Global Recruiting Operations Leader

Requirements 8+ years of experience in Recruiting Operations, Talent Operations, or related roles

• Proven track record of improving recruiting processes and driving operational excellence at scale
• Strong experience with recruiting metrics, analytics, and performance management
• Experience building enablement programs and improving hiring manager and interviewer effectiveness
• Excellent stakeholder management and cross-functional collaboration skills
• Strong program management and change management capabilities
• A practical, data-driven mindset with a focus on execution and outcomes

What the job involves You will lead the evolution of our global recruiting operations function

• In this role, you will partner closely with Talent Acquisition, People, Finance, and cross-functional stakeholders to improve hiring efficiency, elevate decision-making, and enhance the experience for candidates, interviewers, and hiring managers
• This is an opportunity to scale a high-impact recruiting engine at a critical phase of growth
• You will design and operationalize the programs, processes, and enablement strategies that power consistent, high-quality hiring outcomes across the business
• If you view recruiting as a system of interconnected workflows and are excited about improving how teams hire through data, insights, and operational rigor, this role is for you
• Design and continuously improve scalable, global recruiting processes that enable high-quality hiring at speed
• Design and implement a recruiting coordination process that's scalable and efficient
• Identify friction points across the hiring lifecycle and drive process improvements that increase efficiency and consistency
• Establish clear operating rhythms, SLAs, and performance standards across recruiting teams
• Lead change management efforts to roll out new processes and ensure adoption across regions and functions
• Build and deliver onboarding and enablement programs for recruiters and hiring managers to improve hiring effectiveness
• Develop frameworks for structured interviewing, evaluation quality, and consistent decision-making
• Create playbooks, training, and best practices that elevate hiring manager capability and interviewer performance
• Partner with TA leadership to reinforce high standards for candidate experience and hiring outcomes
• Define and track key recruiting metrics (e.g., time-to-fill, pipeline health, conversion rates, interviewer effectiveness)
• Translate data into actionable insights that improve team performance and inform decision-making
• Partner with Finance and TA leadership on hiring forecasts, capacity planning, and performance analysis
• Build reporting frameworks that bring visibility and accountability to hiring outcomes
• Partner closely with Talent Acquisition, People, Finance, and business leaders to align on hiring priorities and execution
• Collaborate with systems and IT partners to ensure tools effectively support recruiting workflows (without owning the systems directly)
• Act as a connective layer between strategy and execution, ensuring hiring goals translate into operational outcomes
• Build, lead, and develop a high-performing Recruiting Operations team
• Drive consistency and operational excellence across global recruiting teams
• Serve as a strategic partner to TA leadership on performance, process improvements, and scaling the function
• Create a culture of continuous improvement, accountability, and data-driven decision-making

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