Recruiting Operations Specialist

What You’ll Own

Interview Execution

• Run candidate interview experience end to end — screens, take-homes, virtual loops, and full-day onsites — across multiple teams
• Manage complex scheduling across candidates, interviewers, and hiring managers, and absorb reschedules and conflicts before they reach the candidate
• Treat interviewer capacity as a metric you own rather than a constraint you work around: track load, flag saturation before it slows a pipeline, and help scale the interviewer pool as volume grows

Ashby and Pipeline Integrity

• Own candidate data in Ashby — stages, tags, scorecards, written rationale — so the pipeline is trustworthy enough to make decisions from
• Build the checks rather than the cleanup: automated exception reports that surface missing feedback, stalled candidates, and inconsistent stage data before anyone notices manually
• Turn pipeline data into reporting hiring managers actually use — time-to-schedule, funnel conversion, interviewer load, offer outcomes

Candidate Experience

• Be the person candidates remember, at every stage — clear, fast, and human
• Automate the prep, not the warmth: interviewer packets, candidate prep, and follow-ups that fire on the right trigger without anyone remembering to send them
• Own post-offer coordination and the handoff into onboarding

On-sites and Events

• Run Superdays, candidate dinners, and networking events end to end — logistics, travel, comms, day-of execution

Building Leverage

• Find the most repetitive work on the team and remove it — with automations, LLM workflows, Ashby’s API, or whatever gets there fastest
• Codify what our best recruiters do by hand into prompts, templates, and workflows the whole team can use
• Help us answer a question we can’t answer yet: which of our interview stages actually predict who succeeds here. We score every evaluative round 1–4 with written rationale, and nobody has tied those scores to on-the-job performance.

What We’re Looking For

• 3+ years of experience in project management, recruiting operations, HR operations, or similar roles
• Fluent in an ATS (we use Ashby) and fast on unfamiliar tools
• You already use AI daily and have built something with it. A scheduling automation, a sourcing workflow, a script that cleans your own data, a prompt library your team relies on.
• Exacting attention to detail. You triple-check the time zone before you send the invite
• You treat inefficiency as a personal problem. When something breaks twice, you fix the cause instead of the instance
• Clear, direct writing — with candidates, with hiring managers, and in your Ashby notes
• High ownership. You close loops without being asked to

Nice to Haves

• Experience at an early-stage company in AI or high-growth tech
• Hands-on with AI and automation tooling — Claude, Cursor, Clay, Zapier, ATS APIs, or whatever you’ve actually shipped with
• SQL, or comfort in a BI tool — you pull the numbers yourself instead of asking someone for them
• You’ve designed or improved an interview process, not just run one — rubrics, scorecards, interviewer calibration

Compensation & Benefits

• Semi-annual performance bonus structure
• Generous equity grant vested over 4 years
• $10K housing bonus (if you live within 0.5 miles of our office)
• $1.5K monthly stipend for meals
• Free Equinox membership
• $200 monthly laundry reimbursement
• $200 monthly personal wellness reimbursement
• Health, Dental, Vision insurance