Senior Talent Acquisition Program Manager

Crusoe; San Francisco (CA); Hybrid; USD 180,000 - 240,000; Full time

Benefits offered by this job

Health benefits

Paid time off

401(k) match

Mental wellness resources

Job summary

Crusoe is seeking a Senior Recruiting Operations/Program Manager to lead the evolution of our TA processes and tech stack. You will design scalable hiring workflows, advise on Ashby and Metaview implementations, and drive data-driven improvements across global regions.

You will partner with Legal, Compliance, and regional teams to ensure AI and data privacy compliance, building durable systems and measurable adoption. Strong stakeholder management and Lean/Six Sigma expertise are essential.

Qualifications

• 8+ years in recruiting operations or TA program management in a fast-growing tech company.
• Led cross-functional transformation programs from business case to launch (UAT, launch planning, adoption).
• Deep experience redesigning processes with Lean, service design, or comparable methods.
• Hands-on ATS experience (Ashby preferred) and AI/workflow automation with vendors/partners.
• Strong analytics: metrics, root causes, ROI, and data-driven investment decisions.
• Ability to align senior stakeholders and meet deadlines with clear rationale.
• Excellent written communication for technical and non-technical audiences.
• Comfort with ambiguity and high volume; take over active programs as needed.
• Bachelor's degree in related field; or equivalent experience.
• Experience in a high-growth cloud/AI infra or deep tech company with fast scaling.
• Familiarity with AI-native recruiting platforms and agentic tools.
• Experience with interview intelligence tools (e.g., Metaview) and recruiting BI.
• Experience expanding recruiting internationally with local counsel/partners.
• Change management with measurable adoption; PMP/Lean Six Sigma or similar.
• Interest in building and leading a small team as the function grows.

Responsibilities

• Own TA product strategy: roadmaps for recruiting tech stack (Ashby, Metaview).
• Design hiring workflows from requisition to onboarding handoff and global programs.
• Plan improvements as a steady, proactive part of TA operations.
• Build durable systems, not one-time fixes; automate where possible.
• Coordinate with recruiters, hiring managers and vendors without direct control.
• Advise TA leadership on tech stack roadmaps and automation opportunities.
• Partner with vendors/teams on AI tools and sustainable tech choices.
• Create a reusable framework for evaluating new tools.
• Map end-to-end candidate lifecycle and surface friction early.
• Redesign processes with Lean/Six Sigma, focusing on outcomes.
• Maintain process docs so teams can self-serve without requests.
• Develop business cases with ROI and adoption metrics post-launch.
• Define and report core recruiting metrics with Analytics.
• Support leadership reviews and executive summaries.
• Build scalable recruiting processes and localize for new regions.

Skills

Recruiting ops leadership

Program management

Cross-functional leadership

Lean Six Sigma

Change management

Stakeholder management

Analytical thinking

AI/workflow automation

Vendor partnerships

Project scoping & roadmaps

Communication (written)

Education

Bachelor's degree in Business/HR/IS

Tools

Ashby

Metaview

Recruiting analytics tools

Job description

Who you are

• 8+ years in recruiting operations, including TA program management, or product management, with experience in a fast-growing company and a history of taking on broader scope and influence
• A record of leading complex, cross-functional transformation programs from business case through launch, including UAT, communications, launch planning, and broad adoption
• Deep experience analyzing and redesigning processes with Lean, service design, or comparable methods
• Hands-on experience with ATS platforms (Ashby preferred) and the wider recruiting stack, plus experience selecting and implementing AI and workflow automation with vendors and technical partners. You have automated work you once did manually
• Strong analytical ability: defining metrics, finding root causes, building business cases, and quantifying ROI to guide investment
• The ability to hold senior stakeholders to commitments while keeping their trust. People respond to you because you are clear about what you need, the reason, and the deadline
• Excellent written communication for technical and non-technical readers alike. You can write one clear update that gets a large group moving in the same direction without a meeting
• Comfort with ambiguity and high volume, including taking over active programs where documentation is incomplete
• Humility and drive: you will happily run the pilot, and you will also fix the process that made the pilot necessary
• Bachelor's degree in Business, Human Resources, Information Systems, or a related field, or equivalent practical experience
• Experience in a high-growth cloud, AI infrastructure, or deep tech company where hiring volume and process demands scale fast
• Familiarity with AI-native or agentic recruiting platforms, including configuring them or working with engineers on custom internal tools
• Skill with interview intelligence tools (such as Metaview) and recruiting analytics or BI platforms
• Experience supporting recruiting expansion into international markets, including work with local employment counsel or regional hiring partners
• Change management experience in which a new operating model reached measurable adoption
• PMP, Lean Six Sigma, or a similar certification
• Interest in building and leading a small team as the function grows

