招聘运营经理
Recruiting Operations Manager
关于 HEX
HEX 正在扩大我们的建造者团队，致力于让每个人都能成为数据专家。我们的平台解决了当前数据和分析工具中的关键痛点，并使任何人都能通过自然语言探索数据，无论是否需要编码，在可信的上下文中进行操作。Ramp、Figma、Stubhub、Anthropic 和 Gamma 等数千家客户喜欢 HEX，因为其美观的用户界面、代理式超级功能以及无限的灵活性。
HEX 已从 Sequoia、a16z、Snowflake 和 Amplify 等领先投资者处筹集了超过 1 亿美元资金。我们在旧金山和纽约设有办公室枢纽，同时还有遍布美国和英国的远程团队成员。我们是一支高自主性的团队，快速交付并享受工作过程。查看我们的 HEX 入门视频和员工手册，了解更多关于在 HEX 工作的内容。
职位简介：
作为招聘运营经理，你将负责推动 HEX 招聘的系统、流程、数据和项目。这是一个构建者角色。
你将为一个快速增长的招聘职能提供可扩展的基础设施：干净的数据、精准的报告、高效的流程，以及我们自豪的招聘体验。目标不是仅仅在负载下保持运行的流程，而是一个每季度都明显改进的招聘系统，自动化处理机械性工作，让招聘人员和招聘经理能够专注于判断、关系和成交。
你将是那个将“我们应该真正修复这个”转化为持久且被采用的流程的人。你将向人才总监汇报，并与财务、人事运营和数据团队跨职能合作。
职责内容：
设计系统
- 全面负责招聘技术栈：ATS、人才搜寻、日程安排和评估工具，包括配置、集成和供应商管理。
- 设计并持续改进从需求审批和接收，到人才搜寻、协调、录用和结束的招聘流程，尽可能地消除或自动化手动步骤。
- 做出“自建还是购买”的决策，以及“整合还是保留”的决策。决定哪些工具值得加入技术栈。
负责数据
- 构建招聘分析，真正被招聘团队用于做决策：管道健康状况、漏斗转化率、填补时间等
查看英文原文
ABOUT HEX
Hex is growing our team of builders on a mission to make everyone a data person. Our platform solves key pain points with today’s data and analytics tooling, and empowers anyone to explore data using natural language, with or without code, on trusted context. Thousands of customers like Ramp https://hex.tech/customers/ramp/, Figma https://hex.tech/customers/figma/, Stubhub https://hex.tech/customers/stubhub/, Anthropic, and Gamma love Hex https://www.g2.com/products/hex-tech-hex/reviews for our beautiful UI, agentic superpowers, and boundless flexibility.
Hex has raised over $100M from leading investors like Sequoia, a16z, Snowflake and Amplify. With office hubs in San Francisco and New York, as well as remote team members throughout the US and UK, we’re a high-agency team that ships fast and has fun doing it. Check out our Intro to Hex video https://www.youtube.com/watch?v=qAXsnrNlavk and employee handbook https://www.notion.so/hexhq/Hex-Handbook-9fff0d42860e4f70815c599e0d1664d6 to learn more about what it’s like to work at Hex.
ABOUT THE ROLE:
As Recruiting Operations Manager, you'll own the systems, processes, data, and programs that power hiring at Hex. This is a builder role.
You'll take a recruiting function that's growing fast and give it infrastructure that scales: clean data, sharp reporting, efficient workflows, and a hiring experience we're proud of. The goal isn't a process that merely holds up under load. It's a hiring system that gets measurably better every quarter, where automation handles the mechanical work so recruiters and hiring managers spend their time on judgment, relationships, and closing.
You'll be the person who turns "we should really fix this" into a durable, adopted process. You'll report to the Head of Talent and work cross-functionally with Finance, People Operations, and Data.
WHAT YOU'LL DO:
Architect the system
- Own the recruiting tech stack end to end: ATS, sourcing, scheduling, and assessment tools, including configuration, integrations, and vendor management.
- Design and continuously improve the hiring workflow from req approval and intake through sourcing, coordination, offer, and close, removing or automating manual steps wherever possible.
- Make the build-versus-buy calls, and the consolidate-versus-keep calls. Decide what earns a place in the stack.
