Recruiting Operations Lead

Applied Systems, Inc.•,

5d•$100,000 - $150,000•Remote

About The Position

We’re searching for a Recruiting Operations Lead to join our People team in a remote location. In this role you will define and run the operational engine behind how we hire. This is not a support function. You will own recruiting process design, systems, data, and enablement, and you will be accountable for building a hiring operation that is fast, rigorous, and consistently excellent. The most immediate project is leading our ATS migration. We are moving off a legacy system and implementing a new applicant tracking system, and you will own that end to end. But this role is much bigger than one implementation. You will design the processes, standards, and operating rhythms that make recruiting a competitive advantage for us. To keep us headed in the right direction, we’re looking for people who understand winning is a team sport, who value and seek to learn from our team’s diverse experiences and backgrounds, who welcome a challenge and take risks in the pursuit of creating better outcomes for our customers, and who can, at any given time, step back to laugh and have some fun.

Requirements

5+ years of experience in Recruiting Operations, Talent Operations, or a related function.
Hands-on experience managing at least one ATS implementation or migration end to end.
Proven ability to design and improve recruiting processes, not just maintain them. You will have strong opinions about what a great hiring operation looks like and the track record to back it up.
Strong technical aptitude with recruiting systems: you can configure workflows, build reports, troubleshoot issues, and train users.
Experience building recruiting metrics frameworks and translating data into business insights.
Excellent stakeholder management skills with the ability to influence across levels and functions.
Strong change management instincts and the ability to bring people along through transitions.
A practical, execution-oriented mindset that balances building for today with designing for the future.
Strong people manager experience.

Nice To Haves

Experience using Ashby in a prior role.
Background in a company that was scaling through a high-growth phase.
Experience building enablement programs for hiring managers or interviewers.
Familiarity with recruiting coordination optimization and scheduling tools.

Responsibilities

Design and implement scalable, high-quality recruiting processes across the full hiring lifecycle, from job intake through offer close and onboarding handoff.
Define and enforce standards for interview structure, evaluation criteria, and candidate experience that raise the bar across every team.
Establish SLAs, operating rhythms, and performance standards for recruiting workflows. Own the accountability for whether they are being met.
Lead the end-to-end ATS migration: requirements definition, vendor management, configuration, data migration, testing, and go-live.
Serve as the functional owner of the ATS. Build workflows, maintain system health, manage integrations, and train end users.
Partner with IT on technical requirements while owning the recruiting-side configuration and decision-making.
Define and track key recruiting metrics: time to fill, pipeline health, conversion rates, source effectiveness, interviewer quality, and hiring manager satisfaction.
Build dashboards and reporting frameworks hands-on. Translate data into actionable insights that inform both team performance and business decisions.
Partner with Finance on hiring forecasts and capacity planning.
Develop structured interviewing frameworks and evaluation standards that drive consistency and reduce bias.
Build practical, lightweight training for hiring managers and interviewers. Create playbooks and documentation that stick.
Partner with TA leadership to continuously raise the bar on candidate experience and hiring outcomes.
Act as the connective layer between recruiting strategy and day-to-day execution.
Drive adoption and accountability across recruiting, hiring managers, and cross-functional partners without direct reporting lines.