Talent Operations Manager

About the role

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Operations Manager based in the United States. This role owns the systems, data, and operating processes that enable a high-growth organization to scale its hiring effectively. You’ll architect and optimize the ATS, strengthen reporting capabilities, and create reliable workflows for Talent and hiring teams. The position combines systems thinking, analytics, process improvement, automation, and change management. You’ll partner closely with recruiters, recruiting coordinators, hiring managers, People leaders, and external providers. Your work will improve data quality, candidate and interviewer experiences, operational efficiency, and visibility into hiring performance. You’ll have the opportunity to turn complex or manual processes into scalable systems that make recruiting teams more effective. This is a high-leverage opportunity for a practical, detail-oriented operator who can move comfortably between strategic system design and hands-on execution.

Responsibilities

• Architect and optimize the ATS across custom fields, access roles, interview plans, feedback forms, automations, integrations, and reporting foundations.
• Own the reporting layer for Talent leadership and hiring teams, including dashboards, ad hoc analyses, metric definitions, and visibility into hiring plan progress.
• Maintain accurate and trustworthy hiring data by reconciling information across the ATS, hiring plans, and downstream systems.
• Identify recurring Talent Operations requests and transform them into improved workflows, automated processes, and self-service solutions.
• Evaluate, procure, implement, and manage recruiting technology and tools supporting sourcing, scheduling, reporting, and talent operations.
• Build integrations and system connections, including API-based reporting and automations that reduce manual work for recruiting teams.
• Identify process gaps and operational inefficiencies, then design practical improvements that support scale without compromising quality.
• Lead process rollouts from planning through implementation, including documentation, training, adoption monitoring, and follow-through.
• Establish clear operating rhythms and data practices that help Talent leaders understand what is working, what is blocked, and where adjustments are needed.
• Partner cross-functionally with recruiters, coordinators, hiring managers, People leaders, and external partners to ensure systems and processes meet business needs.
• Support a consistent and effective recruiting experience by reducing process drift and improving operational visibility.