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Remote
Talent Operations Manager
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Overview
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
Benefits, from the posting itself
Hover a row for the exact line it came from. Nothing inferred.
4 weeks paid vacationreceipt ⟳
“4 weeks of paid vacation.”
14 weeks fully paid parental leavereceipt ⟳
“14 weeks of fully paid parental leave for all parents to bond with a newly born, adopted, or fostered child.”
401K plansreceipt ⟳
“401K plans.”
100% employer-paid medicalreceipt ⟳
“100% employer-paid medical coverage and 99% employer-paid dental and vision coverage for you and a dependent.”
99% employer-paid dental and visionreceipt ⟳
“100% employer-paid medical coverage and 99% employer-paid dental and vision coverage for you and a dependent.”
Key Responsibilities
- 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
Key Requirements
- 5+ 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
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