Manager, Recruiting Operations & AI Automation

Profound•New York, NY

9d•$175,000 - $215,000•Onsite

About The Position

Profound is the marketing platform for the AI era. As people increasingly turn to ChatGPT, Perplexity, and Gemini to decide what to buy, we give brands the intelligence to see how AI represents them and the Agents to act on it. Today, ~13% of the Fortune 500, plus companies like Ramp, Figma, Chime, Calendly, and DocuSign, use Profound to turn AI Search from a black box into a measurable growth channel. Backed by Lightspeed, Sequoia, Kleiner Perkins, and Khosla Ventures at a $1B valuation, we're a lean, fast-moving team across NYC, SF, Buenos Aires, and London, shipping at a relentless pace and defining a new category at the biggest shift in marketing in 25 years. If you want to do the best work of your career at the frontier of AI, come build it with us. As Profound's first Recruiting Operations Manager hire, you'll own both the infrastructure and the team that powers how we hire at scale. You'll build and lead a team of Recruiting Coordinators, architect the systems and processes that let every recruiter move faster, and bring genuine AI and automation expertise to bear: not as a buzzword, but as a forcing function for doing more with less. This is a rare opportunity to define what modern recruiting operations looks like at a company building at the frontier of AI.

Requirements

Experienced operator and people manager with 6+ years in recruiting operations, HR systems, or a closely adjacent function, including 2+ years managing a team
AI-forward: you've actively experimented with and deployed AI tools in a recruiting or operational context, and you think in terms of what should be automated vs. what requires human judgment
Systems thinker who finds broken processes genuinely interesting and approaches them by mapping the full picture before touching anything
Analytical and data-driven, able to build dashboards from scratch and translate recruiting data into decisions, not just reports
Deep ATS fluency: you've configured and optimized ATS platforms, not just used them, and you know how to get them to do things most people don't
Strong communicator and influencer who earns trust from recruiting teams and hiring managers alike, and can run enablement that actually sticks
Builder mindset: comfortable operating without existing playbooks, excited by ambiguity, and oriented toward durable solutions over quick fixes
High agency leader who identifies what needs to happen, mobilizes the team to execute, and doesn't wait for permission

Responsibilities

Lead & develop the Recruiting Coordination team: Hire, manage, and grow a team of Recruiting Coordinators as our hiring volume scales, owning their day-to-day priorities, development, and performance
Build the team structure, capacity model, and operating rhythms that allow the function to keep pace with aggressive hiring targets
Set clear expectations and accountability frameworks so the team executes consistently without bottlenecks
Own and evolve the recruiting tech stack: Own Profound's ATS end to end: pipeline configuration, stage definitions, scorecards, automations, and integrations with scheduling and sourcing tools
Manage the full recruiting technology ecosystem beyond the ATS, including scheduling tools, sourcing platforms, and LinkedIn Recruiter, ensuring we extract full value from each
Identify, evaluate, and implement AI tools that meaningfully reduce manual work across the recruiting lifecycle, from sourcing and scheduling to candidate comms and debrief collection
Build AI-enabled workflows and automations that increase coordinator throughput and recruiter efficiency without sacrificing candidate experience
Build the data foundation for smart hiring decisions: Design and maintain a recruiting metrics dashboard tracking time to hire, pipeline conversion by stage, source quality, offer acceptance rates, and capacity utilization
Audit the full hiring process across every function, diagnose where candidates stall and where we lose people we shouldn't, and fix it
Partner with Finance and People Ops on headcount planning and req tracking to ensure approved hiring plans move through the pipeline on schedule
Enable hiring managers to be force multipliers: Design and run hiring manager enablement programs including structured intake templates, interview guides, and calibrated scorecards that make hiring managers faster and more consistent
Set SLAs across the recruiting process and hold all parties accountable to them
Build documentation and playbooks that codify how we hire, from role kickoff to debrief to offer close, so the function scales without degrading
Own interviewer training across the company, building a program that gets every new Profound employee ramped on structured interviewing, bias awareness, and consistent evaluation before they step into a loop