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Recruiting Operations Manager Jobs in Queens, NY

Hex Technologies

Recruiting Operations Manager

New York, NY · On-site

$120K - $150K/yr

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 ...

New

Rillet

Recruiting Operations Manager

New York, NY · On-site

$150K - $180K/yr

... manager could have asked for. Our work revolves around our customers. The people who succeed here ... Partner closely with recruiters to identify the biggest sources of friction, manual work, and ...

New

Rilla

Recruiting Operations

New York, NY · On-site

$110K - $121K/yr

The Role We're hiring a Recruiting Operations. You'll build the systems, processes, and data ... Part process architect, part analyst, part hiring manager whisperer. You're the one who builds the ...

Profound

Recruiting Operations

New York, NY · On-site

$100K - $140K/yr

Manage or lead a team of Recruiting Coordinators, owning their day-to-day priorities, growth, and performance as we scale hiring * Build and maintain a recruiting metrics dashboard that tracks time ...

Forus Inc

Recruiting Operations Lead

New York, NY · On-site

$180K - $250K/yr

... managers focused on the company's most important hiring priorities. You will also build the ... recruiting operations, people operations, revenue operations, business operations, or another ...

LHH US

Recruitment Manager

Manhattan, NY · Remote

$70 - $80/hr

This highly visible role blends recruiting leadership, operations, analytics, process improvement ... Manage recruiter capacity, hiring demand, workforce planning, and operational performance.

LHH US

Recruitment Manager

Manhattan, NY · Remote

$70 - $80/hr

This highly visible role blends recruiting leadership, operations, analytics, process improvement ... Manage recruiter capacity, hiring demand, workforce planning, and operational performance.

Yext

Recruiting Coordinator

New York, NY · Hybrid

$22 - $29.25/hr

Manage incoming Recruiting Coordination and Operations requests through Jira, upholding agreed-upon team SLAs * Learn our offer approval process in Greenhouse, with the opportunity to take on this ...

6AM City

Recruiting Director - Tax Advisory

Manhattan, NY · Hybrid

$100K - $175K/yr

... operations within a fast-paced professional services environment. This leadership role will drive ... Collaborate closely with leadership teams and hiring managers to align recruiting strategies with ...

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Recruiting Operations Manager information

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$32.3K

$66.2K

$123.7K

How much do recruiting operations manager jobs pay per year?

As of Aug 29, 2026, the average yearly pay for recruiting operations manager in Queens, NY is $66,214.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,800.00 and $80,900.00 per year, depending on experience, location, and employer.

What does a recruiting operations manager do?

A Recruiting Operations Manager oversees and streamlines the processes, systems, and strategies involved in hiring talent for a company. They manage recruitment workflows, ensure compliance with hiring policies, and implement best practices to improve candidate experience and recruiter efficiency. Their responsibilities often include managing recruiting tools and technology, analyzing hiring metrics, and collaborating with HR and hiring teams to meet organizational goals. By optimizing operations, they help organizations attract and hire top talent more effectively.

What are the key skills and qualifications needed to thrive as a recruiting operations manager?

To thrive as a Recruiting Operations Manager, you need expertise in talent acquisition processes, data analysis, project management, and a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment analytics tools is typically required, along with relevant certifications like SHRM-CP or PHR. Strong organizational skills, problem-solving abilities, and excellent communication are vital for collaborating with stakeholders and driving continuous improvement. These competencies ensure efficient recruiting workflows, data-driven decision-making, and a positive candidate experience, all of which are critical for organizational growth.

How does a recruiting operations manager typically collaborate with other departments to improve the hiring process?

A Recruiting Operations Manager frequently partners with HR, IT, hiring managers, and sometimes finance to streamline and optimize recruitment workflows. This collaboration ensures that candidate experience, compliance, and operational efficiency are prioritized. The manager may lead cross-functional meetings to assess process bottlenecks, implement new technologies like applicant tracking systems, and provide data-driven insights to support strategic decisions. Effective communication and relationship-building are key to driving improvements and ensuring alignment across teams.

What is the difference between Recruiting Operations Manager vs Talent Acquisition Specialist?

AspectRecruiting Operations ManagerTalent Acquisition Specialist
ResponsibilitiesOversees recruiting processes, manages teams, improves systems, and ensures complianceFocuses on sourcing, screening, and hiring candidates for specific roles
Required SkillsProcess management, leadership, HR systems knowledgeSourcing techniques, interviewing, candidate engagement
Work EnvironmentTypically in HR or recruiting departments, often in larger organizationsInvolved in active recruiting, often in staffing agencies or corporate HR teams
Common CertificationsHR certifications, recruiting system trainingRecruitment certifications, sourcing courses

The Recruiting Operations Manager and Talent Acquisition Specialist roles both operate within the recruiting field but differ in scope. The manager oversees recruiting processes and team management, while the specialist focuses on candidate sourcing and hiring. Understanding these differences helps organizations assign the right responsibilities and candidates to each role.

What are the most commonly searched types of Recruiting Operations jobs in Queens, NY?

The most popular types of Recruiting Operations jobs in Queens, NY are:

What job categories do people searching Recruiting Operations Manager jobs in Queens, NY look for?

The top searched job categories for Recruiting Operations Manager jobs in Queens, NY are:

What cities near Queens, NY are hiring for Recruiting Operations Manager jobs?

Cities near Queens, NY with the most Recruiting Operations Manager job openings:

Recruiting Operations Manager jobs near you
Infographic showing various Recruiting Operations Manager job openings in Queens, NY as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 13% Part Time, 1% Temporary, and 3% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $66,214 per year, or $31.8 per hour.

Recruiting Operations Manager

New York, NY • On-site

Hex Technologies
11 - 50 employees
Learn more about Hex Technologiesexternal

$120K - $150K/yr

Full-time

Medical, PTO

Posted 3 days ago

New

Job description

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: $120,000 - $150,000
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 teamevaluate 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.
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.

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