Director of Recruitment Operations for RPO

Hunter Recruitment Advisors

4d•Remote

About The Position

The Director of Recruitment Operations for RPO leads the systems, processes, and training that power a high-performing recruiting organization. This role owns the applicant tracking system (ATS) and customer relationship management (CRM) platforms, drives clean, reliable reporting, and builds SOPs and training programs that help recruiters and hiring managers work quickly, consistently, and effectively. The Director turns raw data into clear insight, keeps daily operations running smoothly, and partners closely with company leadership and clients to make sure every part of the recruiting engine — people, process, and technology — is aligned and improving.

Requirements

7+ years of recruiting experience
4+ years of recruitment vendor management experience
4+ years of proven people management
4+ years of recruitment training experience
Proven experience completing system-wide project management and change management deliverables
Proven experience managing vendors and budgets across recruiting tools and channels
Strong change leadership skills, including safe system releases, clear communication, and training at scale
Strong writing skills and intermediate Excel proficiency
Ability to multi-task and manage a large, variable workload with timely, accurate follow-through in a fast-paced environment

Nice To Haves

Experience running Recruitment Process Outsourcing (RPO) operations for more than 2 years, ideally across more than one client
Hands-on experience with data tools such as Claude.AI, Zoom Phone and Video Management, and BI platforms; comfortable analyzing funnels and forecasts independently
Experience managing international team members
Experience in the trades organizations or manufacturing is preferred

Responsibilities

Own the full recruiting process from intake through offer, pre-hire checks, and onboarding handoff
Manage ATS and CRM system configuration, maintenance, fields, workflows, approvals, automations, templates, and user access
Manage client integrations with other tools, including HRIS, background check and Form I-9 platforms, scheduling, email/text, assessments, programmatic job ads, and data pipelines
Set clear Service Level Agreements (SLAs), define metrics, and write simple, easy-to-follow Standard Operating Procedures (SOPs)
Build and maintain a simple data dictionary for core metrics such as Time to Fill, funnel conversion, offer acceptance rate, and source ROI
Own data pipelines and ETL processes from the ATS/CRM and vendor systems, with QA and reconciliation checks to maintain at least 99% accuracy
Meet with clients to understand their reporting needs and build reports and dashboards that auto-generate going forward
Publish weekly report packs, Monthly and Quarterly Business Reviews (MBR/QBR), and executive scorecards
Deliver clear insights on trends, hiring vs. demand forecasts, offer decline drivers, and channel mix recommendations
Work with account managers on setting up early warning indicators for aging roles and likely offer declines, and trigger playbooks to address them
Keep SOPs, intake/interview/offer templates, and checklists current and user-friendly
Design and run quality assurance (QA) practices, including spot checks on roles and candidate records, fixing root causes rather than symptoms
Manage a monthly customer QA survey and analyze feedback for improvement opportunities
Develop and deliver training programs for new and experienced recruiters, covering ATS use, process adherence, and how to read and understand reports and scorecards
Run RFP processes and negotiate with job boards, sourcing tools, screening and assessment platforms, and data vendors
Track contracts, renewals, and spend against budget, identifying and reporting savings
Manage vendor relationships and posting inventory; publish vendor scorecards
Improve channel mix using Cost Per Application (CPA), Cost Per Hire (CPH), conversion rates, and quality of hire
Assist with new client onboarding to ensure a smooth transition for both the client and the internal recruiting team
Partner with recruiting leadership and account management to align SLAs, team capacity, and risk areas
Lead the operations components of MBRs and QBRs — presenting trends, insights, decisions, and clear owners with due dates
Teach stakeholders what each metric means so leadership and clients trust the numbers
Hire, guide, and develop ATS administrators, operations analysts, data analysts, and compliance specialists
Set clear goals, run weekly huddles and one-on-ones, and build team skills in BI, SQL, automation, and data privacy
Support sales forecasting by analyzing hiring throughput versus demand and adjusting resources accordingly
Forecast proposal timelines based on market data, client needs, and sales team goals
Build a collaborative, data-literate culture that partners well with delivery teams