Recruiting Programs Lead

Responsibilities

• Own and scale early career talent program, including university relations, new grad hiring, and internship programs, building consistent, high-quality experiences across teams and locations.
• Manage the full early career recruiting lifecycle from campus and university partnerships through offer and onboarding handoff.
• Build and manage contingent worker program end to end, including vendor and staffing agency management, to ensure consistent, compliant, high-quality engagements.
• Manage contingent talent through a Vendor Management System (VMS), including requisitions, worker tracking, and spend visibility.
• Partner cross-functionally with Legal, Finance, internal applications, and Engineering teams to ensure programs align with business objectives and regulatory requirements.
• Analyze program data and metrics (time-to-fill, pipeline health, contingent workforce spend and compliance risk) to identify trends, bottlenecks, and opportunities.
• Drive automation across both programs (requisition approvals, candidate communications, vendor onboarding, training/compliance tracking, reporting).

Requirements

• Bachelor’s degree and 6+ years of experience in recruiting operations, talent acquisition, or people program management roles with demonstrated stakeholder management experience.
• Proven track record of building and scaling an early career talent program, including university relations, new grad hiring, and internship programs.
• Proven success building and managing a contingent worker program, including vendor/staffing agency management and day-to-day use of a VMS.
• Solid understanding of employment law and compliance requirements as they relate to contingent workforce management, particularly in California.
• Strong program management background with the ability to design and optimize processes, integrate feedback, and communicate outcomes across all levels.
• Strong analytical mindset with experience using recruiting and workforce data to drive program improvements.

Nice-to-Haves

• Experience with VMS platforms; Flextracks is preferred.
• Knowledge of other contingent worker types and experience working with Employers of Record (EORs).
• Experience in high-growth technology companies, particularly in automotive or autonomous vehicle industries.
• Direct involvement in scaling recruiting or talent operations from early-stage startups to larger organizational structures.
• Experience with ATS platforms that translate data to insights and actions.
• Background in change management or organizational development.