Manager, Recruiting Operations

Responsibilities

• Directly manage, coach, and develop a team of Recruitment Coordinators, setting clear performance expectations and growth paths.
• Balance workload and coverage across coordinators to match hiring volume and geographic needs.
• Build a strong onboarding and training program so new coordinators ramp quickly and consistently.
• Stand up and run a lightweight Project Management Office (PMO) for Talent Acquisition — tracking active initiatives, owners, timelines, and dependencies.
• Partner with TA leadership to prioritize and sequence projects (system rollouts, process redesigns, hiring surges) against team capacity.
• Drive cross-functional projects (e.g., new site launches, HRIS/ATS integrations) from kickoff through adoption.
• Own configuration, administration, and continuous improvement of the ATS and adjacent recruiting tools (e.g., Greenhouse, Paradox/Fountain).
• Manage integrations between the ATS and HRIS/other systems; troubleshoot data and workflow issues.
• Evaluate new recruiting technology and lead implementation and change management for approved tools.
• Identify and implement AI-powered tools and automation to improve sourcing, screening, and recruiting workflow efficiency.
• Own the Talent Acquisition department budget, including forecasting, tracking spend, and monthly reconciliation.
• Manage invoices and vendor relationships for staffing agencies, job boards, and recruiting technology providers.
• Provide leadership with regular visibility into cost-per-hire and overall recruiting spend against plan.
• Document, standardize, and continuously improve recruiting workflows across every stage of the hiring process.
• Identify bottlenecks and inefficiencies in the candidate and hiring manager experience and lead the fixes.
• Build scalable processes that work across corporate, technical, and field/operations hiring.
• Build and maintain recruiting dashboards and reporting (pipeline health, time-to-fill, source effectiveness, funnel conversion, coordinator workload).
• Deliver regular reporting to TA and P&C leadership, translating data into clear recommendations.
• Establish data hygiene standards across the ATS and related systems to ensure reporting accuracy.
• Ensure recruiting processes, job postings, and candidate data handling comply with employment and privacy regulations across the US, Canada, Australia, and Europe.
• Partner with People & Culture and Legal to keep application questions, offer processes, and record-keeping current with jurisdictional requirements.

Requirements

• 5+ years in talent acquisition operations, HR operations, or a related field, including 2+ years directly managing people.
• Hands-on experience administering an ATS (Greenhouse, Lever, iCIMS, or similar) at an admin/configuration level, not just as an end user.
• Demonstrated experience owning a budget — forecasting, tracking, and vendor/invoice management.
• Strong project management skills; comfortable running multiple concurrent initiatives with competing deadlines.
• Experience building reporting/dashboards from recruiting or HR data (Excel/Sheets required; Power BI, SQL, or similar a plus).
• Working knowledge of employment compliance requirements across multiple countries or jurisdictions.
• Excellent written and verbal communication; able to translate operational detail for both frontline coordinators and senior leadership.
• Experience in a high-growth or multi-site environment (construction, data centers, energy, or industrial operations a plus).
• Familiarity with HRIS platforms (HiBob, Workday) and how they interact with an ATS.
• PHR/SPHR, SHRM-CP/SCP, or PMP certification a plus.