Recruiting Operations Lead

Forus•New York, NY

4d•Onsite

About The Position

As our first Recruiting Operations hire, you will build and run the operational backbone of our recruiting engine. Forus is scaling hiring quickly across technical and non-technical teams, and all of it sits on top of systems, data, tools, and processes that need a dedicated owner. You will own our Ashby architecture, the reporting and dashboards leadership trusts, and the operating cadence that keeps recruiters and hiring managers focused on the company’s most important hiring priorities. You will also build the integrations, automations, referral programs, and AI-enabled workflows that make the entire recruiting organization more effective. This is a demanding role, with a high level of autonomy and responsibility. You will be expected to "act like an owner" and commit yourself to Forus' success. If you are low-ego, hungry to learn, and excited about intense, impactful work that drives both company growth and accelerated career progression, we want to hear from you.

Requirements

3–8 years in recruiting operations, people operations, revenue operations, business operations, or another systems- and analytics-oriented role, ideally in a rapidly scaling company
Strong hands-on experience configuring and improving a modern ATS; direct Ashby experience is strongly preferred
Deep comfort with data: Excel or Sheets is table stakes, and experience with SQL, BigQuery, or a business-intelligence tool is a plus
Communication and influence ability to drive adoption and accountability across recruiters, hiring managers, interviewers, and senior leaders
A track record of moving quickly, finding shortcuts, and going to unreasonable lengths to deliver on goals
High NPS with your former teammates

Nice To Haves

Experience standing up RecOps systems and process from scratch at an early-stage or hyper-scaling company

Responsibilities

Own Forus’s Ashby architecture end to end, including jobs, interview plans, workflows, permissions, automations, integrations, and data integrity
Produce the reporting and dashboards that become the company’s source of truth for hiring progress, recruiting capacity, funnel conversion, time to hire, and source quality
Audit the hiring process across functions, identify where candidates are moving slowly or being lost, and drive the operational changes required to fix it
Translate company headcount plans and changing business priorities into search prioritization, recruiter capacity plans, hiring forecasts, and clear operating cadences
Develop the processes, templates, playbooks, and service standards that help recruiters and hiring managers run rigorous searches consistently
Own the recruiting technology stack beyond Ashby, including scheduling and sourcing platforms, Slack integrations, referral tools, and AI products such as Clay or Juicebox
Build and continuously improve company-wide referral programs, making it easy for employees to identify, submit, engage, and track exceptional candidates
Surface the trends, risks, and bottlenecks that are not obvious from a dashboard, and synthesize them into clear recommendations for recruiting and company leadership