Talent Operations Manager

Architect how our ATS works across custom fields, access roles, interview plans, feedback forms, automations, integrations, and reporting foundations

Own the reporting layer for Talent leadership and hiring teams, including dashboards, ad hoc reporting, metric definitions, and visibility into hiring plan progress

Keep hiring data accurate and reconciled across the ATS, the hiring plan, and downstream systems so decisions get made on numbers people trust

Turn recurring Talent Operations requests into better systems: identify patterns, improve workflows, automate repeatable work, and make the right processes self-serve

Evaluate, procure, implement, and manage tools for sourcing, scheduling, reporting, and recruiting operations

Build the connective tissue between systems, including API-based reporting, integrations, and automations that reduce manual work for recruiters and coordinators

Lead process rollouts with clear documentation, training, adoption checks, and follow-through so changes stick

6+ years in recruiting, recruiting operations, talent operations, people systems, or a similar systems and data role in a high-growth environment

Deep ATS expertise, particularly Ashby. You can design how the system should work, not just maintain it, across custom fields, access roles, interview plans, automations, integrations, and reporting foundations

Strong analytical skills. You can take a vague question, decide what data would answer it, and build the report yourself

Proficient in Google Sheets or Excel. You can pull data together from multiple sources and turn the result into a case a cross-functional partner can follow

Experience owning data integrity across an ATS and the systems around it, including reconciling against a hiring plan or another source of truth

Strong program and change management skills. You can roll out a new process, teach it, measure adoption, and keep the team aligned

Clear written communication, strong documentation habits, high attention to detail, and good judgment in a fast-moving environment

Experience building or scaling a recruiting operations function at a post-Series B/C company

Experience supporting technical recruiting teams or high-volume engineering hiring

Hands-on experience with the Ashby API or ATS-based reporting

Exposure to headcount planning or headcount management systems

AI fluency, with good judgment about where AI helps, where it adds risk, and what checks are needed before others rely on the output

If this role excites you but you don’t meet every single requirement, we’d still love to hear from you—your unique experience might be just what we need.