Own the data
- Build recruiting analytics leadership actually uses to make decisions: pipeline health, funnel conversion, time-to-fill, source effectiveness, and hiring forecasts.
- Establish and enforce data hygiene and reporting standards so the numbers can be trusted, including the unglamorous work of making sure signal gets captured on candidates we pass on, not just the ones we hire.
- Partner with Finance and People on headcount planning, req management, and the operational link between the hiring plan and what's actually in the pipeline.
Ship AI and automation with architecture behind it
- Identify where AI genuinely improves the funnel, build it into the workflow deliberately, and define how we'll know whether it worked.
- Set the guardrails and build the shared, reusable set of workflows the whole team runs on, so we're not accumulating a dozen private experiments with no measurable lift.
- Be clear and opinionated about where a human stays in the loop.
Run experiments
- Treat hiring as a system with defined inputs and outputs. Test sourcing approaches, interview structures, and automations, and measure whether they improve quality and not just speed.
- Lead interviewer training, structured interview rollout, and consistency programs that raise the bar and reduce bias.
- Build the operating rhythm: dashboards, weekly reporting, QBR inputs, and real adoption of the processes you create.
Protect the candidate experience
- Own candidate experience operationally: scheduling SLAs, communication cadences, and feedback loops, so every candidate gets a smooth, high-signal process.
- Make sure the automation underneath still reads as human. Candidates should never be able to tell where the system ends and we begin. They should just notice that we were fast, clear, and prepared.
WHAT WE'RE LOOKING FOR:
- 6+ years in recruiting operations, talent operations, or a closely related People Ops, BizOps, or analytics role, including experience scaling a function at a high-growth company.
- Deep hands-on expertise with an ATS (ideally Ashby) as an admin and workflow builder, not just a user.
- Strong analytical skills. You're comfortable owning recruiting data, building dashboards, and turning funnel metrics into clear recommendations. Comfort with SQL and BI tools is a real plus.
- Evidence you build things. Internal tools, automations, prompt libraries, or workflow experiments you shipped because you saw the problem, not because someone assigned it.
- A track record of turning messy, manual processes into scalable, documented, adopted workflows. Adoption is the hard part and we'll ask about it.
- Experience implementing AI-powered recruiting automation, and a clear point of view on where it helps and where it shouldn't go.
- Sound judgment on when to automate, when to redesign the process, and when to keep it simple.
- Experience partnering with recruiters, hiring managers, and cross-functional stakeholders across Finance, People, and Data, including non-technical audiences.
- Comfort with ambiguity and a bias to action. This role shapes its own playbook as the function grows.
- Bonus: headcount planning tools, HRIS systems, and experience working alongside a data team.
In addition to our unique culture, Hex proudly offers a competitive total rewards package, including but not limited to, market-benched salary & equity, comprehensive health benefits, and flexible paid time off.
The salary range for this role is: $140,000 - $180,000
The salary range shown may be a reflection of additional factors such as geographical location and skill ranges/levels we’re open to. Placement in the salary range will be decided upon completion of the interview process, taking into account factors like leaving room for growth, internal fairness & parity, your demonstrated skills, and the depth of your experience. Our Recruiting team will be able to provide more details during the interview process.
By submitting an application the candidate consents to the use of their personal information in accordance with the Hex Privacy policy: https://learn.hex.tech/docs/trust/privacy-policy.
Hex Technologies uses AI-assisted tools as part of our application review process, including for resume screening and fraud detection. These tools help our team evaluate applications and verify applicant information. All AI-generated recommendations are reviewed by a member of our recruiting team before any hiring decision is made. No application is automatically rejected based solely on an AI tool's output.
In addition to our unique culture, Hex proudly offers a competitive total rewards package, including but not limited to, market-benched salary & equity, comprehensive health benefits, and flexible paid time off.
The salary range shown may be a reflection of additional factors such as geographical location and skill ranges/levels we’re open to. Placement in the salary range will be decided upon completion of the interview process, taking into account factors like leaving room for growth, internal fairness & parity, your demonstrated skills, and the depth of your experience. Our Recruiting team will be able to provide more details during the interview process.
By submitting an application the candidate consents to the use of their personal information in accordance with the Hex Privacy policy: https://learn.hex.tech/docs/trust/privacy-policy.