Pre-Employment Program Manager

Vendor Relationship Management: Own the end-to-end relationship with Crusoe's background check and drug/alcohol testing vendor(s) - service performance, escalations, contract renewals, and issue resolution.

Pre-Employment Screening Orchestration: Serve as the operational owner of every pre-employment check, coordinating with Recruiting Operations on package selection, Immigration Operations for work authorization checks, and Onboarding Operations when start dates shift, and resolving exceptions before they delay a start date.

Drug & Alcohol Testing Program Administration: Oversee the administration of our pre-employment and support the administration of the random, post-accident, reasonable suspicion, and return-to-duty testing programs, including maintaining appropriate testing pools for DOT and non-DOT populations.

Process Design & Documentation: Design and document the end-to-end pre-employment process, including a clear RACI that defines roles and responsibilities across Recruiting, People Operations, and Onboarding.

Compliance & Adjudication Partnership: Partner with Compliance, Legal, and Employee Relations on adjudication decisions, job profile designation (safety-sensitive, DOT, PHMSA), and FCRA-compliant recordkeeping.

Cross-Functional Bridge: Serve as the connective tissue between Recruiting and Onboarding, ensuring handoffs are seamless and no candidate falls through the cracks.

Training & Enablement: Build training, documentation, and communications for Recruiting, People Operations, Onboarding, and hiring managers on pre-employment requirements and processes.

Continuous Improvement: Monitor turnaround times, error rates, and candidate experience data; identify opportunities to improve efficiency, compliance, and consistency as volume grows.

Pre-Employment Program Expertise: Experience administering background check and/or drug and alcohol testing programs, ideally within a high-growth or regulated environment.

Vendor Management: Proven ability to manage external vendor relationships, holding partners accountable to SLAs and resolving service issues.

Process Design: A track record of designing and documenting end-to-end processes, including defining roles and responsibilities across cross-functional teams.

Regulatory Fluency: Working knowledge of FCRA and DOT/PHMSA screening and testing requirements, and how they apply to job profile designation.

Cross-Functional Partnership: Experience partnering with Recruiting, Onboarding, Compliance, Legal, and Employee Relations to deliver a consistent candidate and employee experience.

Systems Proficiency: Comfort working within an ATS and HRIS (e.g. Ashby, Rippling) to track and manage screening statuses.

Operational Rigor: Meticulous attention to detail, with the ability to manage multiple candidates and cases simultaneously without missing a deadline.

Education & Experience: Bachelor's degree or equivalent professional experience, with 5+ years of experience in People Operations, Recruiting Operations, or a related compliance function.

Prior experience supporting a DOT-regulated workforce or other safety-sensitive population.

Experience building or significantly overhauling a pre-employment or background screening program from the ground up.