Manager, Recruiting Operations

IREN•Fort Worth, TX

2d•Hybrid

About The Position

IREN is scaling rapidly across the US, Canada, Australia, and Europe as we expand our AI cloud and GPU infrastructure business. We're looking for a Manager, Recruiting Operations to build and run the operational backbone of our Talent Acquisition function — the team, tools, processes, budget, and compliance framework that let recruiters focus on hiring great people instead of fighting the system. This is a hands-on leadership role for someone who thinks like an operator: equal parts people manager, project manager, systems owner, and analyst, running the Recruiting PMO, owning our ATS and recruiting technology, managing departmental budget and vendor invoices, and ensuring our hiring processes stay compliant across every region we operate in. Just as we build the infrastructure that powers AI, we embrace AI ourselves to work smarter — this role will help identify and adopt AI-driven tools that make our recruiting operations faster and more effective. IREN is a vertically integrated AI Cloud provider, delivering large-scale data centers and GPU clusters for AI training and inference. IREN’s platform is underpinned by its expansive portfolio of grid-connected land and power in renewable-rich regions across North America, Europe and APAC. With 100% renewable energy, we build, own and operate our data centers and take pride in being at the forefront of sustainable solutions for the ever-evolving applications of high-performance compute. We believe that human progress is invaluable, but it should be done in the right way – responsibly, sustainably and having a positive impact on the communities we operate in.

Requirements

5+ years in talent acquisition operations, HR operations, or a related field, including 2+ years directly managing people.
Hands-on experience administering an ATS (Greenhouse, Lever, iCIMS, or similar) at an admin/configuration level, not just as an end user.
Demonstrated experience owning a budget — forecasting, tracking, and vendor/invoice management.
Strong project management skills; comfortable running multiple concurrent initiatives with competing deadlines.
Experience building reporting/dashboards from recruiting or HR data (Excel/Sheets required; Power BI, SQL, or similar a plus).
Working knowledge of employment compliance requirements across multiple countries or jurisdictions.
Excellent written and verbal communication; able to translate operational detail for both frontline coordinators and senior leadership.
Experience in a high-growth or multi-site environment (construction, data centers, energy, or industrial operations a plus).
Familiarity with HRIS platforms (HiBob, Workday) and how they interact with an ATS.

Nice To Haves

PHR/SPHR, SHRM-CP/SCP, or PMP certification a plus.

Responsibilities

Directly manage, coach, and develop a team of Recruitment Coordinators, setting clear performance expectations and growth paths.
Balance workload and coverage across coordinators to match hiring volume and geographic needs.
Build a strong onboarding and training program so new coordinators ramp quickly and consistently.
Stand up and run a lightweight Project Management Office (PMO) for Talent Acquisition — tracking active initiatives, owners, timelines, and dependencies.
Partner with TA leadership to prioritize and sequence projects (system rollouts, process redesigns, hiring surges) against team capacity.
Drive cross-functional projects (e.g., new site launches, HRIS/ATS integrations) from kickoff through adoption.
Own configuration, administration, and continuous improvement of the ATS and adjacent recruiting tools (e.g., Greenhouse, Paradox/Fountain).
Manage integrations between the ATS and HRIS/other systems; troubleshoot data and workflow issues.
Evaluate new recruiting technology and lead implementation and change management for approved tools.
Identify and implement AI-powered tools and automation to improve sourcing, screening, and recruiting workflow efficiency.
Own the Talent Acquisition department budget, including forecasting, tracking spend, and monthly reconciliation.
Manage invoices and vendor relationships for staffing agencies, job boards, and recruiting technology providers.
Provide leadership with regular visibility into cost-per-hire and overall recruiting spend against plan.
Document, standardize, and continuously improve recruiting workflows across every stage of the hiring process.
Identify bottlenecks and inefficiencies in the candidate and hiring manager experience and lead the fixes.
Build scalable processes that work across corporate, technical, and field/operations hiring.
Build and maintain recruiting dashboards and reporting (pipeline health, time-to-fill, source effectiveness, funnel conversion, coordinator workload).
Deliver regular reporting to TA and P&C leadership, translating data into clear recommendations.
Establish data hygiene standards across the ATS and related systems to ensure reporting accuracy.
Ensure recruiting processes, job postings, and candidate data handling comply with employment and privacy regulations across the US, Canada, Australia, and Europe.
Partner with People & Culture and Legal to keep application questions, offer processes, and record-keeping current with jurisdictional requirements.
Maintain audit-ready documentation of recruiting processes and compliance controls.

Benefits

Medical, dental, and vision insurance coverage – 100% company paid for employees, 75% company paid coverage for dependents
Company-paid life and disability insurance
Voluntary life, critical illness, and accident coverage available
Health Savings Accounts (HSA) – when combined with the High-Deductible Health Plan
Employee Assistance Program and wellness resources
401(k) retirement plan with company match
Financial wellness tools and resources
Paid Time Off (PTO) and paid holidays
Flexible work arrangements
Opportunities for advancement and internal mobility
Training and personal development opportunities
Company events and team-building activities
Base salary
Annual performance incentives
Equity programs