Director, Talent Acquisition Enablement & Operations

About the Role:

The Director of Talent Acquisition Enablement & Operations is responsible for redefining how recruiting work is executed by operationalizing modern systems, automation, and AI at scale.

This role exists to challenge legacy recruiting assumptions, remove low-value human work, and design technology-enabled workflows that materially improve speed, quality, and signal clarity. Rather than preserving traditional recruiting practices, this leader focuses on replacing outdated ways of working with scalable, data-informed alternatives.

Partnering closely with TA leadership, recruiters, and technology providers, the Director translates strategic intent into new operating behaviors—often requiring experimentation, iteration, and discomfort before adoption.

This is an execution and enablement leadership role for someone who has already lived at the edge of recruiting innovation and is motivated by building what comes next, not just optimizing what already exists.

Key Outcomes:

• Elimination of low-signal, manual recruiting work through automation and system design

• Measurable increases in recruiter capacity 

• Adoption of new recruiting behaviors enabled by systems, not enforced by policy

• Tangible progress toward next-generation recruiting models defined by TA leadership

Responsibilities:

Enablement & Operating Model Execution

• Execute the Talent Acquisition strategy and operating model defined by TA leadership by designing new workflows, not reinforcing old ones

• Identify recruiting practices that persist due to habit rather than value and lead their replacement through technology and automation

• Translate strategic direction into scalable systems, processes, and decision frameworks

• Design recruiting workflows that intentionally reduce human intervention where signal quality supports automation

Recruiting Technology & Innovation Leadership

• Own day-to-day enterprise relationships with recruiting technology partners including Ashby, LinkedIn, Humanly, Jove, and emerging platforms

• Push vendors beyond default configurations to support evolving recruiting models

• Lead experimentation, pilots, and iterative adoption of new features and capabilities

• Partner with vendors to improve how candidate signals are surfaced earlier and used more effectively

Automation, AI & Signal Design

• Lead the application of AI and automation to replace repetitive recruiter tasks and improve screening and prioritization

• Establish clear principles for what should be automated, AI-assisted, or human-led

• Continuously test, refine, and evolve signal models as hiring needs change

Change Leadership Through Enablement

• Lead change through system design and enablement rather than mandate

• Accept and manage short-term resistance in service of long-term improvement

• Partner with recruiters to validate outcomes, not preserve preferences

• Balance speed, adoption, and trust while maintaining forward momentum

Enablement Artifacts, Insights & Communication

• Build workflow architectures, playbooks, operating guides, and training materials

• Develop executive-ready updates on progress, risks, and tradeoffs

• Surface insights to TA leadership to inform ongoing strategy decisions

Skills, Experience and Qualifications:

Required:

• Senior-level experience in TA enablement, recruiting systems, recruiting operations, or TA transformation roles

• Hands-on experience with Ashby ATS (or Greenhouse)

• Demonstrated success implementing AI and automation in recruiting environments

• Track record of modernizing recruiting practices

• Strong systems-thinking and workflow design capabilities

• Comfort driving change without positional authority

Strongly Preferred

• Experience with AI-driven screening or assessment platforms (e.g., Humanly)

• Enterprise-level experience with LinkedIn Recruiter

• Experience pushing vendors beyond standard use cases

• Background in product, systems, or transformation roles embedded in TA

****

We welcome your interest in being a part of our firm. We believe in giving associates progressive opportunities, actively nurturing professional growth and giving back to the community. We are dedicated to building a diverse culture where everyone has the support they need to achieve their career goals. We offer an innovative workplace and a culture that fosters camaraderie, teamwork, and work-life balance.

Our compensation reflects the cost of talent across multiple U.S. geographic markets. The base pay for this position across all U.S. geographic markets ranges from $100,000-$125,000. Pay is based on a number of factors including geographic location and may vary depending on job-related knowledge, skills, and experience. Eligibility to participate in an incentive program is subject to the rules governing the program, whereby an award, if any, depends on various factors including, without limitation, individual and organizational performance. Roles may also be eligible for additional compensation and/or benefits.

#LI-DM1

#LI-REMOTE

EOE/M-F/D/V