Senior Program Manager, Recruiter Enablement (6-12 month term)

We are looking for a Senior Program Manager, Recruiter Enablement (6-12 months) to drive the programs, tools, and documentation that keep our Recruiting team running smoothly at scale. This senior role sits within Recruiting Operations and will own cross-functional projects, enablement programs, and systems administration so that our leaders can stay focused on RecOps strategy and roadmap, HRBP and stakeholder partnerships, team development, and longer-horizon planning on tools, headcount, and scale.

• →Own recruiting templates, documentation, and knowledge management
  Maintain and continuously improve our job description templates, intake resources, and recruiting documentation, making it easy for recruiters and hiring managers to find and follow the right process at the right time.
• →Build and maintain recruiter enablement materials
  Create and update guides, playbooks, one-pagers, and training decks that support recruiters, sourcers, coordinators, and hiring managers across the full recruiting lifecycle.
• →Lead tool and system administration for Recruiting
  Serve as a primary admin and point of contact for key recruiting tools (e.g., Greenhouse, GoodTime, BrightHire, Gem, CodeSignal), including configuration changes, permissioning, integrations, and troubleshooting in partnership with IT, vendors, and People Ops partners.
• →Run process improvement and project work in RecOps
  Scope, prioritize, and manage projects that improve our workflows (e.g., intake, interview loops, NDAs, offers, internal mobility, referral program, sign-on bonus guidelines), from problem definition through rollout, adoption, and iteration.
• →Design and deliver ongoing training and communication
  Build and deliver recurring trainings, refreshers, and office hours for recruiters, HRBPs, and hiring managers (e.g., sign-on bonus guidelines, referral program, new tools and features), ensuring processes are understood, followed, and reinforced over time.
• →Support onboarding and upskilling of recruiting team members
  Partner with Recruiting leadership to design and maintain onboarding paths, shadowing plans, and enablement content so new recruiters, sourcers, and coordinators can ramp quickly and consistently.
• →Own recruiting reporting and ad hoc data pulls
  Partner with the team to define standard views, build recurring reports, and run ad hoc data pulls (e.g., req load, funnel health, time-to-fill, source performance) that help RecOps and recruiting leadership make informed decisions.
• →Coordinate with vendors and cross-functional partners
  Manage day-to-day coordination with external vendors and internal partners (e.g., HRBPs, Finance, IT, Legal) on recruiting systems, integrations, SLAs, renewals, and feature rollouts — ensuring follow-through and clear communication.
• →Partner with the Recruiting Operations Specialist and coordinators
  Work closely with the larger RecOps team, stepping in on operational support when needed, while keeping your primary focus on program, project, and enablement ownership.

We would love to have you on our team if you have:

• 5–7+ years of experience in Recruiting Operations ideally in a fast-paced, high-growth environment supporting global or distributed teams.
• Proven experience leading cross-functional projects in recruiting or HR (e.g., new tool rollouts, workflow redesigns, program launches), with a track record of driving adoption and measurable improvements in efficiency or experience.
• Hands-on expertise with recruiting systems, including Greenhouse and at least one scheduling or interviewing platform (e.g., GoodTime, BrightHire), with comfort navigating configurations, permissions, and integrations.
• Strong documentation, communication, and enablement skills — you know how to translate complex processes into clear guides, templates, playbooks, and trainings that people actually use.
• Data fluency and systems thinking — ability to pull and interpret recruiting data, spot patterns and gaps, and propose pragmatic solutions that balance candidate experience, hiring manager needs, and operational scalability.
• High ownership and service mindset, with the ability to prioritize across competing projects, manage a roadmap, and build trust with recruiters, HRBPs, hiring managers, and cross-functional partners.