Director of Recruitment Operations for RPO

Position Overview The Director of Recruitment Operations for RPO leads the systems, processes, and training that power a high-performing recruiting organization. This role owns the applicant tracking system (ATS) and customer relationship management (CRM) platforms, drives clean, reliable reporting, and builds SOPs and training programs that help recruiters and hiring managers work quickly, consistently, and effectively. The Director turns raw data into clear insight, keeps daily operations running smoothly, and partners closely with company leadership and clients to make sure every part of the recruiting engine — people, process, and technology — is aligned and improving. Reports To & Team - Reports to: Chief Executive Officer (CEO) / President - Direct reports: ATS/CRM Administrator(s), Account Managers - Key partners: Recruitment leadership, Account Managers, Recruitment Marketing, and Finance/Accounting Key Results - Keep the ATS/CRM system accurate, current, and running smoothly - Publish timely, reliable reports and dashboards for leadership - Lead SOP reviews and training that keep processes simple and consistent - Automate recurring, manual work each quarter to free up recruiter time What You Will Do Systems & Operations - Own the full recruiting process from intake through offer, pre-hire checks, and onboarding handoff - Manage ATS and CRM system configuration, maintenance, fields, workflows, approvals, automations, templates, and user access - Manage client integrations with other tools, including HRIS, background check and Form I-9 platforms, scheduling, email/text, assessments, programmatic job ads, and data pipelines - Set clear Service Level Agreements (SLAs), define metrics, and write simple, easy-to-follow Standard Operating Procedures (SOPs) Data, Reporting & Analytics - Build and maintain a simple data dictionary for core metrics such as Time to Fill, funnel conversion, offer acceptance rate, and source ROI - Own data pipelines and ETL processes from the ATS/CRM and vendor systems, with QA and reconciliation checks to maintain at least 99% accuracy - Meet with clients to understand their reporting needs and build reports and dashboards that auto-generate going forward - Publish weekly report packs, Monthly and Quarterly Business Reviews (MBR/QBR), and executive scorecards - Deliver clear insights on trends, hiring vs. demand forecasts, offer decline drivers, and channel mix recommendations - Work with account managers on setting up early warning indicators for aging roles and likely offer declines, and trigger playbooks to address them Quality, Documentation & Training - Keep SOPs, intake/interview/offer templates, and checklists current and user-friendly - Design and run quality assurance (QA) practices, including spot checks on roles and candidate records, fixing root causes rather than symptoms - Manage a monthly customer QA survey and analyze feedback for improvement opportunities - Develop and deliver training programs for new and experienced recruiters, covering ATS use, process adherence, and how to read and understand reports and scorecards Vendor, Budget & Channel Management - Run RFP processes and negotiate with job boards, sourcing tools, screening and assessment platforms, and data vendors - Track contracts, renewals, and spend against budget, identifying and reporting savings - Manage vendor relationships and posting inventory; publish vendor scorecards - Improve channel mix using Cost Per Application (CPA), Cost Per Hire (CPH), conversion rates, and quality of hire Client & Stakeholder Partnership - Assist with new client onboarding to ensure a smooth transition for both the client and the internal recruiting team - Partner with recruiting leadership and account management to align SLAs, team capacity, and risk areas - Lead the operations components of MBRs and QBRs — presenting trends, insights, decisions, and clear owners with due dates - Teach stakeholders what each metr