Talent Acquisition Operations Manager

CAI•,

1d•$115,000 - $125,000•Remote

About The Position

The Talent Acquisition Operations Manager is the operational and performance engine behind CAI's global TA function. The role does three things: it brings operational transparency to TA performance through clear, outcome-focused reporting; it runs the systems, process, and vendor infrastructure that keep the function running smoothly; and it drives the operational adoption of AI and recruiting technology across the team. This is a hands-on delivery role for someone who is equally comfortable in the data and in front of stakeholders - not only administering tools, but turning what they produce into insight leaders act on. This position will be full-time and remote. This position does not offer employment sponsorship. All candidates must be eligible to work without need for sponsorship by employer.

Requirements

5+ years in Talent Acquisition Operations, HR Systems, or Recruiting Analytics, including experience presenting performance insight to senior stakeholders
Demonstrated ability to turn data into a clear performance story for business leaders - not only build reports, but tell the leader what to do with them
Hands-on administration of Workday (ATS) required
Experience owning or optimizing recruiting technology and media spend, including vendor management and renewal analysis
Strong process-design and change-management skills, with a track record of driving real adoption of new tools and workflows
Advanced Excel/O365 and hands-on dashboard/reporting build experience; comfort working with people-data at scale
Experience supporting distributed or international teams and coordinating across US, India, and Philippines time zones

Nice To Haves

Phenom (or comparable talent CRM) strongly preferred
Experience with programmatic job advertising (Appcast or similar) and assessment platforms
Exposure to AI-enabled recruiting tools and their operational rollout
Familiarity with staffing or professional-services recruiting environments

Responsibilities

Operationalize, maintain and evolve business-facing and internal TA reporting to support the recruiting leads and TA/HR leadership
Own the definition and governance of TA metrics so figures are consistent, trusted, and comparable across regions and segments
Translate data into narrative: surface what’s new and changing, what is moving the needle, what is at risk
Deliver automated, standardized dashboards, and productionize the performance and capacity tools the function relies on
Drive the delivery and execution of the TA technology roadmap - standing up and sequencing new capabilities (sourcing agents, voice agent, Phenom automation, future tools) in partnership with HR Strategy & Enablement - turning the roadmap into operational reality
Own the operational rollout, adoption, and measurement of AI capabilities across TA, pairing every automation with the process redesign that makes it work
Lead recruiter enablement and change management for new tools and workflows, so adoption is real and measured, not assumed
Track and report the efficiency and cost-avoidance impact of AI-enabled recruiting so its value is visible to the business
Serve as functional owner/administrator for Workday (ATS) and Phenom (CRM/career-site platform) - configuration, workflow, integrations, and user access across all regions
Act as the primary TA liaison to IT/HRIS, partnering with the IT product manager on system issues, enhancements, and upgrades
Manage the TA technology and media budget as a portfolio - owning source performance, cost-per-hire and cost-per-source analysis, and spend optimization against fill-rate and cost targets
Provide the analysis that supports vendor renewals and rationalization decisions (e.g., programmatic advertising, CRM, assessments, market-intelligence tools), arming TA leadership for renewal negotiations
Design and maintain standardized TA workflows across regions, accounting for local labor law and operational differences, and pair process redesign with automation rather than layering tools onto broken processes
Partner with the Onboarding function to ensure a seamless handoff from offer through start date, continuously improving the candidate-to-employee experience across that transition
Own recruiter-facing process documentation (intake, SLAs, compliance touchpoints such as reasonable-accommodation intake and background-check workflows)
Partner with Legal/Compliance on process changes affecting candidate experience or classification
Build and maintain recruiter capacity and throughput models to inform requisition-load balancing and coverage
Partner with Finance/FP&A and TA leadership on requisition-volume forecasting, using demand signals from the business
Support consistent tool and process adoption across US and international TA teams, sustaining data hygiene and system-usage standards as day-to-day management moves local
Provide training and enablement to recruiters on systems, process, and new capabilities
Own the foundational employer-brand operations that support hiring - including Glassdoor presence - and partner with Marketing/Communications on recruitment campaigns and EVP execution