Recruiting & Talent Management

DataDrone Inc.; Cheyenne, Northern (WY, KY); Hybrid; USD 90,000 - 115,000; Full time

Job summary

DataDrone Inc. is seeking a Recruiting & Talent Operations lead to own the talent pipeline across practices. You’ll manage Apply Now intake, drive exercise-based assessments, and deliver fast, well-informed decisions. This role emphasizes speed, clarity, and outcomes over resumes alone.

You’ll automate intake and screening with AI tools, build multi-practice pipelines, and partner with onboarding to ensure clean handoffs. A strong bias for action is essential.

Qualifications

• Hands-on depth in recruiting, sourcing, or talent operations.
• Experience running a candidate pipeline from intake to offer.
• Strong sourcing instincts across channels.
• Fast mover who keeps candidates informed and engaged.
• Judges work product, not resumes alone; no ghosting.

Responsibilities

• Source candidates and build the talent pipeline for pods.
• Own the Apply Now intake and exercise-first candidate workflow.
• Send role exercises, review work, and drive timely decisions.
• Keep candidates moving with clear status updates.
• Hand winners to onboarding with full context.
• Track pipeline health: sources, conversion, and time-to-decision.
• Document the recruiting playbook to scale across practices.

Skills

Recruiting

Sourcing

Talent ops

Pipeline mgmt

Tools

ATS

n8n

CRM

Job description

DataDrone is an implementation partner for Zoho, Twilio Segment, ServiceNow, Qualys, and Anthropic, with a full-stack build-and-engineering capability behind it. We ship first outcomes in 45 days, we run on playbooks instead of heroics, we are heavily AI-leveraged, and we are fully remote. The Operations pod runs DataDrone's own machine. This role owns the talent pipeline — the pods that staff every practice.

What You’ll Do

You own sourcing and the talent pipeline that fills the pods: candidate workflow, the Apply Now intake, and the clean handoff into onboarding. Every role we open needs the right people fast, and you build the engine that finds them, runs them through the exercise-first process, and moves the winners into onboarding without a dropped baton. You make hiring a system — a pipeline, not a panic.

Daily Rhythm (How You Operate)

You start with the pipeline: new applicants from Apply Now, who’s mid‑exercise, who’s waiting on a decision. You move candidates through cleanly and you keep your promise — a yes/no within five business days. You source actively for the pods that need depth. You send role exercises and review the work, because here the work is the conversation, not the resume. You hand winners to onboarding with full context. No status theater — a stalled candidate gets a decision, not silence.

Key Responsibilities

• Source candidates and build the talent pipeline for the pods
• Own the Apply Now intake and the exercise‑first candidate workflow
• Send role exercises, review the work, and drive clean decisions on cadence
• Keep every candidate moving — no one stuck, no one ghosted
• Hand winners to onboarding (Staff Operations) with full context
• Track pipeline health: sources, conversion, and time‑to‑decision
• Document the recruiting playbook so the pipeline scales across practices

What We’re Looking For

• Hands‑on depth in recruiting, sourcing, or talent operations
• You’ve run a candidate pipeline and an intake‑to‑offer workflow
• Strong sourcing instincts across channels
• You move fast and keep candidates informed — no ghosting
• You judge candidates on work product, not just resumes

Bonus Points For

• Experience hiring for technical and operations roles
• Familiarity with an ATS and exercise/work‑sample‑based hiring
• Exposure to building talent pipelines for multiple practices at once
• Comfort automating intake, screening, and scheduling with n8n or AI tools

The Mindset We Hire For

You believe the work is the conversation — you’d rather see what someone builds than read what they claim. You move fast and you keep your word: a five‑day yes/no is a promise, not an aspiration. If it’s not documented, it didn’t happen, so the recruiting motion is a playbook that scales beyond you. Extreme ownership of the pipeline: an open role unfilled or a candidate ghosted is your failure to fix.

Success in This Role

• 30 days — You own the Apply Now intake and candidate workflow, you’ve cleared any backlog, and every candidate has a clear status.
• 60 days — Sourcing is active for the pods that need depth, the exercise‑first process runs on cadence, and time‑to‑decision is tight and tracked.
• 90 days — Recruiting is a pipeline, not a panic: sources are measured, conversion is understood, handoffs to onboarding are clean, and the playbook scales across practices.

Tools You’ll Use

ATS / candidate tracking, the Apply Now intake and pod mailbox, sourcing channels and tools, the CRM for pipeline visibility, n8n for intake and scheduling automation, and AI tooling for screening, exercise review support, and outreach.

Why Join Us

You own the engine that staffs the company. This is a role for someone who builds a real talent pipeline and judges people by their work, not their resume. Remote, fast, playbook‑driven, and built on the principle that the work is the conversation.

Self‑Check Before You Apply

• I source and build a real talent pipeline, not a one‑off req fill
• I run an exercise‑first process and judge work over resumes
• I keep every candidate moving — no ghosting, no limbo
• I keep a five‑day yes/no as a promise
• I hand winners to onboarding with full context
• I document the recruiting motion so it scales across practices

If three or more are yes, that’s you — apply.