Technical Program Manager, Recruiting Technology

Responsibilities

• Build and run the cross-team planning and operating cadence for recruiting technology: a shared roadmap, clear DRIs, sequenced dependencies, and a single source of truth on priorities and status for Recruiting leadership.
• Drive the highest-priority cross-team programs end to end, from scoping and tradeoff decisions through delivery, across teams that don't share a reporting line.
• Lead the technical interconnection work: integration across third-party platforms, internal custom tooling, and the data and analytics layer so information flows cleanly end to end.
• Partner with engineering and AI teams to bring Claude deeper into the recruiting workflow, balancing speed of adoption with the controls and human-in-the-loop design that make it trustworthy.
• Connect recruiting to company-wide planning: build the link to roadmaps across the business so headcount needs are visible early and recruiting can staff proactively.
• Own build-vs-buy and vendor evaluations where they cross team boundaries, including the security, contract, and integration tradeoffs that come with them.
• Establish the program infrastructure: governance, status reporting, risk tracking, and the escalation paths that let leadership make tradeoffs quickly.
• Help define the durable model for TPM support in the People organization, including scope, headcount, and reporting structure.

Requirements

• 6+ years of technical program management experience, with a track record of building cross-functional programs from scratch in ambiguous environments.
• Driven planning and execution across teams that don't share a reporting line, and comfortable influencing without authority.
• Technical depth in systems integration: APIs, data flows between SaaS platforms, and the tradeoffs between configuring third-party tools and building custom.
• Worked with or close to recruiting, people, or HR technology and understand how an ATS, HRIS, scheduling, and analytics stack fit together.
• Can build trust with engineers, recruiters, analysts, and executives, and translate between them.
• Genuinely excited about using AI to change how a core business function works, and curious about what recruiting looks like when frontier AI is in the loop on every step.
• Thrive when the role itself is still being defined and see shaping it as part of the job.
• Bachelor’s degree or an equivalent combination of education, training, and/or experience in a field relevant to the role.

Nice-to-Haves

• Background in recruiting operations, people analytics, or HR tech product management.
• Experience integrating AI or LLM-based tooling into operational workflows.
• Familiarity with headcount planning, workforce planning, or connecting business roadmaps to hiring plans.
• Experience teaching partner teams how to work with technical program management when the function is new to them.