Talent Operations Manager

• We’re looking for a Talent Operations Manager to own the systems, data, and operating rhythm behind how Render hires
• You’ll architect our ATS, build the reporting that Talent and hiring teams rely on, and lead process changes that help us scale without losing quality
• You’ll work closely with recruiters, recruiting coordinators, hiring managers, People leaders, and external partners
• You’ll make sure our hiring data can answer the questions teams need to make better decisions
• This is a high-leverage role for someone who likes turning messy, fast-moving work into clear operating systems
• You’ll help us reduce process drift, improve candidate and interviewer experience, keep hiring data trustworthy, and give the team better visibility into what is working, what is blocked, and where we need to adjust
• We value people who are practical, systems-minded, and steady when the work gets complex
• The right person can zoom out to design how the system should work, then zoom in to improve the field, report, access role, or automation that is slowing the team down
• Architect how our ATS works across custom fields, access roles, interview plans, feedback forms, automations, integrations, and reporting foundations
• Own the reporting layer for Talent leadership and hiring teams, including dashboards, ad hoc reporting, metric definitions, and visibility into hiring plan progress
• Keep hiring data accurate and reconciled across the ATS, the hiring plan, and downstream systems so decisions get made on numbers people trust
• Turn recurring Talent Operations requests into better systems: identify patterns, improve workflows, automate repeatable work, and make the right processes self-serve
• Evaluate, procure, implement, and manage tools for sourcing, scheduling, reporting, and recruiting operations
• Build the connective tissue between systems, including API-based reporting, integrations, and automations that reduce manual work for recruiters and coordinators
• Lead process rollouts with clear documentation, training, adoption checks, and follow-through so changes stick

Benefits

• Monthly commuter stipend
• Fully stocked kitchen
• 12 weeks of paid parental leave
• 4 weeks PTO
• 100% employer-paid medical coverage and 99% employer-paid dental and vision coverage for you and all your dependents
• FSAs
• $60 per month for however you prefer to stay in shape
• $100 per month for mental health support
• Traditional or Roth 401(k) plans
• Long-term disability and life insurance
• Equity options
• Continuous learning benefits & related support
• Deep ATS expertise, particularly Ashby. You can design how the system should work, not just maintain it, across custom fields, access roles, interview plans, automations, integrations, and reporting foundations
• 5+ years in recruiting, recruiting operations, talent operations, people systems, or a similar systems and data role in a high-growth environment
• Clear written communication, strong documentation habits, high attention to detail, and good judgment in a fast-moving environment
• Proficient in Google Sheets or Excel. You can pull data together from multiple sources and turn the result into a case a cross-functional partner can follow
• Strong analytical skills. You can take a vague question, decide what data would answer it, and build the report yourself
• Experience owning data integrity across an ATS and the systems around it, including reconciling against a hiring plan or another source of truth
• Strong program and change management skills. You can roll out a new process, teach it, measure adoption, and keep the team aligned
• If this role excites you but you don’t meet every single requirement, we’d still love to hear from you—your unique experience might be just what we need
• Experience building or scaling a recruiting operations function at a post-Series B/C company
• Experience supporting technical recruiting teams or high-volume engineering hiring
• AI fluency, with good judgment about where AI helps, where it adds risk, and what checks are needed before others rely on the output
• Hands-on experience with the Ashby API or ATS-based reporting
• Exposure to headcount planning or headcount management systems