Senior Manager, Recruiting Operations

Modern Technology Solutions Inc•Dayton, OH

About The Position

The Senior Manager of Recruiting Operations is a strategic and operational leader responsible for scaling, optimizing, and governing recruiting programs, processes, and infrastructure across the enterprise. This role supports the core recruiting team (reporting to the Director of Recruiting) by enabling efficiency, consistency, compliance, and data-driven decision-making, while also assuming ownership of recruiting technology initiatives as they mature from implementation into steady-state operations. This leader serves as the key connection between Recruiting, Recruiting Technology, HR, Onboarding, and external partners—ensuring that recruiting programs, systems, and workflows are integrated, scalable, and aligned to business growth.

Requirements

Bachelor’s degree required; advanced degree preferred
8+ years of experience in recruiting operations, talent acquisition operations, or HR operations
Demonstrated experience scaling recruiting programs in a high-growth environment
Strong understanding of ATS/CRM systems, recruiting technologies, and analytics
Proven ability to lead cross-functional initiatives and influence without direct authority
Experience supporting compliance-driven recruiting environments (e.g., federal contracting, regulated industries)
Exceptional organizational, documentation, and process-design skills

Nice To Haves

15+ years of experience in technical recruiting operations for aerospace, defense, technology, or IT recruiting in high growth environments
Master’s degree in Business, Information Technology, Management, or related field
Experience supporting technical, engineering, or cleared recruiting environments
Hands-on experience with CRM/ATS optimization, dashboards, and KPI design
Background in project management or operational transformation
Familiarity with onboarding, internal mobility, and workforce redeployment programs
Experience managing recruiting budgets and vendor portfolios
Success in This Role Looks Like Recruiters spend more time recruiting and less time navigating systems or processes Pipeline programs are measurable, scalable, and aligned to workforce needs Recruiting data is trusted, timely, and decision-ready Technology transitions from “new” to “operationally excellent” Hiring managers experience a consistent, professional, and efficient recruiting process Recruiting operations are audit-ready, documented, and continuously improving

Responsibilities

Own day-to-day recruiting operations across programs, processes, vendors, and governance
Establish standardized workflows, documentation, and operating rhythms for recruiting
Lead continuous improvement initiatives focused on recruiter efficiency, quality, and speed
Serve as an escalation point for complex operational challenges impacting recruiters or hiring managers
Develop and maintain recruiting operations roadmaps aligned to organizational growth
Lead and scale strategic recruiting pipeline programs, including: Scholars Program SkillBridge Alumni Networks Employee Referral Programs College Recruiting & Early Career Programs
Oversee recruiting events, career fairs, recruiting socials, and targeted pipeline initiatives
Partner with recruiters and hiring leaders to align pipeline programs to workforce plans and customer demands
Develop success measures and report on outcomes, ROI, and conversion metrics for pipeline programs
Assume operational ownership of recruiting technology projects as they transition from the Recruiting Technology Team into production
Serve as primary owner for CRM maintenance, configuration governance, and data integrity
Manage systems documentation, process flows, and user guides
Partner with Recruiting Technology on roadmap planning, enhancements, and integrations
Own tools such as CrossChq and other recruiting vendors post-implementation
Define, maintain, and evolve Recruiting Team’s strategic KPIs and develop quarterly reporting in collaboration with Recruiting Leadership and Talent Technology Manager
Partner with leadership to translate recruiting data into actionable insights
Ensure consistent reporting across pipeline health, recruiter productivity, time-to-fill, quality, and compliance
Support data requests for leadership, proposals, audits, and compliance reviews
Develop and maintain onboarding checklists and training resources for new recruiters
Own recruiter training programs, job aids, and best-practice documentation
Maintain a centralized SharePoint site for recruiting resources, templates, and guidance
Partner with the Director of Recruiting on skills development and capability building
Establish consistent hiring manager engagement models and interview program standards
Develop interview training resources and structured interview frameworks
Serve as liaison between Recruiting, HR, and Onboarding to ensure seamless handoffs
Support internal transfers and redeployment processes in partnership with HR
Own recruiting process documentation, SOPs, and audit-ready workflows
Ensure compliance with applicable federal contractor requirements and internal policies
Support contingent hiring process improvements and governance
Track renewal dates, system access, and program compliance checkpoints
Track and manage the recruiting budget, including events, tools, and vendors
Own vendor relationships, performance management, and renewals
Oversee candidate travel reimbursements and related operational processes
Manage email distribution lists and recruiting communications infrastructure