Talent Acquisition Operations Manager

CAI•,

6d•$115,000 - $125,000•Remote

About The Position

The Talent Acquisition Operations Manager is the operational and performance engine behind CAI’s global Talent Acquisition function. This hands-on role provides transparent, outcome-focused reporting; manages the systems, processes, and vendor infrastructure that support recruiting; and drives operational adoption of AI and recruiting technology. The role requires working with data and stakeholders, turning reporting into insights that leaders can act on. The manager owns TA reporting and metric governance, the Workday ATS and Phenom CRM/career-site platform, technology and media spend analysis, process standardization, recruiter capacity planning, cross-regional enablement, and foundational employer-brand operations. The position is full-time and remote. Candidates must be eligible to work without employer sponsorship.

Requirements

At least 5 years of experience in Talent Acquisition Operations, HR Systems, or Recruiting Analytics, including presenting performance insights to senior stakeholders.
Ability to turn data into a clear performance story for business leaders and explain what actions leaders should take.
Hands-on administration of Workday ATS.
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 adoption of new tools and workflows.
Advanced Excel/O365 skills and hands-on dashboard/reporting development experience.
Comfort working with people data at scale.
Experience supporting distributed or international teams and coordinating across US, India, and Philippines time zones.
Ability to safely and successfully perform the essential job functions.
Ability to conduct repetitive computer tasks using a mouse, keyboard, and monitor.

Nice To Haves

Experience with Phenom or a comparable talent CRM.
Experience with programmatic job advertising, such as Appcast, 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 Talent Acquisition reporting for recruiting leads and TA/HR leadership.
Own the definition and governance of TA metrics to ensure consistent and comparable figures across regions and segments.
Translate data into clear performance narratives, identifying changes, performance drivers, and risks.
Deliver automated, standardized dashboards and productionize performance and capacity tools.
Drive delivery and execution of the TA technology roadmap in partnership with HR Strategy & Enablement.
Own rollout, adoption, and measurement of AI capabilities across TA, pairing automation with process redesign.
Lead recruiter enablement and change management for new tools and workflows, and measure adoption.
Track and report efficiency gains and cost avoidance from AI-enabled recruiting.
Serve as functional owner and administrator for Workday ATS and Phenom CRM/career-site platform, including configuration, workflows, integrations, and user access across regions.
Act as the primary TA liaison to IT/HRIS and partner with the IT product manager on system issues, enhancements, and upgrades.
Manage the TA technology and media budget as a portfolio, analyzing source performance, cost per hire, cost per source, and spend optimization against fill-rate and cost targets.
Analyze vendors and support renewal and rationalization decisions, including vendor negotiations.
Design and maintain standardized TA workflows across regions while accounting for local labor laws and operational differences.
Partner with Onboarding to improve the handoff from offer through start date and the candidate-to-employee experience.
Own recruiter-facing process documentation, including intake, SLAs, reasonable-accommodation intake, and background-check workflows.
Partner with Legal/Compliance on process changes that affect 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 business demand signals.
Support consistent tool and process adoption across US and international TA teams and maintain data hygiene and system-usage standards.
Train and enable recruiters on systems, processes, and new capabilities.
Own foundational employer-brand operations, including Glassdoor presence, and partner with Marketing/Communications on recruitment campaigns and EVP execution.