Responsibilities

Own relationships with hiring agencies and recruiting contractors end-to-end — sourcing, onboarding, performance tracking, and vendor management
Build and maintain capacity plans that map hiring demand to recruiter and agency supply, flagging gaps before they become blockers
Program manage surge hiring initiatives, coordinating across internal recruiters, external partners, and hiring stakeholders to keep pipelines moving
Design lightweight but durable SOPs for how we engage and manage external recruiting partners at scale
Track and report on agency and contractor performance, cost-per-hire, and fill rates — surfacing insights to improve how we deploy capacity
Transition into broader Talent Ops work over time: workflow automation, tooling, dashboards, and recruiter enablement

Requirements

Proven experience managing recruiting vendors, staffing agencies, or contractor workforces — you know how to hold external partners accountable to results
Strong program management instincts: you can run multiple workstreams simultaneously without dropping balls
Comfortable building structure where little exists — capacity models, trackers, SOPs, and reporting from scratch
Data-driven: you track what matters, spot problems early, and communicate clearly with numbers
Excellent stakeholder management — you can work across recruiting, finance, and hiring managers without friction