations team growth, including eventual headcount justification, onboarding, and management of an individual contributor (IC) Reporting Analyst.

Programs

• Design, launch, and manage recruiting programs and events (University, hiring events, employer-branding initiatives, and similar TA-led programs) from concept through execution.
• Build and scale recruitment training for hiring managers, interviewers, and interview panels — including onboarding new interviewers, structured interview training, and ongoing enablement materials.
• Own the centralized repository of enablement and training content, ensuring it stays current as processes and tools evolve.

Reporting

• Build and maintain recruiting and sourcing metrics reporting — time-to-hire, pipeline health, sourcing channel efficiency, and other core TA KPIs.
• Build dashboards and recurring reporting for the business, translating recruiting data into clear, actionable narratives for talent leadership and business stakeholders.
• Own recruiting systems, including the Applicant Tracking System (ATS) and ancillary tools — auditing data integrity, managing vendor relationships, overseeing integrations, and driving internal tool adoption.
• Establish data governance practices so recruiting data stays accurate and consistent across systems and reporting.

Skills and Requirements

• Strong day-to-day operational management skills — comfortable owning scheduling cadence, process consistency, and team logistics at scale.
• A true "doer" and hands-on builder mentality; comfortable standing up programs, processes, and reporting from scratch rather than solely managing pre-existing environments.
• Proven experience building and running recruiting programs or events (University, hiring events, employer branding, or similar).
• Experience designing and delivering recruitment/interview training for hiring managers and interview panels.
• Comfort building basic recruiting reports and dashboards (e.g., Excel/Google Sheets); exposure to a BI/visualization tool such as Power BI, Tableau, or Looker is a plus.
• Advanced proficiency with modern Applicant Tracking Systems (Greenhouse highly preferred), including systems administration and vendor management.
• Proven experience architecting and maintaining centralized internal knowledge bases, intranets, or wikis (e.g., Confluence, Notion, SharePoint).
• Strong project management skills with a track record of successfully implementing scalable operational processes across a talent function.
• Exceptional communication and presentation skills, with a proven ability to translate recruiting data and program outcomes into actionable narratives for non-technical stakeholders.
• Natural leadership capability with a passion for mentoring, developing, and managing operational personnel or coordinator teams.

Education and Experience

• Bachelor's degree (or equivalent) in Human Resources, Business Administration, or a related field.
• At least 8 years of experience in talent acquisition operations, recruiting programs, or recruiting systems/reporting.
• At least 2 years of experience directly managing people, preferably within a recruiting or talent operations environment.
• Proven track record of implementing and integrating new programs, processes, or tools within a recruiting function while managing continuous change in a high-growth environment.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Vision to read printed materials and a computer screen.
• Hearing and speech to communicate.