Manager, Talent Operations

Own and evolve the Talent Acquisition systems roadmap across ATS, sourcing tools, scheduling solutions, analytics, and workflow automation. Ensure our systems are configured to scale, integrate cleanly, and support a high-quality recruiter, hiring manager, and candidate experience. Move our function beyond tool administration and toward thoughtful systems architecture. Identify, pilot, and scale AI and automation opportunities across the recruiting lifecycle. Push the team to challenge legacy ways of working and rethink manual processes through technology. Translate recruiter pain points into practical solutions that improve speed, quality, and consistency. Evaluate when to purchase external tools versus build lighter-weight internal solutions or workflows. Lead vendor assessments with a strong lens on ROI, usability, security, integration, and long-term fit. Make clear recommendations on what to keep, optimize, consolidate, or sunset across the TA tech stack. Drive initiatives that reduce administrative burden and increase recruiter capacity. Partner with recruiting leaders to identify where friction exists in the funnel and solve for it at the systems or workflow level. Focus particularly on areas where automation can unlock scale, improve service levels, and reduce rework. Serve as the primary Talent Acquisition Operations partner to teams such as HR Operations, IT, Security, Procurement, Finance, and Legal. Lead cross-functional change management for systems, process, and tooling decisions. Help shape what Talent Operations should own in the future and how work should be structured across the team. Coach and develop talent operations team members while creating clear ownership, priorities, and accountability. Build a function that is more strategic, technical, and future-oriented than reactive or purely task-based. Talent Operations is viewed as a strategic driver of efficiency and innovation, not just a support function. Recruiters spend less time on low-value administrative work and more time on high-impact talent work. The TA tech stack is simpler, more integrated, and governed with clear ROI expectations. AI and automation are actively improving workflow speed, consistency, and scalability. The function has a clear point of view on where to invest, where to consolidate, and how to evolve for the future. 6+ years of experience in Talent Operations, Recruiting Operations, People Systems, HR Technology, or a related field. Experience owning or heavily influencing ATS strategy, recruiting systems, vendor evaluation, and process automation. Strong technical fluency with recruiting tools, system integrations, AI agent building, workflow design, and reporting. Demonstrated success assessing and implementing new technologies, especially AI-enabled tools. Strong business judgment with the ability to weigh cost, complexity, scalability, and ROI. Proven ability to lead cross-functional initiatives and influence through data and structured thinking. Experience managing or mentoring team members and helping a function evolve through change. Curious about where Talent Operations and AI are headed Strategic in how they think about future-state team and system design Technical enough to understand tooling, integrations, and automation opportunities Commercially minded in how they evaluate spend and vendor value Practical in translating ideas into real operating improvements Bold enough to challenge the status quo and move the function forward Travel: under 10% (key conferences, internal onsites, etc.). Prompt and regular attendance at assigned work location. Capability to remain seated in a stationary position for prolonged periods. Eye-hand coordination and manual dexterity to operate keyboard, computer and other office-related equipment. No heavy lifting is expected, though occasional exertion of about 20 lbs of force (e.g., lifting a computer \/ laptop) may be required. Capability to work with leadership, employees, and members in