Recruiting Operations Manager

About Hex

Hex is growing our team of builders on a mission to make everyone a data person. Our platform solves key pain points with today’s data and analytics tooling, and empowers anyone to explore data using natural language, with or without code, on trusted context. Thousands of customers like Ramp , Figma , Stubhub , Anthropic, and Gamma love Hex for our beautiful UI, agentic superpowers, and boundless flexibility.

Hex has raised over $100M from leading investors like Sequoia, a16z, Snowflake and Amplify. With office hubs in San Francisco and New York, as well as remote team members throughout the US and UK, we’re a high-agency team that ships fast and has fun doing it. Check out our Intro to Hex video and employee handbook to learn more about what it’s like to work at Hex.

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.