Manager of Talent Operations

Requirements 6+ years in the recruiting space, with at least 3 years in a dedicated Talent Operations or Recruiting Operations role at a high-growth organization

• Proven track record of building recruiting infrastructure that scaled — you've done this before and have the process artifacts, dashboards, and lessons learned to show for it
• Deep expertise in Greenhouse, with a strong command of reporting, configuration, and data governance
• Strong analytical skills and the ability to build dashboards and visualizations without relying on a dedicated analytics team
• Experience managing and developing Recruiting Coordinators or similar support roles, with a demonstrated ability to hold a high bar on scheduling quality and compliance
• A skilled communicator, you can win hearts and minds and ensure everyone's on the same page
• Comfort working in ambiguity and shifting priorities — you bring structure to chaos rather than waiting for it to resolve
• A bias toward documentation and scalability: you build things others can own, and you don't create processes that depend on you personally
• Located in San Francisco, willing to work in the office 4x per week

What the job involves The Manager, Talent Operations role is critical to our hiring success

• We're looking for someone passionate about building the infrastructure that lets a recruiting team perform at its best
• We're scaling fast and growing 3x year over year — and we need an operator who can build the systems, processes, and reporting that make that growth possible
• This is a highly analytical role that sits at the center of everything our recruiting team does: you'll own our tech stack, set and enforce data standards, supervise our supporting/coordinating team, and produce meaningful reports that tell leadership where we're winning and where we can improve
• You'll be the person who brings order to ambiguity, builds things that scale beyond your own involvement, and holds a high bar across the entire talent operations function
• If you're a solutions-oriented recruiting operator with a builder's mindset and a track record of doing this at high-growth organizations, this role is for you
• Audit and optimize our recruiting tech stack: Conduct a thorough assessment of our tools/resources against usage, spend, and ROI — and deliver a clear, prioritized recommendation on what to keep, change, or cut
• Own data cleanliness and reporting: Establish non-negotiable data standards in Greenhouse, enforce them across the team, and build a real-time dashboard that gives recruiters and leadership a single source of truth on pipeline health, time-to-fill, source-of-hire, and offer acceptance
• Standardize how we hire: Document and implement consistent stage definitions, structured scorecards, and an interviewer calibration cadence across all job families — reducing ambiguity in the process and improving decision quality across the board
• Supervise and develop our Recruiting Coordinators: Own the coordination function directly — set clear scheduling SLAs, hold the team accountable to them, conduct regular performance check-ins, and develop coordinators over time, not just manage their output
• Build the capacity model that drives our growth: Design and maintain a recruiter capacity model that maps req load by role type and time-per-stage, and use it as the primary input for leadership's headcount planning conversations
• Be the data story for leadership: Produce regular recruiting reporting and an annual retrospective that synthesizes performance vs. goals, cost-per-hire trajectory, tool ROI, and team capacity recommendations — giving leadership what they need to make informed decisions about the talent function

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