Recruiting Operations Specialist
Job description
About the role
The role scales recruiting operations for a high-growth AI company. It drives efficient processes, system management, and cross-functional coordination across the hiring lifecycle. The position supports a team building a AI platform on RISC-V technology. This specialist operates at the intersection of process and people, ensuring that recruitment workflows are robust and resilient. They own the end-to-end execution of administrative tasks that keep the talent acquisition engine running smoothly. The role demands a high level of ownership and the ability to manage complex details with precision. Success in this position is defined by the ability to create clarity and consistency in a fast-moving environment.
Key facts
What you'll do
Interview scheduling, candidate communications, and hiring documentation are managed to ensure a smooth and timely experience for candidates and hiring teams.
Recruiting systems, workflows, templates, and reporting are administered and optimized to support scalable hiring processes with consistent data.
Hiring plans, recruiting documentation, and operational reporting are built and maintained to improve visibility and decision-making for talent acquisition stakeholders.
Candidate profiles and application status are tracked with accuracy to provide real-time updates and support a transparent hiring process.
Onboarding materials and coordination tasks are prepared to facilitate seamless transitions for new hires joining the AI platform team.
Calendar management and meeting coordination are handled to align interviewers and candidates across multiple time zones and priorities.
Data integrity within recruiting platforms is maintained through meticulous updates and validation of all candidate information and process metrics.
Process maps and standard operating procedures are documented to institutionalize best practices and reduce dependency on individuals.
Cross-functional collaboration is coordinated to align talent acquisition timelines with product development and business objectives.
Continuous monitoring of recruitment metrics identifies bottlenecks and supports iterative improvements to the hiring workflow.
Requirements
Experience in recruiting coordination or talent operations within a fast-paced, high-growth technology environment ensures familiarity with high-volume hiring cycles and evolving priorities.
Exceptional organization and attention to detail enable management of multiple priorities simultaneously while maintaining accuracy in a dynamic setting.
Effective relationships with recruiters, hiring managers, and candidates are built through strong written and verbal communication.
Proficiency with applicant tracking systems such as Greenhouse, Lever, or similar recruiting platforms, along with Google Workspace, supports efficient execution of routine tasks.
A data-driven, process-oriented mindset continuously seeks opportunities to improve efficiency and candidate experience through analytical thinking.
Fluency in both English and Serbian, with strong written and verbal skills, enables precise and inclusive interaction across teams.
Practical notes
Employment is contingent on eligibility under U.S. export laws, including compliance for certain country groups.
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 talent operations often coordinate between recruiters, hiring managers, and technical teams. Success depends on clarity, consistency, and proactive problem-solving. Common tools include applicant tracking systems, communication platforms, and data dashboards. General practices in fast-growth AI companies emphasize speed, visibility, and continuous improvement in hiring workflows.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.
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
Tenstorrent is leading the industry on AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors.