Recruiting Coordination and Enablement Manager

Atoms•Seattle, WA

2d•$139,000 - $160,000•Onsite

About The Position

Atoms is building the machines that power the next era of progress. Over the last decade, software has transformed the digital world. But the physical world, where food is made, minerals are mined, goods are moved, and industries are run, remains far less intelligent, far less efficient, and far more constrained. We’re changing that. Atoms builds Physical AI— real-world robots for the industries that move civilization forward, starting with food, mining, and transport. Our systems are designed to understand, predict, and control the real world with precision, turning complex physical operations into something more reliable, more scalable, and more productive. This work requires more than robotics. It requires deep integration across hardware, software, AI, operations, manufacturing, and real estate. We don’t just build machines in a lab. We deploy them into real environments, operate them, learn from them, and improve them until they work at scale. We are roboticists, engineers, operators, and builders. We believe the next great technology companies will not only transform information, but the physical systems that shape everyday life. If you want to work on hard problems with real-world impact, join us.

Requirements

7+ years in recruiting coordination, recruiting operations, or talent enablement, including experience leading and developing a team, ideally in a high-growth or high-volume hiring environment.
Proven ability to build operating systems from scratch — processes, playbooks, training, and rhythm — and standardize them across multiple teams, with specific examples of measurable improvement to efficiency, quality, or candidate experience.
Hands-on experience across the recruiting stack — ATS, scheduling, interview tooling, and enablement/LMS platforms — and comfort introducing automation and AI-enabled workflows where they create real leverage.
Strong people-management instincts: setting goals and SLAs, driving execution and accountability, and coaching a team through change while balancing day-to-day delivery against programmatic work.
Service-oriented owner of user support who can resolve issues quickly, document clearly, and keep materials current at scale.
Structured, data-driven operator who defines the right metrics and runs against them, and turns ambiguous, fast-moving problems into concrete, launchable solutions.
Builder mindset with a bias toward action, comfortable partnering across HR / People Ops, recruiting leadership, and business leaders to challenge how things are done and bring order to complex, cross-functional problems.

Responsibilities

Lead and grow the recruiting coordination team, owning the operating rhythm that drives execution, surfaces gaps early, and holds a clear line on SLAs, quality, and accountability.
Build the self-service enablement layer for how recruiting works, moving knowledge out of people's heads and live training into structured courses and a living, searchable reference — so anyone can learn how to participate or self-serve on a program.
Design a scalable interviewer readiness program that grows qualified interviewer supply quickly, replacing ad-hoc nomination with a standard, trackable path that relieves scheduling capacity constraints without sacrificing quality or calibration.
Own the candidate on-site and interview-day experience end-to-end, and stand up the travel program that supports it — booking, approvals, expenses, and day-of support — deciding where to automate versus keep a human in the loop.
Coordinate logistics across recruiters, coordinators, interviewers, and hosts, and own the exception paths — delays, reschedules, accessibility needs, and international candidates.
Serve as the primary owner of user support for recruiting systems and tools, resolving issues, maintaining documentation, and keeping enablement materials current as processes and platforms change.
Introduce automation and AI-enabled workflows that eliminate manual steps, improve data hygiene, and speed up scheduling and coordination.
Build a shared model for balancing the team's time between traditional coordination and programmatic work — enablement, systems, and user support — so the team scales leverage instead of just absorbing volume.
Partner across HR / People Ops, recruiting leadership, and business leaders to keep the operating model aligned to how the organization actually hires.
Define and run against the metrics that prove it's working — enablement adoption, interviewer supply and quality, scheduling speed, candidate experience, program cost, and coordination defect rate — and continuously simplify, standardize, and automate where work is manual or brittle.