Accountabilities:

Talent Operations Infrastructure: Take end-to-end ownership of the Rippling Applicant Tracking System (ATS), managing its architecture, data structures, templates, workflows, and automations to ensure the platform effectively supports evolving recruitment needs.
Recruiting Analytics and Reporting: Develop and maintain recruiting reports, operational funnel metrics, and executive dashboards, ensuring data accuracy, consistency, and reliability to support informed decision-making.
Process Optimization: Work directly with recruiters, interviewers, and hiring managers to identify bottlenecks, understand operational challenges, and implement practical improvements throughout the hiring process.
Continuous Improvement: Regularly evaluate recruiting workflows, measure operational efficiency, track time savings, and introduce improvements that reduce hiring friction and accelerate recruitment timelines.
AI Platform Development: Expand an existing AI-powered hiring application into a comprehensive platform serving recruiters, interviewers, and hiring managers throughout the talent acquisition process.
AI Application Engineering: Design, develop, and deploy AI-powered tools using Claude and other large language models, including intelligent agents that support candidate sourcing and coordination through Apollo and Model Context Protocol (MCP) integrations.
Production Deployment and Monitoring: Transform experimental AI prototypes into reliable production applications hosted on AWS or comparable cloud infrastructure, implementing appropriate monitoring, security controls, and operational safeguards.
Custom Integrations and Automation: Build tailored integrations between recruitment systems and other business platforms, ensuring solutions are scalable, maintainable, and aligned with long-term technical requirements.
Security and Compliance: Collaborate with IT, security, and legal teams to ensure newly developed tools and integrations meet organizational security, privacy, and compliance standards without compromising delivery speed.
Product and Project Management: Manage talent technology initiatives using structured roadmaps, prioritized backlogs, and regular product releases, ensuring development remains aligned with actual recruiting needs.
AI Fluency and Talent Development: Partner with engineering and development teams to design AI literacy and fluency programs, incorporating relevant capabilities into recruitment, interviewing, and talent assessment practices.
Technology Adoption and Enablement: Support the successful implementation of new tools through effective communication, training, documentation, and collaboration with nontechnical stakeholders.

Requirements

Professional Experience: At least 6 years of experience in recruiting operations, including hands-on ownership and administration of an ATS or HRIS, with strong knowledge of system architecture, data structures, workflows, and reporting.
High-Growth Environment: Previous experience working in a fast-paced startup or high-growth organization, with the ability to manage evolving priorities and deliver results in environments with limited documentation.
Data Analytics and Reporting: Strong analytical skills and demonstrated ability to build reports and dashboards, interpret recruitment data, identify trends, and detect data quality issues.
Process Improvement: Proven experience optimizing recruitment operations, with measurable results such as reduced administrative workload, time savings, improved candidate coordination, or shorter time-to-hire.
AI and LLM Development: Practical experience building AI-powered applications using large language models such as Claude, including agents, scheduling assistants, chatbots, workflow automation tools, or similar solutions.
Cloud Infrastructure: Experience taking AI applications from prototype to production and operating applications on AWS or a comparable cloud platform.
Technical Integration Skills: Ability to develop custom integrations and automate workflows across different platforms, with an understanding of modern APIs and emerging AI integration technologies.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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