Recruiting Operations Lead

Beacon Software

3d

About The Position

Beacon's talent function is scaling fast, running in parallel across corporate functions and a growing roster of independently operated portfolio companies. Supporting each one of those searches are the systems and processes behind it: clean Ashby data, funnel and data reporting, and coordination that doesn’t drop a candidate between steps. We're looking for a Recruiting Operations Lead to own that infrastructure end-to-end, and to build it right the first time, rather than retrofit in the future.

Requirements

• 5+ years in recruiting operations, HR technology, or business systems administration, with real ownership of an ATS (Ashby strongly preferred).
• Comfort building process from scratch, not optimizing an existing one. Beacon's talent function is new; you'll be writing the manual, not editing it.
• A strong analytical mindset. You can build a dashboard, but more importantly, you know which metric actually changes a decision.
• Systems thinking. You can map how a change in one workflow ripples through downstream reporting and integrations before you make it.
• Comfort with ambiguity in a fast-moving, small-team, multi-entity environment. No two portfolio companies operate the same way.
• Excellent cross-functional communication; you'll work directly with the Talent, Department Heads/Managers, Finance, and People partners across a holding company structure.
• Bachelor's degree, or additional years of experience in lieu.

Nice To Haves

• Experience in a PE-backed or multi-entity/holdco environment, where recruiting ops had to serve several operationally independent businesses at once.
• Experience standing up recruiting ops and systems from scratch (0-to-1), not just optimizing a mature function.
• Experience partnering with a lean recruiting coordination function to keep logistics tight without a large ops team behind you.

Responsibilities

• Own Ashby. Configuration, workflows, integrations, and data hygiene are yours end-to-end, not a shared responsibility with whoever has time.
• Build the reporting layer. Funnel metrics, time-to-fill, source effectiveness, and hiring velocity, dashboards recruiters, executives, GMs, and hiring leadership use to make decisions.
• Process design. Turn how Beacon hires today into documented, repeatable workflows that hold up as the team and portfolio grow.
• Coordination backbone. Partner closely with our Recruiting Coordinator to keep scheduling, candidate communications, and interview logistics clean, especially with multiple portco searches running at once.
• AI & automation. Identify and deploy tooling that reduces admin burden across candidate screening and scheduling. This might branch out to other areas including sourcing, and post interview decisions and offer workflows.
• Candidate experience. Standardize the candidate journey across corporate and portco searches with a consistently high bar.
• Cross-functional glue. Work with VP of Talent and Finance on headcount planning and with legal/People partners on offer letters, background checks, and clean handoffs.
• Data hygiene at holdco scale. Every portfolio company's reqs, candidates, and hires need to roll up cleanly into one picture. You build that structure now, not after it's already messy.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level