Senior Manager, Recruiting Operations

Vendor Management

• Evaluate recruiting tech stack end to end — ATS (Ashby), interview intelligence (BrightHire), evaluate sourcing and scheduling tools — including configuration, integrations, and data integrity with a deep partnership with People Ops for approvals.
• Serve as the technical escalation point for the recruiting team on systems issues; partner with IT/Security on access, SSO, and data governance.
• Drive Recruiting efficiency across all tools leveraging AI.
• Evaluate the recruiting vendor portfolio (ATS, assessment tools, sourcing platforms, job boards) and bring forward recommendations on selection, renewal, and termination; final decisions and budget sign-off sit with the Head of Recruiting.
• Track vendor spend against usage and ROI, and build the business case when a tool should be consolidated or cut.

Process & Scale

• Audit existing recruiting workflows (requisition intake, interview scheduling, offer approvals, reporting) and redesign for scale, not just for today's headcount.
• Build and maintain recruiting metrics and reporting (pipeline health, time-to-fill, funnel conversion, cost-per-hire) that leadership can actually act on.
• Build and maintain meaningful dashboards for a variety of audiences across the business.
• Document and standardize processes so they're resilient to team growth and turnover — not dependent on any one person's tribal knowledge.
• Design workflows with an eye toward future federal/cleared hiring requirements, even while current scope is commercial-only.

Team Leadership

• Hire, manage, coach, and develop a high-performing team of Recruiting Coordinators.
• Maintain consistent scheduling coverage across global time zones and hiring teams.
• Monitor team performance using service-level metrics and candidate experience data.

Candidate Experience

• Own the end-to-end interview scheduling experience, ensuring interviews are coordinated accurately and efficiently.
• Drive initiatives that improve the candidate experience throughout the hiring process.
• Ensure candidates, interviewers, and hiring managers receive timely communication and support.

Cross-Functional Partnership

• Partner closely with Recruiters, Hiring Managers, HR, IT, Legal, and People Operations.
• Support recruiting initiatives such as interview training, hiring events, onboarding process improvements, and employer branding efforts.
• Help ensure recruiting processes remain compliant with applicable employment laws and company policies.