Workforce Operations Manager

MongoDB•Austin, TX

9h•$62,000 - $121,000

About The Position

This is a high-impact, strategic role designed for a professional to bridge the gap between Finance, Recruiting, and Business Operations. As the Workforce Insights Manager, you will serve as the primary advisor to the Director of Recruiting Operations on the feasibility, health and execution of our global hiring plan. You will move the organization from reactive headcount tracking to a predictive, data-driven model that ensures our recruiting capacity is always aligned with our business needs. This role requires a blend of financial, recruiting and data analysis acumen, operational auditing and the ability to influence senior leadership through data-driven storytelling. You will help to ensure that hiring goals are backed by a realistic operational plan.

Requirements

8+ years of professional experience, including working in a highly analytical and consultative role (e.g., Management Consulting, Recruiting Operations, FP&A, or Workforce Strategy)
Advanced Data Modeling: Expert-level proficiency in Excel or Google Sheets. You must be able to build complex, multi-scenario models and translate technical findings into clear executive summaries
Consultative Expertise: Demonstrated ability to influence senior stakeholders by presenting data-backed recommendations and driving strategic pivots
Operational Literacy: A strong understanding of talent acquisition, workforce planning and headcount management. Experience in a high-growth corporate environment is essential

Nice To Haves

Direct experience in headcount reconciliation and financial planning
Familiarity with the full recruiting lifecycle and talent acquisition systems (e.g., Greenhouse, Workday)
Experience professionalizing an existing operational framework from an initial prototype to a global standard

Responsibilities

Workforce Planning & FP&A Integration
Strategic Reconciliations: Develop and own foundational recruiting forecast and capacity models. You will serve as the operational point of contact to FP&A analysts to ensure that hiring forecasts are aligned with Recruiting’s operational reality.
Predictive Forecasting: Lead the development of hiring forecasts. You will provide the Recruiting Leadership Team (RLT) with the data and insights needed to advise Business Unit leaders on when to activate roles, when to defer hiring and how to reallocate capacity.
Capacity Governance: Establish and maintain the standards for recruiting bandwidth. You will identify when business demand exceeds recruiter or interviewer capacity and provide the impact analysis used for trade-off discussions with senior stakeholders.
Recruiting Intelligence & Process Optimization
Root Cause Analysis: Conduct deep-dive audits into the recruiting lifecycle. You will identify specific friction points; such as late-stage requirement changes, interviewer misalignment or funnel drop-offs and quantify their impact on total hiring velocity.
Productivity Modeling: Analyze activation dates and historical time-to-fill data to provide high-accuracy projections for start dates, enabling Finance to more accurately develop forecasts and resource allocation.
Operational Advisory: Act as an internal consultant on hiring efficiency and resource allocation. When data indicates a decline in productivity, you will diagnose the cause and propose specific structural or process improvements to restore velocity. You will lead the feasibility review for strategic hiring initiatives to advise the RLT on resource requirements.
Executive Alignment & Change Management
Stakeholder Management: Participate in regular meetings with FP&A, HRBPs and Recruiting Leadership. By helping the Director of Recruiting Operations drive cross-functional workstreams, you will help ensure alignment on the hiring plan and allow Recruiting Leadership to focus on execution.
Strategic Influence: Use data to drive accountability across the business. You will be responsible for advising the Director of Recruiting Operations on hiring behaviors and roadblocks, ensuring they understand the downstream effects of talent decisions.