Recruiting Operations Manager

Hex•New York, NY

62d•$120,000 - $150,000

About The Position

Hex is hiring a Recruiting Operations Manager to build and own the systems, processes, data, and programs that support its growing hiring function. Reporting to the Head of Talent, this builder role will create scalable recruiting infrastructure, improve workflows and reporting, and use automation to free recruiters and hiring managers to focus on judgment, relationships, and closing. The role works cross-functionally with Finance, People Operations, and Data. The manager will own Hex’s recruiting technology stack and hiring workflows, establish trusted recruiting data and analytics, and partner on headcount planning and requisition management. They will deliberately implement AI and automation with appropriate guardrails and human oversight, run measurable experiments to improve hiring quality and efficiency, and build the operating rhythms and adoption programs needed to sustain improvements. They will also own candidate experience operations, including scheduling service levels, communication cadences, and feedback loops. Hex is a growing data and analytics software company with office hubs in San Francisco and New York and remote team members across the US and UK. It has raised over $100 million from investors including Sequoia, a16z, Snowflake, and Amplify.

Requirements

At least 6 years of experience in recruiting operations, talent operations, or a closely related People Operations, BizOps, or analytics role.
Experience scaling a function at a high-growth company.
Deep hands-on expertise administering and building workflows in an ATS; Ashby experience is preferred.
Strong analytical skills, including ownership of recruiting data, dashboard building, and translating funnel metrics into recommendations.
Evidence of building and shipping tools, automations, prompt libraries, or workflow experiments.
Track record of turning messy, manual processes into scalable, documented, adopted workflows.
Experience implementing AI-powered recruiting automation and a clear perspective on where it is useful and where it should not be used.
Good judgment about when to automate, redesign a process, or keep it simple.
Experience partnering with recruiters, hiring managers, and cross-functional stakeholders in Finance, People, and Data, including non-technical audiences.
Comfort with ambiguity and a bias to action.

Nice To Haves

Comfort with SQL and business intelligence tools.
Experience with headcount planning tools.
Experience with HRIS systems.
Experience working alongside a data team.

Responsibilities

Own the recruiting technology stack end to end, including ATS, sourcing, scheduling, and assessment tools; manage configuration, integrations, and vendors.
Design and continuously improve hiring workflows from requisition approval and intake through sourcing, coordination, offer, and close, removing or automating manual steps where appropriate.
Make build-versus-buy and consolidate-versus-keep decisions for the recruiting technology stack.
Build recruiting analytics and reporting on pipeline health, funnel conversion, time-to-fill, source effectiveness, and hiring forecasts.
Establish and enforce data hygiene and reporting standards, including capturing information about candidates who are not hired.
Partner with Finance and People on headcount planning, requisition management, and connecting hiring plans with the recruiting pipeline.
Identify appropriate uses for AI in recruiting, incorporate them into workflows, and define how their effectiveness will be measured.
Set AI and automation guardrails and build shared, reusable workflows, while ensuring humans remain involved where appropriate.
Run experiments on sourcing approaches, interview structures, and automations, measuring their effect on hiring quality as well as speed.
Lead interviewer training, structured interview rollout, and consistency programs to raise hiring standards and reduce bias.
Establish dashboards, weekly reporting, QBR inputs, and operating processes, and drive adoption of the processes created.
Own candidate experience operations, including scheduling SLAs, communication cadences, and feedback loops.
Ensure recruiting automation supports a fast, clear, prepared, and human-feeling candidate experience.