What the job involves

• Crusoe is growing rapidly, and the way we recruit has to keep up
• Many of the practices that carried us this far, such as workflows patched together with one-off configurations, tooling choices made vendor by vendor, and process knowledge that lives with a few individuals, will not hold as hiring volume rises and we open in new countries
• We are hiring a senior owner to build what comes next
• You will be responsible for the product side of Talent Acquisition: advising on the road map for our recruiting tech stack (Ashby, sourcing tools, Metaview), the design of hiring workflows from requisition intake to onboarding handoff, and the programs that make our processes work globally
• Right now, improvements tend to happen when someone feels enough pain to raise them
• In this role, you make improvement a steady, planned part of how TA works
• The right person is a program manager who designs durable systems rather than one-time fixes, is comfortable with workflow automation and AI-enabled tools, and can keep recruiters, hiring managers, and vendors on track without having them report to you
• Advise TA leadership on the roadmap for the recruiting tech stack. Identify where automation, AI, integrations, and self-service can reduce manual work across Ashby, our sourcing tools, and Metaview
• Partner with vendors and internal partners on how AI and agentic tools can make recruiters more effective, and confirm that each technology choice is sustainable to maintain
• Create a lightweight framework for evaluating and approving new tools, since none exists today
• Map the full candidate and hiring lifecycle, from requisition intake through offer and onboarding handoff, and surface friction and duplicated effort proactively
• Redesign processes with methods such as Lean, Six Sigma, and the 5 Whys, weighing system configuration, user experience, and policy changes against the outcome you want
• Maintain current process documentation and workflow maps so that Recruiting, People Technology, and Legal can self-serve instead of submitting requests
• Write business cases that put numbers on operational impact, experience gains, and ROI, then use them to rank initiatives by impact, scalability, and strategic fit
• Work with Recruiting leadership and Analytics to define and report on core recruiting metrics, and investigate the underlying cause when a target is missed
• Support preparation of the regular metrics reviews and executive summaries TA leadership shares with the business
• Track adoption and realized ROI against each business case after launch
• Build recruiting processes and tooling that scale and meet local requirements as we enter new regions, working closely with Legal, Compliance, and regional partners
• Build local hiring regulations, data privacy, and AI compliance into designs from the start rather than adding them later
• Develop a reusable launch playbook for hiring at each new site
• Lead transformation and technology initiatives from start to finish: scoping, requirements, project plans, user acceptance testing, launch readiness, and post-launch review
• Run pilots and phased rollouts with success criteria agreed in advance, and use the results to expand, refine, or retire the initiative
• Balance the full portfolio of work against competing priorities, capacity, and timelines
• Manage risks, dependencies, and stakeholders across Recruiting, People Technology, Legal, Compliance, and the business, and clear blockers early
• Plan the communications, training, and feedback loops for every rollout. A launch only counts once people are using the new way of working
• Treat repeated manual follow-up as a signal that something needs to be automated, and replace it with a form, workflow, dashboard, or scheduled alert
• Keep the configuration, documentation, and structure of the tools and files these programs depend on in good order, and move work into proper systems wherever they exist
• Produce a playbook that any recruiter, coordinator, or program manager can follow without your involvement

Benefits

• Health & wellbeing: Comprehensive health benefits designed to support your overall wellness
• Time away: Paid time off for vacations, family bonding, and unexpected needs
• 401(k) match: Build your financial future with our 401(k) matching program
• Mental wellness: Resources and support for your emotional wellbeing and navigating life's challenges