Talent Acquisition Operations Manager

Req number: R8537

Employment type: Full time

Worksite flexibility: Remote

Who we are

CAI is a global services firm with over 9,000 associates worldwide and a yearly revenue of $1.3 billion+. We have over 40 years of excellence in uniting talent and technology to power the possible for our clients, colleagues, and communities. As a privately held company, we have the freedom and focus to do what is right—whatever it takes. Our tailor-made solutions create lasting results across the public and commercial sectors, and we are trailblazers in bringing neurodiversity to the enterprise.

Job Summary

We are looking for a motivated Talent Acquisition Operations Manager ready to take us to the next level! If you have extensive reporting and overall functional owner/administration experience within TA and are looking for your next career move, apply now.

Job Description

The Talent Acquisition Operations Manager is the operational and performance engine behind CAI's global TA function. The role does three things: it brings operational transparency to TA performance through clear, outcome-focused reporting; it runs the systems, process, and vendor infrastructure that keep the function running smoothly; and it drives the operational adoption of AI and recruiting technology across the team.

This is a hands-on delivery role for someone who is equally comfortable in the data and in front of stakeholders - not only administering tools, but turning what they produce into insight leaders act on. This position will be full-time and remote.

This position does not offer employment sponsorship. All candidates must be eligible to work without need for sponsorship by employer.

What You’ll Do

Performance Insight & Business Reporting

• Operationalize, maintain and evolve business-facing and internal TA reporting to support the recruiting leads and TA/HR leadership
• Own the definition and governance of TA metrics so figures are consistent, trusted, and comparable across regions and segments
• Translate data into narrative: surface what’s new and changing, what is moving the needle, what is at risk
• Deliver automated, standardized dashboards, and productionize the performance and capacity tools the function relies on

AI & Recruiting Technology Enablement

• Drive the delivery and execution of the TA technology roadmap - standing up and sequencing new capabilities (sourcing agents, voice agent, Phenom automation, future tools) in partnership with HR Strategy & Enablement - turning the roadmap into operational reality
• Own the operational rollout, adoption, and measurement of AI capabilities across TA, pairing every automation with the process redesign that makes it work
• Lead recruiter enablement and change management for new tools and workflows, so adoption is real and measured, not assumed
• Track and report the efficiency and cost-avoidance impact of AI-enabled recruiting so its value is visible to the business

Systems & Platform Ownership

• Serve as functional owner/administrator for Workday (ATS) and Phenom (CRM/career-site platform) - configuration, workflow, integrations, and user access across all regions
• Act as the primary TA liaison to IT/HRIS, partnering with the IT product manager on system issues, enhancements, and upgrades

Vendor, Spend & Tech-Stack ROI

• Manage the TA technology and media budget as a portfolio - owning source performance, cost-per-hire and cost-per-source analysis, and spend optimization against fill-rate and cost targets
• Provide the analysis that supports vendor renewals and rationalization decisions (e.g., programmatic advertising, CRM, assessments, market-intelligence tools), arming TA leadership for renewal negotiations

Process, Governance & Continuous Improvement

• Design and maintain standardized TA workflows across regions, accounting for local labor law and operational differences, and pair process redesign with automation rather than layering tools onto broken processes
• Partner with the Onboarding function to ensure a seamless handoff from offer through start date, continuously improving the candidate-to-employee experience across that transition
• Own recruiter-facing process documentation (intake, SLAs, compliance touchpoints such as reasonable-accommodation intake and background-check workflows)
• Partner with Legal/Compliance on process changes affecting candidate experience or classification

Capacity & Demand Planning

• Build and maintain recruiter capacity and throughput models to inform requisition-load balancing and coverage
• Partner with Finance/FP&A and TA leadership on requisition-volume forecasting, using demand signals from the business

Cross-Regional Coordination & Enablement

• Support consistent tool and process adoption across US and international TA teams, sustaining data hygiene and system-usage standards as day-to-day management moves local
• Provide training and enablement to recruiters on systems, process, and new capabilities

Employer Brand & EVP Operations

• Own the foundational employer-brand operations that support hiring - including Glassdoor presence - and partner with Marketing/Communications on recruitment campaigns and EVP execution

What You'll Need

Required:

• 5+ years in Talent Acquisition Operations, HR Systems, or Recruiting Analytics, including experience presenting performance insight to senior stakeholders
• Demonstrated ability to turn data into a clear performance story for business leaders - not only build reports, but tell the leader what to do with them
• Hands-on administration of Workday (ATS) required; Phenom (or comparable talent CRM) strongly preferred
• Experience owning or optimizing recruiting technology and media spend, including vendor management and renewal analysis
• Strong process-design and change-management skills, with a track record of driving real adoption of new tools and workflows
• Advanced Excel/O365 and hands-on dashboard/reporting build experience; comfort working with people-data at scale
• Experience supporting distributed or international teams and coordinating across US, India, and Philippines time zones

Preferred:

• Experience with programmatic job advertising (Appcast or similar) and assessment platforms
• Exposure to AI-enabled recruiting tools and their operational rollout
• Familiarity with staffing or professional-services recruiting environments

Physical Demands

Ability to safely and successfully perform the essential job functions. Sedentary work that involves sitting or remaining stationary most of the time with occasional need to move around the office to attend meetings, etc. Ability to conduct repetitive tasks on a computer, utilizing a mouse, keyboard, and monitor.

Reasonable accommodation statement

If you require a reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employment selection process, please direct your inquiries to application.accommodations@cai.io or (888) 824 – 8111.

EEO Statement

It is the policy of Computer Aid, Inc.(CAI) not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or because he or she is a protected veteran. It is also the policy of CAI to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.

Employees and applicants of CAI will not be subject to harassment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or because he or she is a protected veteran. Additionally, retaliation, including intimidation, threats, or coercion, because an employee or applicant has objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law is prohibited.