人才系统与招聘运营构建者
Talent Systems & Recruiting Ops Builder
加入 Hire Hangar，与快速发展的全球公司合作，同时建立长期职业发展。
职位名称：人才系统与招聘运营构建者
地点：远程办公
时区：美国时区（EST–PST）
职位概述
这个职位适合一位喜欢将混乱转化为清晰、自动化招聘系统的候选人。你将打造招聘背后的“操作系统”——自动化人才搜寻、推荐、市场信号、面试准备和数据质量，使招聘人员和招聘经理能够快速行动而不影响候选人体验。你将与人才团队、运营人员和领导紧密合作，并每周推出改进方案。
主要职责
- 负责并持续优化招聘技术与自动化工具栈，以支持高数量、高质量的招聘
- 构建可扩展的人才搜寻自动化系统，为每个职位提供稳定且符合条件的候选人流
- 启动竞争对手/人才信号监控，通过 Slack 提醒关注关键市场变化（招聘高峰、裁员、新兴人才）
- 创建推荐+非正式渠道引擎，映射内部网络并突出通往候选人的温暖路径
- 自动化面试官和候选人的赋能（准备包、面试指南库、触发式消息、日历工作流程）
- 改进职业页面，更好地“讲述故事”，提高主动申请质量，并减少申请流程中的流失
- 为 ATS 数据设置保障机制（验证、异常报告、清理流程），确保报告和协作的可信度
必备资格
- 你能清晰地（用白板风格）描述你如何构建上述核心系统，并确定首先交付的内容
- 1 年以上专职搜寻员或招聘人员经验，对真正能建立人才管道的事物有敏锐直觉（而非虚荣指标）
- 具有实际操作的招聘运营经验：流程设计、工具使用、报告分析和利益相关者赋能
- 实践型建造者思维：你能够快速从想法→原型→可用的工作流程，并持续改进
- 以候选人为核心的方法：你注重清晰度、速度以及候选人和面试官的优秀体验
- 不可协商：有远程工作经验；熟练使用远程协作工具（Slack、Zoom、Google Workspace、Asana 或类似工具）；最好有与美英公司合作的经验——没有这些背景的申请将不被考虑
优先资格
- 熟悉现代招聘自动化工具（Clay、自动化平台、AI 辅助编码等）
查看英文原文
Join Hire Hangar and work with fast-growing global companies while building a long-term career.
JOB TITLE: TALENT SYSTEMS & RECRUITING OPS BUILDER
LOCATION: REMOTE
TIME ZONE: US TIME ZONES (EST–PST)
ROLE OVERVIEW
This role is for someone who loves turning chaos into clean, automated recruiting systems. You’ll build the “operating system” behind hiring—automating sourcing, referrals, market signals, interview readiness, and data quality so recruiters and hiring managers can move fast without breaking candidate experience. You’ll collaborate closely with talent, operators, and leaders—and ship improvements weekly.
KEY RESPONSIBILITIES
- Own and evolve the recruiting tech + automation stack to support high-volume, high-quality hiring
- Build scalable sourcing automation that delivers a steady flow of qualified, interested candidates per role
- Launch competitor/talent signal monitoring with Slack alerts for key market changes (hiring spikes, layoffs, emerging talent)
- Create a referral + backchannel engine that maps internal networks and highlights warm paths to candidates
- Automate interviewer and candidate enablement (prep packets, interview guide library, triggered messaging, calendar workflows)
- Improve the careers site to better “sell the story,” increase inbound quality, and reduce drop-off in the application flow
- Put guardrails around ATS data (validation, exception reporting, cleanup routines) so reporting and coordination stay trustworthy
REQUIRED QUALIFICATIONS
- You can clearly map out (whiteboard-style) how you’d build the core systems listed above and what you’d ship first
- 1+ year as a dedicated sourcer or recruiter, with strong instincts for what creates real pipeline (not vanity metrics)
- Hands-on recruiting operations experience: process design, tooling, reporting, and stakeholder enablement
- Practical builder mindset: you move from idea → prototype → working workflow fast, and keep improving it
- Candidate-first approach: you optimize for clarity, speed, and a great experience for both candidates and interviewers
- Non-negotiable: Prior remote work experience; fluent with remote collaboration tools (Slack, Zoom, Google Workspace, Asana or similar); and ideally have worked with US or UK-based companies—applications without this will not be considered
PREFERRED QUALIFICATIONS
- Familiarity with modern recruiting automation tools (Clay, automation platforms, AI-assisted coding tools)
- Ability to integrate systems using APIs/webhooks and maintain reliable workflows over time
- Experience creating dashboards and quality loops (response rates, conversion, funnel health, data integrity)
- Comfort partnering with brand/marketing to improve careers site content, SEO/AEO, and candidate conversion
TOOLS & TECHNOLOGY
Slack, Zoom, Google Workspace, Asana (or similar), ATS (Greenhouse/Lever or similar), Clay, Zapier/Make, Airtable/Notion, dashboards (Sheets/BI), APIs/webhooks, AI build tools (Cursor/Claude/v0)
PLEASE NOTE
It is crucial that you complete the application form in full. As part of the application process, you will be required to record a video. If your application is successful, you will receive an email confirming next steps—the video is the first step of the interview process. If you do not record a video, we will not be able to consider you for ANY open roles.
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