Manager, Talent Operations

Peregrine Technologies • San Francisco, CA

9d • $125,000 - $155,000 • Onsite

About The Position

Backed by leading Silicon Valley investors, Peregrine helps public safety organizations, state and local and governments, federal agencies , and private-sector institutions address society’s challenges with unprecedented speed and accuracy. Our AI-enabled platform turns siloed and disconnected data into operational intelligence — instantly surfacing mission-critical information to empower better, faster decisions that improve outcomes at every touchpoint. Today Peregrine supports hundreds of customers across 30+ states and two countries, serving more than 125 million people — and we’re amplifying our impact as we expand into the enterprise and internationally. The Role The Manager, Talent Operations role is critical to our hiring success. We're looking for someone passionate about building the infrastructure that lets a recruiting team perform at its best. We're scaling fast and growing 3x year over year — and we need an operator who can build the systems, processes, and reporting that make that growth possible. This is a highly analytical role that sits at the center of everything our recruiting team does: you'll own our tech stack, set and enforce data standards, supervise our supporting/coordinating team, and produce meaningful reports that tell leadership where we're winning and where we can improve. You'll be the person who brings order to ambiguity, builds things that scale beyond your own involvement, and holds a high bar across the entire talent operations function. If you're a solutions-oriented recruiting operator with a builder's mindset and a track record of doing this at high-growth organizations, this role is for you.

Requirements

• 6+ years in the recruiting space, with at least 3 years in a dedicated Talent Operations or Recruiting Operations role at a high-growth organization
• Proven track record of building recruiting infrastructure that scaled — you've done this before and have the process artifacts, dashboards, and lessons learned to show for it
• Deep expertise in Greenhouse, with a strong command of reporting, configuration, and data governance
• Strong analytical skills and the ability to build dashboards and visualizations without relying on a dedicated analytics team
• Experience managing and developing Recruiting Coordinators or similar support roles, with a demonstrated ability to hold a high bar on scheduling quality and compliance
• A skilled communicator, you can win hearts and minds and ensure everyone's on the same page
• Comfort working in ambiguity and shifting priorities — you bring structure to chaos rather than waiting for it to resolve
• A bias toward documentation and scalability: you build things others can own, and you don't create processes that depend on you personally
• Located in San Francisco, willing to work in the office 4x per week

Responsibilities

• Audit and optimize our recruiting tech stack: Conduct a thorough assessment of our tools/resources against usage, spend, and ROI — and deliver a clear, prioritized recommendation on what to keep, change, or cut
• Own data cleanliness and reporting: Establish non-negotiable data standards in Greenhouse, enforce them across the team, and build a real-time dashboard that gives recruiters and leadership a single source of truth on pipeline health, time-to-fill, source-of-hire, and offer acceptance
• Standardize how we hire: Document and implement consistent stage definitions, structured scorecards, and an interviewer calibration cadence across all job families — reducing ambiguity in the process and improving decision quality across the board
• Supervise and develop our Recruiting Coordinators: Own the coordination function directly — set clear scheduling SLAs, hold the team accountable to them, conduct regular performance check-ins, and develop coordinators over time, not just manage their output
• Build the capacity model that drives our growth: Design and maintain a recruiter capacity model that maps req load by role type and time-per-stage, and use it as the primary input for leadership's headcount planning conversations
• Be the data story for leadership: Produce regular recruiting reporting and an annual retrospective that synthesizes performance vs. goals, cost-per-hire trajectory, tool ROI, and team capacity recommendations — giving leadership what they need to make informed decisions about the talent function

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed