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Recruiting Operations Manager Jobs (NOW HIRING)

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 ...

Gopuff

Recruiting Operations Specialist

Philadelphia, PA · On-site

$55K - $65K/yr

As a Recruiting Operations Specialist, you will assist the team with moving candidates through the ... Manage job posting reconciliations and auditing across platforms, including applicant tracking ...

Gopuff

Recruiting Operations Specialist

Philadelphia, PA · On-site

$55K - $65K/yr

As a Recruiting Operations Specialist, you will assist the team with moving candidates through the ... Manage job posting reconciliations and auditing across platforms, including applicant tracking ...

Steno

Senior Manager, Provider Recruiting Operations

$130K - $165K/yr

Full-Time, Remote / Salary, Exempt Includes Benefits, PTO, Flexible Schedule, Equity, Steno is growing! We're looking for a Senior Manager, Provider Recruiting Operations, to join our winning team ...

Verkada

Head of Recruiting Operations

San Mateo, CA · On-site

Establish operational rigor through standardized recruiting processes, documentation, change management, and consistent execution across the recruiting organization. * Own executive recruiting ...

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Recruiting Operations Manager information

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$63.5K

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How much do recruiting operations manager jobs pay per year?

As of Aug 18, 2026, the average yearly pay for recruiting operations manager in the United States is $63,456.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,000.00 and $77,500.00 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.

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Recruiting Operations Manager jobs near you
Infographic showing various Recruiting Operations Manager job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 11% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $63,456 per year, or $30.5 per hour.

Recruiting Operations Lead

Forus Inc

New York, NY • On-site

$180K - $250K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 26 days ago

Job description

About us
Forus is building an AI-powered network that connects doctors, pharmacies, payers, and biopharma to accelerate new science to patients.
Our platform automates the complexity between a doctor prescribing a medicine and a patient starting treatment, including insurance coverage, financial assistance, and supply chain navigation. We provide this support free to doctors and patients, helping them get life-changing medicine faster, cheaper, and easier. The resulting network enables biopharma companies to design better research, launch new drugs more effectively, and invest in harder-to-treat conditions.
Forus has exceptional product-market fit and is growing rapidly through organic adoption:
  • Accelerating scale: We already support patients across more than 80% of ZIP codes and partner with 5 of the 10 largest biopharma companies in the world.
  • AI-native, durable model: Our business becomes stronger as AI improves, as every new doctor, patient, and partner makes the network more valuable.
  • Backing to build for the long term: We raised $160M+ from leading investors to build an exceptional team and unlock the full scale of the opportunity.

Our number one priority is scaling to market demand. We are looking for individuals who are high horsepower, high throughput, and hyper resourceful to help us increase capacity and grow. We move fast and need to move faster.
If we succeed, science will be the only limit to medicine.
All full-time roles are in person in New York.
About the role
As our first Recruiting Operations hire, you will build and run the operational backbone of our recruiting engine. Forus is scaling hiring quickly across technical and non-technical teams, and all of it sits on top of systems, data, tools, and processes that need a dedicated owner.
You will own our Ashby architecture, the reporting and dashboards leadership trusts, and the operating cadence that keeps recruiters and hiring managers focused on the company's most important hiring priorities. You will also build the integrations, automations, referral programs, and AI-enabled workflows that make the entire recruiting organization more effective.
This is a demanding role, with a high level of autonomy and responsibility. You will be expected to "act like an owner" and commit yourself to Forus' success. If you are low-ego, hungry to learn, and excited about intense, impactful work that drives both company growth and accelerated career progression, we want to hear from you.
If you join, you will:
  • Own Forus's Ashby architecture end to end, including jobs, interview plans, workflows, permissions, automations, integrations, and data integrity
  • Produce the reporting and dashboards that become the company's source of truth for hiring progress, recruiting capacity, funnel conversion, time to hire, and source quality
  • Audit the hiring process across functions, identify where candidates are moving slowly or being lost, and drive the operational changes required to fix it
  • Translate company headcount plans and changing business priorities into search prioritization, recruiter capacity plans, hiring forecasts, and clear operating cadences
  • Develop the processes, templates, playbooks, and service standards that help recruiters and hiring managers run rigorous searches consistently
  • Own the recruiting technology stack beyond Ashby, including scheduling and sourcing platforms, Slack integrations, referral tools, and AI products such as Clay or Juicebox
  • Build and continuously improve company-wide referral programs, making it easy for employees to identify, submit, engage, and track exceptional candidates
  • Surface the trends, risks, and bottlenecks that are not obvious from a dashboard, and synthesize them into clear recommendations for recruiting and company leadership

We're looking for you if you have:
  • 3-8 years in recruiting operations, people operations, revenue operations, business operations, or another systems- and analytics-oriented role, ideally in a rapidly scaling company
  • Strong hands-on experience configuring and improving a modern ATS; direct Ashby experience is strongly preferred
  • Deep comfort with data: Excel or Sheets is table stakes, and experience with SQL, BigQuery, or a business-intelligence tool is a plus
  • Communication and influence ability to drive adoption and accountability across recruiters, hiring managers, interviewers, and senior leaders
  • A track record of moving quickly, finding shortcuts, and going to unreasonable lengths to deliver on goals
  • High NPS with your former teammates
  • Bonus: Experience standing up RecOps systems and process from scratch at an early-stage or hyper-scaling company

This is a list of ideal qualifications for this position. If you don't meet every single one of them, you should still consider applying! We're excited to work with people from underrepresented backgrounds, and we encourage people from all backgrounds to apply.
Working with us
Forus is based in New York, with our full team working out of a beautiful and spacious office in SoHo.
We run as a high-trust environment with high autonomy, which requires that everyone is fully competent and operates in line with our principles:
  • Do the math. Be rigorous, assume nothing. Break problems down and reason from the ground up. Stay open to changing your mind.
  • Resourceful optimism. Assume problems are solvable. Be audacious. Resist false constraints and push beyond the obvious before deciding.
  • Spit it out. Speak directly, invite critique, avoid equivocation. We want right answers, not comfortable ones. All killer, no filler.
  • Raise the bar. Hold a high standard for your pace and execution, and elevate the performance of the team around you. Mamba mentality.
  • Fight for users. Start with users' realities, not ours. Resist optimizing for internal convenience over user outcomes.

We provide competitive compensation with meaningful equity (for full-time employees). Everyone who joins will be a major contributor to our success, and we reflect this through ownership and pay.
We also provide rich benefits to ensure you can focus on creating impact (for full-time employees):
  • Fully covered medical, vision, and dental insurance.
  • Memberships for One Medical, Talkspace, Teladoc, and Kindbody.
  • Unlimited paid time off (PTO) and 16 weeks of parental leave.
  • 401K plan setup, FSA option, commuter benefits, and DashPass.
  • Lunch at the office every day and Dinner at the office after 6:30 pm.

Our salary ranges are based on paying competitively for our company's size and industry, and are one part of the total compensation package that also includes equity, benefits, and other opportunities at Forus (for full-time employees). Individual pay decisions are ultimately based on a number of factors, including qualifications for the role, experience level, skillset, geography, and balancing internal equity.
Forus is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.

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