Senior Talent Acquisition Program Partner II

Crusoe•San Francisco, CA

14d•$130,000 - $160,000

About The Position

Crusoe is hiring a senior owner to develop and scale the product and program side of Talent Acquisition as the company grows and expands into new countries. The role advises on the recruiting technology roadmap—including Ashby, sourcing tools, and Metaview—designs hiring workflows from requisition intake through onboarding handoff, and builds programs that make recruiting processes effective globally. The position establishes continuous, planned improvement rather than relying on ad hoc fixes, and develops durable systems using workflow automation and AI-enabled tools. The role leads recruiting technology and vendor strategy; analyzes and redesigns hiring processes; develops business cases, metrics, and prioritization methods; enables global expansion; manages transformation initiatives and portfolios; and drives change management and adoption. It works cross-functionally with Recruiting, People Technology, Legal, Compliance, Analytics, vendors, regional partners, and the business. The role also maintains process documentation and tooling, automates repeated manual work, and creates playbooks that enable teams to operate without depending on the role holder. The successful candidate has extensive recruiting operations, program management, or product management experience in a fast-growing company, and a record of leading complex cross-functional transformation from business case through launch and adoption. A bachelor’s degree in Business, Human Resources, Information Systems, or a related field—or equivalent practical experience—is required. Compensation is listed as up to $130,000–$160,000+ bonus, with Restricted Stock Units included in all offers; the final amount depends on the applicant’s knowledge, education, abilities, internal equity, and market data.

Requirements

At least 8 years of experience in recruiting operations, including TA program management, or product management.
Experience in a fast-growing company and a history of taking on broader scope and influence.
Record of leading complex, cross-functional transformation programs from business case through launch, including UAT, communications, launch planning, and broad adoption.
Deep experience analyzing and redesigning processes using Lean, service design, or comparable methods.
Hands-on experience with ATS platforms (Ashby preferred) and the wider recruiting technology stack.
Experience selecting and implementing AI and workflow automation with vendors and technical partners, including automating work previously done manually.
Strong analytical ability, including defining metrics, finding root causes, building business cases, and quantifying ROI to guide investment.
Ability to hold senior stakeholders to commitments while maintaining trust, communicating needs, rationale, and deadlines clearly.
Excellent written communication for technical and non-technical readers, including writing clear updates that align large groups without a meeting.
Comfort with ambiguity and high volume, including taking over active programs with incomplete documentation.
Humility and drive, including willingness to run pilots and improve the processes that necessitated them.
Bachelor’s degree in Business, Human Resources, Information Systems, or a related field, or equivalent practical experience.

Nice To Haves

Experience in a high-growth cloud, AI infrastructure, or deep tech company where hiring volume and process demands scale quickly.
Familiarity with AI-native or agentic recruiting platforms, including configuring them or working with engineers on custom internal tools.
Experience with interview intelligence tools such as Metaview and recruiting analytics or BI platforms.
Experience supporting recruiting expansion into international markets, including work with local employment counsel or regional hiring partners.
Change management experience in which a new operating model achieved measurable adoption.
PMP, Lean Six Sigma, or similar certification.
Interest in building and leading a small team as the function grows.

Responsibilities

Advise Talent Acquisition leadership on the recruiting technology roadmap, identifying opportunities for automation, AI, integrations, and self-service across Ashby, sourcing tools, and Metaview.
Partner with vendors and internal partners to assess AI and agentic tools, their impact on recruiter effectiveness, and their long-term maintainability.
Create a framework for evaluating and approving new recruiting tools.
Map the candidate and hiring lifecycle from requisition intake through offer and onboarding handoff, proactively identifying friction and duplicated effort.
Redesign processes using methods such as Lean, Six Sigma, and the 5 Whys, considering system configuration, user experience, and policy changes.
Maintain process documentation and workflow maps for Recruiting, People Technology, and Legal.
Develop business cases quantifying operational impact, experience gains, and ROI, and prioritize initiatives by impact, scalability, and strategic fit.
Work with Recruiting leadership and Analytics to define and report recruiting metrics, investigate missed targets, and support regular metrics reviews and executive summaries.
Track adoption and realized ROI after initiatives launch.
Develop recruiting processes and tools that scale and satisfy local requirements as the company enters new regions, in partnership with Legal, Compliance, and regional partners.
Incorporate local hiring regulations, data privacy, and AI compliance into process and tool designs.
Create a reusable playbook for launching hiring at new sites.
Lead transformation and technology initiatives from scoping through requirements, project planning, UAT, launch readiness, and post-launch review.
Run pilots and phased rollouts with success criteria agreed in advance, using results to expand, refine, or retire initiatives.
Balance the portfolio of work against competing priorities, capacity, and timelines.
Manage risks, dependencies, and stakeholders across Recruiting, People Technology, Legal, Compliance, and the business, and clear blockers early.
Plan communications, training, and feedback loops for rollouts and ensure adoption of new processes.
Identify repeated manual follow-up and replace it with forms, workflows, dashboards, or scheduled alerts.
Maintain the configuration, documentation, and structure of tools and program files, moving work into appropriate systems where available.
Produce playbooks that recruiters, coordinators, and program managers can follow without the role holder’s involvement.