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Ats Implementation Jobs in California (NOW HIRING)

512Financial

Director of Human Resources

Irvine, CA

$185K/yr

Drive adoption and full utilization of HR systems, including a new HRIS/ATS implementation and learning management platforms. * Build strong, trusted relationships with field operations leaders ...

HireBetter

Human Resources Director

Costa Mesa, CA · On-site

$185K/yr

Drive adoption and full utilization of HR systems, including a new HRIS/ATS implementation and learning management platforms. * Build strong, trusted relationships with field operations leaders ...

Advantest

ATS Quality Division Manager

Lake Forest, CA · On-site

The ATS Quality Division Manager is responsible for leading and managing the development, implementation, maintenance, and evaluation of quality systems and processes throughout the ATS Business Unit.

Advantest

ATS Quality Division Manager

Lake Forest, CA · On-site

The ATS Quality Division Manager is responsible for leading and managing the development, implementation, maintenance, and evaluation of quality systems and processes throughout the ATS Business Unit.

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How much do ats implementation jobs pay per hour?

As of Aug 26, 2026, the average hourly pay for ats implementation in California is $50.73, according to ZipRecruiter salary data. Most workers in this role earn between $37.98 and $60.24 per hour, depending on experience, location, and employer.

What is ATS implementation?

ATS implementation refers to the process of setting up and integrating an Applicant Tracking System (ATS) within an organization’s recruitment workflow. This involves configuring the software to meet the company’s needs, importing or migrating data, training users, and ensuring smooth adoption among HR staff and hiring managers. A successful ATS implementation helps streamline recruitment, improve candidate management, and enhance reporting capabilities. Proper planning and customization are important to fully realize the benefits of an ATS.

What are the key skills and qualifications needed to thrive in ATS implementation?

To excel in ATS Implementation, you need a solid background in HR processes, project management, and technical aptitude, often supported by a degree in HR, IT, or business. Familiarity with leading applicant tracking systems (such as Greenhouse, iCIMS, or Workday), data migration tools, and relevant certifications like PMP or SHRM-CP are highly beneficial. Strong communication, problem-solving, and stakeholder management skills help professionals effectively gather requirements and ensure a smooth rollout. These competencies are essential to deliver seamless integrations, maximize system adoption, and support efficient recruitment workflows.

What are some common challenges faced during ATS implementation, and how can they be effectively managed?

One common challenge in ATS (Applicant Tracking System) implementation is ensuring seamless integration with existing HR systems and workflows. This often requires close collaboration with IT and HR teams to map out data migration and compatibility. Another challenge is user adoption—training staff to use the new system efficiently and addressing resistance to change is crucial. Clear communication, comprehensive training sessions, and ongoing support are essential strategies to overcome these hurdles and ensure a smooth transition.

What is the difference between Ats Implementation vs ATS Specialist?

AspectAts ImplementationATS Specialist
Primary RoleDeploying and configuring ATS software for organizationsManaging and optimizing ATS systems for recruitment processes
Required SkillsTechnical setup, project management, system integrationCandidate sourcing, system administration, data analysis
Work EnvironmentIT teams, HR departments, software vendorsHR teams, recruitment agencies, corporate HR
CertificationsATS platform certifications, project management credentialsHR certifications, ATS platform training

While Ats Implementation focuses on deploying and configuring ATS software for organizations, ATS Specialists manage and optimize these systems to improve recruitment efficiency. Both roles require familiarity with ATS platforms, but Ats Implementation is more technical and project-oriented, whereas ATS Specialists focus on ongoing system management and candidate sourcing.

What are popular job titles related to Ats Implementation jobs in California?

For Ats Implementation jobs in California, the most frequently searched job titles are:

What job categories do people searching Ats Implementation jobs in California look for?

The top searched job categories for Ats Implementation jobs in California are:

Ats Implementation jobs near you
Infographic showing various Ats Implementation job openings in California as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 15% Part Time, and 5% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $105,527 per year, or $50.7 per hour.

Manager, Talent Management

Fountain Valley, CA • On-site

Hyundai MOBIS

7.3

Company rating: 7.3 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

People enjoy working here

Good employer

Learn more about Hyundai MOBISexternal

Full-time

Re-posted 6 days ago

Job description

JOB PURPOSE

The Manager, Talent Management is responsible for leading and integrating the organization's Talent Acquisition, Performance Management, and Learning & Development functions. This role provides leadership and oversight to recruiting, performance, and learning teams, ensuring alignment across the full talent lifecycle and driving a high-performance culture aligned with business objectives.

KEY ACCOUNTABILITIES

         Lead and manage Recruiting Supervisor, Performance Lead, and Learning Lead

         Develop and execute integrated talent management strategies

         Oversee recruiting operations, workforce planning, and ATS implementation

         Oversee performance management processes including goal setting, calibration, and reviews

         Oversee learning strategy, programs, onboarding, and LMS governance

         Develop dashboards and report across ATS, LMS, and HR systems

         Drive continuous process improvement and standardization

         Lead succession planning and high-potential employee development

         Ensure compliance with federal, state, and internal policies

KEY PERFORMANCE INDICATORS

         Integration of recruiting, performance, and learning functions

         Hiring targets and recruiting efficiency metrics

         Performance review completion and calibration accuracy

         Learning effectiveness and LMS utilization

         Succession readiness for critical roles

         Reporting accuracy and dashboard quality

         Employee engagement and retention

MAJOR CHALLENGES AND KEY DECISIONS

         Aligning multiple HR functions under one strategy

         Driving system adoption (ATS, LMS)

         Managing change and resistance across the organization

         Ensuring consistency across departments

         Balancing strategic and operational priorities

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