Recruiting Operations
Job description
About the role
This role blends process architect, analyst, and hiring manager whisperer to remove bottlenecks for recruiters and hiring managers. It shapes how the recruiting function scales from here.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Ownership of Ashby is practiced end-to-end, covering pipeline configuration, stage definitions, scorecards, automations, and integrations with scheduling and sourcing tools, so breakdowns are fixed quickly and improvements launch fast when issues or better options appear.
Audits of candidate movement across every function reveal fast paths, stalls, and unexpected losses to streamline flow.
Requirements
The posting states a bachelor's degree requirement. Little to no recruiting experience is required, though a background in sales, operations, finance, or analyst-type roles helps to interpret needs.
Outcomes are owned individually, with goals prioritized over activity to focus effort on what moves the funnel.
Fast execution is combined with precision to avoid errors while maintaining speed for time-sensitive hiring.
Coachability is shown by absorbing feedback and iterating quickly to refine processes.
Grit is demonstrated through resilience, focus, and relentless pursuit of results in a demanding workflow.
Curiosity drives the study of top performers to uncover what makes them elite, informing better hiring decisions.
A degree requirement is stated as part of the baseline qualifications for the role.
Nice to have
A background in sales, operations, finance, or analyst-type roles is preferred for quicker ramp impact.
Skills & tools
Ashby is managed end-to-end, including pipeline configuration, stage definitions, scorecards, automations, and integrations that connect scheduling tools, sourcing platforms, and LinkedIn Recruiter.
Practical notes
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Roles in sales operations and recruiting operations often blend analytics with process design to align stakeholders. Mastery of recruiting platforms and data dashboards defines effectiveness in this field for decision clarity. Strong written communication supports clear alignment with hiring stakeholders across teams. Fast learning cycles help adapt tools and workflows to evolving hiring needs and priorities. General comfort with technology and metrics is common in this type of role that bridges operations and hiring.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
About the company
Rilla's the leading virtual ridealong software for outside sales. Think home improvement, home builders, property managers, and other sales people who talk to customers face to face. Sales reps talk, our mobile app records their conversations, and our AI automatically transcribes and analyzes their conversations to help them improve their sales.