Director of Recruitment Operations for RPO

  Position Overview

The Director of Recruitment Operations for RPO leads the systems, processes, and training that power a high-performing recruiting organization. This role owns the applicant tracking system (ATS) and customer relationship management (CRM) platforms, drives clean, reliable reporting, and builds SOPs and training programs that help recruiters and hiring managers work quickly, consistently, and effectively. The Director turns raw data into clear insight, keeps daily operations running smoothly, and partners closely with company leadership and clients to make sure every part of the recruiting engine — people, process, and technology — is aligned and improving.

  Reports To & Team

• Reports to: Chief Executive Officer (CEO) / President
• Direct reports: ATS/CRM Administrator(s), Account Managers
• Key partners: Recruitment leadership, Account Managers, Recruitment Marketing, and Finance/Accounting

  Key Results

• Keep the ATS/CRM system accurate, current, and running smoothly
• Publish timely, reliable reports and dashboards for leadership
• Lead SOP reviews and training that keep processes simple and consistent
• Automate recurring, manual work each quarter to free up recruiter time

  What You Will Do

Systems & Operations

• Own the full recruiting process from intake through offer, pre-hire checks, and onboarding handoff
• Manage ATS and CRM system configuration, maintenance, fields, workflows, approvals, automations, templates, and user access
• Manage client integrations with other tools, including HRIS, background check and Form I-9 platforms, scheduling, email/text, assessments, programmatic job ads, and data pipelines
• Set clear Service Level Agreements (SLAs), define metrics, and write simple, easy-to-follow Standard Operating Procedures (SOPs)

Data, Reporting & Analytics

• Build and maintain a simple data dictionary for core metrics such as Time to Fill, funnel conversion, offer acceptance rate, and source ROI
• Own data pipelines and ETL processes from the ATS/CRM and vendor systems, with QA and reconciliation checks to maintain at least 99% accuracy
• Meet with clients to understand their reporting needs and build reports and dashboards that auto-generate going forward
• Publish weekly report packs, Monthly and Quarterly Business Reviews (MBR/QBR), and executive scorecards
• Deliver clear insights on trends, hiring vs. demand forecasts, offer decline drivers, and channel mix recommendations
• Work with account managers on setting up early warning indicators for aging roles and likely offer declines, and trigger playbooks to address them

Quality, Documentation & Training

• Keep SOPs, intake/interview/offer templates, and checklists current and user-friendly
• Design and run quality assurance (QA) practices, including spot checks on roles and candidate records, fixing root causes rather than symptoms
• Manage a monthly customer QA survey and analyze feedback for improvement opportunities
• Develop and deliver training programs for new and experienced recruiters, covering ATS use, process adherence, and how to read and understand reports and scorecards

Vendor, Budget & Channel Management

• Run RFP processes and negotiate with job boards, sourcing tools, screening and assessment platforms, and data vendors
• Track contracts, renewals, and spend against budget, identifying and reporting savings
• Manage vendor relationships and posting inventory; publish vendor scorecards
• Improve channel mix using Cost Per Application (CPA), Cost Per Hire (CPH), conversion rates, and quality of hire

Client & Stakeholder Partnership

• Assist with new client onboarding to ensure a smooth transition for both the client and the internal recruiting team
• Partner with recruiting leadership and account management to align SLAs, team capacity, and risk areas
• Lead the operations components of MBRs and QBRs — presenting trends, insights, decisions, and clear owners with due dates
• Teach stakeholders what each metric means so leadership and clients trust the numbers

Team Leadership

• Hire, guide, and develop ATS administrators, operations analysts, data analysts, and compliance specialists
• Set clear goals, run weekly huddles and one-on-ones, and build team skills in BI, SQL, automation, and data privacy
• Support sales forecasting by analyzing hiring throughput versus demand and adjusting resources accordingly
• Forecast proposal timelines based on market data, client needs, and sales team goals
• Build a collaborative, data-literate culture that partners well with delivery teams

Requirements

Qualifications

• 7+ years of recruiting experience, including: 4+ years of recruitment vendor management experience, 4+ years of proven people management, and 4+ years of recruitment training experience required.
• Proven experience completing system-wide project management and change management deliverables Experience running Recruitment Process Outsourcing (RPO) operations for more than 2 years, ideally across more than one client, preferred
• Hands-on experience with data tools such as Claude.AI, Zoom Phone and Video Management, and BI platforms; comfortable analyzing funnels and forecasts independently
• Experience managing international team members preferred
• Proven experience managing vendors and budgets across recruiting tools and channels
• Strong change leadership skills, including safe system releases, clear communication, and training at scale
• Strong writing skills and intermediate Excel proficiency
• Experience in the trades organizations or manufacturing is preferred
• Ability to multi-task and manage a large, variable workload with timely, accurate follow-through in a fast-paced environment

  Competencies

• Systems Thinking and Process Design — connects the dots and simplifies work
• Analytical Rigor and Data Integrity — trusts but verifies the numbers
• Operational Discipline and Follow-Through — closes loops and keeps promises
• Stakeholder Influence and Clear Communication — explains clearly and builds buy-in
• People Leadership and Coaching — grows talent and raises the bar
• Bias for Automation and Continuous Improvement — removes busywork and improves every month

Benefits

• 100% remote position
• Executive-level pay
• Medical, Dental and Vision
• Life Insurance
• Flexible schedule (we promote family time)
• 401(k) with company match
• Short-term Disability
• Uncapped paid vacation

We are an equal opportunity employer.