Talent Acquisition Operations Specialist

Allen Control Systems•Austin, TX

About The Position

Allen Control Systems (ACS) is seeking a Talent Acquisition Operations Specialist to establish the recruiting infrastructure necessary to scale the company from approximately 200 to 600 employees within 18 months. This role focuses on building systems and infrastructure, including optimizing the Applicant Tracking System (ATS), engineering the recruiting funnel, standardizing interview workflows, developing analytics dashboards, and enabling hiring managers. The goal is to transform recruiting from a reactive coordination function into an engineered, data-driven process that can scale efficiently without a proportional increase in recruiter headcount.

Requirements

3–6+ years in recruiting operations, TA operations, recruiting systems, or recruiting analytics roles.
Hands-on ATS configuration experience; Ashby is strongly preferred, with Lever, BambooHR, or Workday also valuable.
Proven experience building recruiting dashboards, analyzing funnel conversion metrics, and improving hiring performance through data-driven process changes.
Experience standardizing interview workflows, implementing feedback frameworks, and scaling recruiting operations in a high-growth environment (2–3x in 12 months).

Nice To Haves

Ashby ATS hands-on configuration and administration experience.
Experience building interviewer training infrastructure and calibration programs.
Experience supporting simultaneous hiring waves across engineering, technician, and operations roles.
Background in defense tech, robotics, hardware, or manufacturing recruiting.

Responsibilities

Configure and optimize Ashby ATS to serve as the foundation for recruiting infrastructure, including designing hiring workflows by role type, standardizing job-stage architecture, building structured interview templates and scorecard frameworks, and configuring automation rules, feedback SLAs, and interviewer permissions.
Analyze stage-to-stage conversion metrics, identify drivers of drop-offs, and implement process improvements related to recruiter response speed, interview scheduling, feedback turnaround, and offer conversion.
Design and build recruiting dashboards for leadership, covering metrics such as hiring velocity by organization, offer acceptance rate, interview throughput, pipeline health, recruiter capacity, time-to-hire, and hiring manager responsiveness.
Build structured interview kits for different role families (engineering, technician, operations, leadership), including question banks, interviewer training resources, scorecard calibration guidance, and debrief structure templates.
Create hiring kickoff templates, define interview participation expectations, and develop candidate evaluation guides for hiring managers. Improve candidate experience by reducing scheduling friction, clarifying timelines, and standardizing communication cadences.