Senior Manager Digital Recruiting

The Senior Manager – Digital Recruitment is a key leadership role within the Global Recruitment Center of Excellence (COE), responsible for enabling global and local Recruitment teams to deliver hiring outcomes efficiently, consistently, and at scale. The role partners across Recruitment, Operations, Workforce Management, Human Resources, HRIS, IT, Product, Marketing, Finance, and other functions to identify systemic barriers impacting recruitment performance and develop tools, processes, technology, automation, insights, and solutions that improve recruitment effectiveness. Currently, the role provides broad COE oversight across recruitment technology, processes, automation, analytics, hiring performance, candidate conversion, sourcing effectiveness, and recruitment efficiency. As the Global Recruitment COE operating model continues to mature, this role will have primary leadership accountability for the Recruitment Tools & Processes pillar, while partnering closely with COE leaders responsible for Fill Rate and Cost per Hire. The Senior Manager will serve as a strategic partner to Recruitment leadership, helping translate business and operational requirements into scalable solutions while driving standardization, continuous improvement, technology adoption, governance, and innovation across the global recruitment lifecycle.

Key Responsibilities:

Global Recruitment COE Leadership & Enablement

• • • • • Support the development and execution of the Global Recruitment COE strategy, priorities, and roadmap. Partner with global and local Recruitment leaders to identify systemic challenges, capability gaps, and opportunities to improve recruitment effectiveness and efficiency. Enable Recruitment teams with scalable tools, processes, automation, analytics, standards, and best practices that support successful hiring delivery. Provide consultation and guidance on complex recruitment challenges and determine where technology, process improvement, automation, analytics, or cross-functional partnership can improve outcomes. Drive alignment and consistency across global Recruitment while recognizing legitimate market, regulatory, operational, and Geo-specific requirements.

Recruitment Tools, Technology, AI & Automation

Lead the strategy, implementation, optimization, and adoption of the global recruitment technology ecosystem, including ATS/CRM platforms, AI-enabled recruitment solutions, assessment tools, sourcing technologies, candidate engagement solutions, and recruitment automation. 1 • • • • Identify opportunities to leverage AI, automation, and technology to reduce manual work, improve recruiter productivity, accelerate hiring processes, and enhance candidate experience. Evaluate existing and emerging recruitment technologies and recommend solutions based on business requirements, scalability, integration capabilities, user experience, and expected business value. Partner with IT, Product, HRIS, Data, and technology vendors to translate recruitment requirements into system capabilities and scalable solutions. Maintain visibility into recruitment technology capabilities, dependencies, limitations, and enhancement opportunities across Geos.

Global Recruitment Process Excellence • • • • • • Own and continuously evolve the global recruitment process framework across the end-to-end candidate journey, from attraction and application through screening, assessment, selection, offer, document collection, and pre-onboarding. Identify process gaps, bottlenecks, unnecessary manual activities, duplicate work, and ineffective handoffs that impact recruitment efficiency or candidate experience. Establish global process standards while identifying, documenting, and governing required Geo specific variations. Partner with Recruitment and cross-functional teams to simplify, standardize, automate, and continuously improve recruitment workflows. Ensure process changes consider upstream and downstream impacts across Recruitment, HR, Operations, WFM, HRIS, IT, Payroll, Training, and other relevant functions. Maintain appropriate process documentation, workflows, requirements, and governance standards.

Technology Roadmap, Enhancements & Implementation • • • • • • Maintain and prioritize the recruitment technology and process enhancement roadmap based on business impact, recruitment priorities, user requirements, and organizational strategy. Gather and translate requirements from Recruitment teams and Geos into clearly defined business and functional requirements. Partner with Product, IT, HRIS, Data, and vendors through solution design, development, testing, implementation, and post-launch optimization. Coordinate user acceptance testing and ensure solutions adequately address defined business requirements prior to deployment. Develop implementation and rollout approaches that allow appropriate testing, risk management, user feedback, and stabilization before broader deployment. Monitor post-implementation performance and ensure intended benefits are realized.

Recruitment Performance, Analytics & Insights • • • Monitor recruitment performance and funnel metrics to identify systemic issues, process gaps, technology opportunities, and areas requiring COE intervention. Analyze candidate conversion, recruiter productivity, process turnaround times, platform utilization, sourcing performance, and other relevant recruitment indicators. Translate recruitment data into actionable insights and recommendations for Recruitment leadership and COE initiatives. 2 • • • Partner with reporting and analytics teams to improve recruitment dashboards, data visibility, reporting consistency, and decision-making. Establish metrics to measure the effectiveness of recruitment tools and processes, including adoption, automation, efficiency, conversion, turnaround time, candidate experience, and realized business impact. Until dedicated COE pillar leadership is established, provide broader oversight and support related to Fill Rate and Cost per Hire performance and improvement initiatives.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, Management, Information Technology, or a related field preferred.
• Minimum of 7–10 years of progressive experience in Recruitment, Talent Acquisition, Recruitment Operations, Recruitment Technology, or related areas, preferably within BPO, shared services, contact center, or other large-scale/high-volume hiring environments.
• Minimum of 3–5 years of leadership, program leadership, or significant cross-functional management experience. Demonstrated experience leading recruitment transformation, recruitment technology, process improvement, automation, or large-scale change initiatives. Strong understanding of end-to-end recruitment processes and the operational dependencies that impact successful hiring delivery.
• Strong hands-on knowledge of AI-enabled recruitment platforms, ATS/CRM systems, assessment technologies, recruitment automation, sourcing platforms, and related digital recruitment solutions.
• Demonstrated ability to translate recruitment and business requirements into scalable processes, technology solutions, and implementation plans.
• Experience working across multiple countries, markets, or business units and balancing global standards with local requirements strongly preferred.
• Strong analytical capabilities, including recruitment funnel analysis, process metrics, platform performance, productivity, conversion, and recruitment performance reporting. Experience managing technology vendors and partnering with Product, IT, HRIS, Data, Finance, Procurement, and other cross-functional stakeholders. Strong program and project management capabilities with demonstrated experience managing multiple complex initiatives and dependencies simultaneously.

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