Reports to: VP of Operations | Location: Remote (US) | Type: Full-time

About the Role

ThirdChannel is launching a major retail-execution program spanning roughly 4,000 locations and requiring a field force of approximately 1,000 contractors. The Senior Workforce Strategy Lead owns the recruiting engine behind this contract end to end: designing the high-volume sourcing, qualification, and 1099 onboarding system that delivers the right contractors, in the right markets, at the right time and cost.

Critically, this is not a single-account role. You will build the playbook for this siloed, large-scale customer in a way that is documented, measurable, and reproducible — so the systems, workflows, and operating cadences you create can be lifted and applied across every other program we run. You are senior enough to architect the strategy, but you stay hands-on in the tools every week.

What You'll Own

Design and run the funnel: Build the high-volume recruiting funnel for the program, manage it against conversion, time-to-hire, and cost-per-qualified-contractor targets, and continuously diagnose and fix leaks.

Generate supply where demand exists: Own recruitment marketing and ad spend across job boards, sponsored jobs, geo campaigns, referral programs, and landing pages to keep 4,000 locations staffed.

Architect the recruiting operations stack: Evaluate, configure, and optimize the ATS / high-volume recruiting platform, including workflows, automation, stage definitions, tagging, integrations, dashboards, and compliance handoffs.

Run a disciplined 1099 onboarding process: Partner with Legal, Finance, and Operations to ensure clean contractor classification, W-9 / tax collection, contractor agreements, and background checks where applicable.

Make it reproducible: Codify everything into documented, repeatable processes, templates, and operating cadences that scale beyond this one customer to the rest of our programs.

Core Competencies

You should have proven track record of results in all five of the following areas.

1. High-Volume Funnel Management

You understand conversion rates by step, drop-off, time-to-hire, cost-per-qualified-contractor, source quality, and geo-level supply and demand. You can read a funnel, find where it is leaking, and fix it quickly.

2. Recruitment Marketing & Ad Management

You know how to use job boards, sponsored jobs, local and geo campaigns, referral programs, evergreen campaigns, landing pages, messaging tests, and budget allocation to generate contractor supply where demand exists.

3. ATS / Recruiting Operations Architecture

You are comfortable evaluating and configuring ATS and recruiting platforms — workflows, automation, stage definitions, tagging, integrations, dashboards, and compliance handoffs. Experience with high-volume, frontline, hourly, or automated recruiting tools such as Fountain, Workstream, iCIMS, or Paradox is especially relevant; familiarity with SmartRecruiters, Greenhouse, Lever, Workday Recruiting, or Jobvite is also valued.

4. 1099 Contractor Onboarding Discipline

You do not need to be legal counsel, but you must partner tightly with Legal, Finance, and Operations on contractor classification, W-9 / tax information, contractor agreements, and background checks where applicable. You understand that independent-contractor status depends on the relationship and degree of control and independence, and you know the difference between qualifying a contractor and managing an employee.

5. Hands-On Process Building

This one matters. You are senior enough to design the system, but not so senior that you only want to manage strategy. You are willing to get into the ATS, rewrite workflows, inspect bad candidate sources, test messaging, clean up dashboards, and create repeatable operating cadences yourself.

Qualifications

• 7+ years in recruiting operations, high-volume/hourly talent acquisition, or workforce strategy, with a track record of owning a funnel end to end.

• Demonstrated experience scaling a high-volume hiring or contractor program (hundreds to thousands of placements).

• Hands-on configuration experience with at least one ATS / high-volume recruiting platform (Greenhouse, Ashby, Breezy, Fountain, Workstream, iCIMS, Paradox, or similar).

• Fluency with recruiting metrics and the analytical tools to track them (dashboards, spreadsheets, reporting).

• Experience running recruitment marketing and managing ad budgets to hit supply targets.

• Working knowledge of 1099 contractor onboarding and the cross-functional partnerships it requires.

• A documentation-and-systems mindset: you build things to be repeated, not just to work once.

• Proficiency using AI tools to accelerate sourcing, candidate communications, screening support, and reporting, with sound judgment about where automation helps and where human review is required.