JOB SUMMARY

The Manager of Talent Acquisition, Operations, Programs & Reporting will drive operational excellence, program maturity, and reporting infrastructure for our Talent Acquisition team. This leader will initially operate as a hands-on builder, owning our day-to-day operating cadence, recruiting programs, and reporting/systems infrastructure while establishing the processes that will support future team expansion. This pivotal role is responsible for keeping our recruiting engine operating smoothly day to day, running high-impact TA programs, and turning recruiting data into clear reporting for the business — all while leading a high-performing coordination team. The ideal candidate is a proactive builder and organized operator who thrives on standing up programs and processes from the ground up rather than purely managing existing environments.

ESSENTIAL DUTIES AND RESPONSIBILITIES or KEY ACCOUNTABILITIES

Operations

• Own the day-to-day coordination and operating cadence of the recruiting team — interview logistics, scheduling workflows, and process consistency across the team.
• Establish and maintain documented workflows, SOPs, and team policies (e.g., in our internal knowledge base/intranet) so operating cadence stays consistent as the team scales.
• Provide direct leadership, coaching, and professional development to coordinators and ops personnel, ensuring exceptional candidate experiences and seamless interview logistics.
• Establish performance standards, manage team capacity, and cultivate a collaborative, highly organized team culture.
• Support strategic planning for future operations team growth, including eventual headcount justification, onboarding, and management of an individual contributor (IC) Reporting Analyst.

Programs

• Design, launch, and manage recruiting programs and events (University, hiring events, employer-branding initiatives, and similar TA-led programs) from concept through execution.
• Build and scale recruitment training for hiring managers, interviewers, and interview panels — including onboarding new interviewers, structured interview training, and ongoing enablement materials.
• Own the centralized repository of enablement and training content, ensuring it stays current as processes and tools evolve.

Reporting

• Build and maintain recruiting and sourcing metrics reporting — time-to-hire, pipeline health, sourcing channel efficiency, and other core TA KPIs.
• Build dashboards and recurring reporting for the business, translating recruiting data into clear, actionable narratives for talent leadership and business stakeholders.
• Own our recruiting systems, including the Applicant Tracking System (ATS) and ancillary tools — auditing data integrity, managing vendor relationships, overseeing integrations, and driving internal tool adoption.
• Establish data governance practices so recruiting data stays accurate and consistent across systems and reporting.

SKILLS AND REQUIREMENTS

• Strong day-to-day operational management skills — comfortable owning scheduling cadence, process consistency, and team logistics at scale.
• A true 'doer' and hands-on builder mentality; comfortable standing up programs, processes, and reporting from scratch rather than solely managing pre-existing environments.
• Proven experience building and running recruiting programs or events (University, hiring events, employer branding, or similar).
• Experience designing and delivering recruitment/interview training for hiring managers and interview panels.
• Comfort building basic recruiting reports and dashboards (e.g., Excel/Google Sheets); exposure to a BI/visualization tool such as Power BI, Tableau, or Looker is a plus, not a requirement.
• Advanced proficiency with modern Applicant Tracking Systems (Greenhouse highly preferred), including systems administration and vendor management.
• Proven experience architecting and maintaining centralized internal knowledge bases, intranets, or wikis (e.g., Confluence, Notion, SharePoint).
• Strong project management skills with a track record of successfully implementing scalable operational processes across a talent function.
• Exceptional communication and presentation skills, with a proven ability to translate recruiting data and program outcomes into actionable narratives for non-technical stakeholders.
• Natural leadership capability with a passion for mentoring, developing, and managing operational personnel or coordinator teams.

EDUCATION and/or EXPERIENCE

• Bachelor's degree (or equivalent) in Human Resources, Business Administration, or a related field.
• At least 8 years of experience in talent acquisition operations, recruiting programs, or recruiting systems/reporting.
• At least 2 years of experience directly managing people, preferably within a recruiting or talent operations environment.
• Proven track record of implementing and integrating new programs, processes, or tools within a recruiting function while managing continuous change in a high-growth environment.

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting at a desk and working on a computer
• Must be able to lift 15 pounds at times
• Vision to read printed materials and a computer screen
• Hearing and speech to communicate