Manager, Recruiting Systems and Data

Airbnb

12h•$168,000 - $210,000•Remote

About The Position

Airbnb was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way. You will be joining Airbnb's Recruiting Operations team; a highly collaborative, technically sophisticated group that sits at the intersection of data, systems, and recruiting strategy. This team partners closely with Recruiting Leadership, People Analytics, and Engineering to ensure that Airbnb's recruiting infrastructure is scalable, insight-driven, and always evolving. As the Manager of Recruiting Tech & Data, you will serve as the senior data and systems partner across these functions, bringing both technical depth and strategic influence to every conversation. In this role, you will own Airbnb's recruiting tech stack at a strategic level; shaping its architecture, leading a team of technically strong analysts, and driving the data and systems decisions that help recruiting leadership make better, faster decisions. Success in this role looks like a recruiting infrastructure that is well-governed, scalable, and continuously delivering actionable insight — with your team recognized as the go-to partner for hard problems like build vs. buy decisions, data architecture trade-offs, and recruiting tech investment strategy.

Requirements

7-10 years in recruiting systems, HR technology, or people analytics; at least 1-2 years managing a team
Deep expertise in enterprise ATS administration and configuration; ideally with multi-system integration experience
Strong technical credibility; familiarity with data modeling or analytics engineering preferred
Demonstrated experience leading system implementations or migrations at significant scope and complexity
Strong people leadership skills — able to hire, develop, and retain technically strong analysts
Excellent communication; able to translate technical complexity into crisp, decision-enabling language for non-technical audiences

Nice To Haves

Background in HR Tech implementation, solutions architecture, or people data strategy

Responsibilities

Lead & Develop the Team: Manage a team of Recruiting Tech & Data Analysts; set high expectations and develop people with consistency and care. Build a team culture grounded in technical rigor, reliability, and service — where stakeholders trust the data and the systems. Hire for technical depth and communication strength — analysts who can solve hard problems and explain them simply. Coach individuals toward greater scope; give honest feedback and advocate actively for their growth.
Own the Recruiting Tech Stack Strategy: Define and own the roadmap for Airbnb's recruiting technology ecosystem — ATS, CRM, sourcing, scheduling, and adjacent tools. Lead build vs. buy vs. integrate evaluations grounded in recruiter needs, technical feasibility, and long-term scalability. Drive complex system implementations, migrations, and integrations in partnership with HR Tech and Engineering. Manage senior vendor relationships; negotiate contracts and SLAs; hold vendors accountable to outcomes.
Data Architecture & Governance: Design and own the data architecture for recruiting — how data flows between systems, where sources of truth live, and how quality is maintained at scale. Establish and enforce data governance standards across the recruiting org; build the processes that keep data trustworthy over time. Lead major data initiatives — migrations, audits, taxonomy redesigns — with structured methodology and clear communication.
Advanced Analytics & Recruiting Insight: Build reporting infrastructure that goes beyond status tracking: trend analysis, predictive models, and insights that shape how recruiting leadership sets direction. Partner with People Analytics on shared data products, metric definitions, and long-term analytical capabilities. Translate complex analytical findings into clear, decision-ready narratives for recruiting leadership and executive audiences.
Cross-Pillar Technical Leadership: Serve as the senior technical partner for Product & Enablement and PMO on their systems-dependent initiatives. Stay current on the recruiting tech and HR data landscape; bring relevant capabilities into the function before they're requested. Represent Recruiting Systems & Data in senior leadership forums; communicate the pillar's strategy, progress, and value clearly.