Recruiting Project Manager

Who we are

About Stripe Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world's largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.

About the team

The Recruiting Strategy & Enablement Team is dedicated to enhancing the quality and efficiency of Stripe's Recruiting function. By executing a suite of strategic projects and programs, we optimize the caliber and productivity of our global recruiting team. Our focus includes driving programmatic initiatives, facilitating data-informed decision-making, and steering change management to enable robust business engagement.

What you’ll do

As a Project Manager on the Recruiting Strategy & Enablement team, you'll own strategic programs end-to-end — from scoping and stakeholder alignment through execution, enablement, and measurement. You'll partner closely with Global Recruiting Leads, Hiring Managers, and cross-functional teams to ship initiatives that improve recruiting quality, efficiency, and compliance at a global scale. Day-to-day, you'll balance long-running portfolio work with fast-moving priorities that require you to ramp quickly and execute with minimal oversight.

Responsibilities

• Own and steer strategic programs' objectives and key result areas, including tracking and reporting metrics and overall program management
• Lead change management initiatives within our recruiting teams and collaborate with partners to facilitate seamless transitions
• Drive enablement strategies that support program adoption, including comms plans, FAQs, and stakeholder-facing resources
• Identify and implement operational improvements across recruiting programs and processes, maximizing their effectiveness and efficiency
• Design training guides and educational materials to enhance the skill set of recruiters
• Collaborate closely with Global Recruiting Leads and Hiring Managers to pinpoint and execute high-priority initiatives that elevate our recruiting efforts
• Manage portfolio-level governance: run SteerCos, track workstream DRIs, synthesize progress, and report to leadership on program health and outcomes
• Navigate global regulatory and compliance requirements that impact recruiting processes (e.g., pay transparency, pre-employment checks, data privacy), partnering with legal, HR compliance, and People Partners
• Absorb emerging work as priorities shift — such as hiring sprints, organizational transitions, or rapid-turnaround projects — with minimal ramp time

Who you are

We're looking for someone who meets the minimum requirements to be considered for the role. The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• Proven expertise in program, change, and project management within a dynamic, global, high-growth environment
• Experience owning and launching strategic programs that drive measurable quality and efficiency improvements in a People or HR function
• Experience building, launching, or managing AI-powered programs or assessments — not just personal AI tool use, but owning the strategy, piloting, and rollout of AI-enabled workflows or products
• Demonstrated initiative, autonomy, and critical thinking with keen attention to detailExcellent verbal and written communication skills, with the ability to influence senior leaders and drive alignment across multiple teams

Preferred qualifications

• Ability and willingness to attend to work matters outside normal business hours on an as-needed basis (this role supports a global team, so flexibility to adjust your working schedule to connect with counterparts in different time zones is preferable)
• Functional experience in recruiting, with a minimum of three years in the field
• Ability to interpret recruiting metrics, build light reporting or dashboards, and use data to diagnose problems and make recommendations
• Familiarity with recruiting technology ecosystems (e.g., ATS, CRM, scheduling tools, assessment platforms) and comfort learning new systems quickly