Sr. Manager, Talent Acquisition

Pinterest•San Francisco, CA

1d•Remote

About The Position

Millions of people around the world come to our platform to find creative ideas, dream about new possibilities and plan for memories that will last a lifetime. At Pinterest, we’re on a mission to bring everyone the inspiration to create a life they love, and that starts with the people behind the product. Discover a career where you ignite innovation for millions, transform passion into growth opportunities, celebrate each other’s unique experiences and embrace the flexibility to do your best work. Creating a career you love? It’s Possible. At Pinterest, AI isn't just a feature, it's a powerful partner that augments our creativity and amplifies our impact, and we’re looking for candidates who are excited to be a part of that. To get a complete picture of your experience and abilities, we’ll explore your foundational skills and how you collaborate with AI. Through our interview process, what matters most is that you can always explain your approach, showing us not just what you know, but how you think. You can read more about our AI interview philosophy and how we use AI in our recruiting process here. We’re looking for a Senior Manager, Recruiting Operations to build the next generation of how Pinterest hires. This is not a traditional recruiting operations role. We’re looking for a leader who understands Recruiting Ops not as a support function, but as the operating system for talent acquisition; one that is automated, scalable, compliant, inclusive, and built for constant innovation. This role is for someone who doesn’t just optimize the process, they question whether the process should exist at all.

Requirements

Experience leading a Recruiting Operations team including significant experience managing recruiting systems and cross-functional programs.
Proven experience transforming TA operations and systems in a high-growth, complex, or highly matrixed environment.
Deep expertise with recruiting technologies such as ATS, CRM, scheduling, and reporting.
Demonstrated success designing, implementing, or scaling AI-enabled workflows and program automation.
Strong understanding of recruiting process design, systems architecture, data flows, controls, and change management.
Experience owning or partnering closely on compliance-sensitive programs such as background checks, referrals, immigration/PERM, and internal mobility.
Excellent judgment in balancing innovation with compliance, speed with quality, and automation with human experience.
Exceptional stakeholder management skills, with the ability to build trust across Recruiting, People Tech, IT, Legal, and HR.
A mindset that is curious, inventive, practical, and relentlessly improvement-oriented.
Bachelor’s degree in a relevant field such as Business Administration, or equivalent experience

Responsibilities

Build the future-state operating model for Recruiting
Define and lead a bold, multi-year vision for Recruiting Operations at Pinterest, centered on scale, automation, intelligence, and exceptional user experience.
Reimagine how recruiting work gets done by identifying friction, eliminating low-value manual work, and redesigning workflows end-to-end.
Build an AI-forward and automation-first operating model that enables recruiters to spend more time on high-judgment, high-impact work.
Identify opportunities to deploy AI and workflow automation across TA processes.
Build practical, high-impact automations that improve speed, quality, consistency, and user experience for candidates, recruiters, hiring managers, and interviewers.
Champion experimentation and continuous learning, helping the TA organization adopt new tools confidently and thoughtfully.
Partner closely with People Tech and IT to ensure systems are integrated, scalable, secure, and designed to support both current and future hiring needs.
Serve as the senior operational leader for recruiting tool operations, testing, adoption, and change management.
Own recruiting operations reporting and dashboards while partnering with the People Analytics team on cross functional organization insights.
Partner with TA leadership and cross-functional stakeholders to improve reporting processes and output mechanisms.
Own the operational strategy and execution for core TA programs including: background checks, employee referral program administration, etc.
Ensure these programs are inclusive, scalable, compliant, and user-friendly.
Partner with Legal, HR, Mobility/Immigration, and business stakeholders to strengthen controls while reducing unnecessary complexity.