Manager of Recruiting Operations and Systems

The Senior Manager, Recruiting Ops and Systems will drive operational excellence, data maturity, and infrastructure scalability for our Talent Acquisition team This leader will initially operate as a hands‑on builder, owning reporting, analytics, systems optimization, and data governance while establishing the processes and infrastructure that will support future team expansion This pivotal role is responsible for transforming raw recruiting data into strategic insights, architecting a robust internal knowledge base, and leading a high‑performing coordination team Design, build, and maintain comprehensive, real‑time recruiting dashboards and reports to track key performance indicators (KPIs) such as time‑to‑hire, quality‑of‑hire, pipeline health, and sourcing channel efficiency Architect reporting solutions and data models from ambiguous or incomplete baseline business requirements, turning complex raw metrics into highly structured, clear data points Analyze complex recruiting datasets to identify operational bottlenecks, predict hiring trends, and provide data‑driven recommendations to talent leadership and business stakeholders Audit and maintain data integrity within the Applicant Tracking System (ATS) and ancillary tools, establishing strict data governance policies and team compliance Lead the hands‑on architecture, content creation, and continuous improvement of the recruiting team’s internal intranet/knowledge base, documenting workflows, tech stack configurations, KPI communication and team policies Build and scale a centralized repository of enablement and training materials tailored specifically for hiring managers, interviewers, and interview panels to elevate company‑wide interview capability Manage vendor relationships and maximize the ROI of the recruiting technology stack, overseeing system integrations, routine updates, and internal tool adoption Provide direct leadership, coaching, and professional development to coordinators and ops personnel, ensuring exceptional candidate experiences and seamless interview logistics Strategic planning for future operations team growth, including the eventual headcount justification, onboarding, and management of an individual contributor (IC) Reporting Analyst Establish performance standards, manage team capacity, and cultivate a collaborative, highly organized team culture The ideal candidate is a curious, data‑driven systems thinker and proactive doer who thrives on building from the ground up rather than purely managing existing environments Advanced proficiency with modern Applicant Tracking Systems (Greenhouse highly preferred) and data visualization ecosystems A true “doer” and hands‑on builder mentality; comfortable executing technical work from scratch rather than solely consuming or managing pre‑existing reporting environments Proven understanding of data modeling concepts and KPI frameworks built from ambiguous or evolving data landscapes Strong SQL proficiency (including writing complex queries, joins, aggregations, data validation, and structural troubleshooting) Proven experience in architecting and maintaining centralized internal knowledge bases, intranets, or wikis (e.g., Confluence, Notion, SharePoint) Natural leadership capability with a passion for mentoring, developing, and managing operational personnel or coordinator teams Familiarity or foundational exposure to cloud data warehouse environments (e.g., BigQuery, Snowflake, Redshift) Strong project management skills with a track record of successfully implementing scalable operational processes across a talent function Advanced Power BI development capabilities, including robust hands‑on experience with DAX and Power Query Exceptional communication and presentation skills, with a proven ability to translate complex technical or analytical concepts into actionable narratives for non‑technical stakeholders Bachelor’s degree (or equivalent) in Human Resources, Business Administration, Data Analytics, or related field Proven track record of implementing and integrating new products within a recruiting tech stack while managing continuous change in a high‑growth environment At least 2 years of experience directly managing people, preferably within a recruiting or talent operations environment At least 8 years of experience in talent acquisition operations, recruiting systems management, or recruiting data analytics Must be able to lift 15 pounds at times Prolonged periods of sitting at a desk and working on a computer Vision to read printed materials and a computer screen Hearing and speech to communicate #J-18808-Ljbffr Apptronik