Strategic Projects Lead, Recruiting

The shape of it

In the posting’s own words

We're looking for a Strategic Projects Lead to take on recruiting's most complex, cross-cutting work: the high-stakes decisions and initiatives that span many teams and don't fit neatly into any one group's remit. You'll bring the structure, coordination, and follow-through that help these get made well, and see them through as the company scales.

What it asks for · 11

• Have 8-10+ years in program management, business operations, chief of staff, or people/talent roles at a fast-growing company, with increasing scope over time
• Have been part of a talent team or partnered closely with one, and understand how recruiting operates day to day
• Think in systems: you see how the pieces connect, anticipate downstream effects, and design fixes that work across team boundaries
• Have owned several complex workstreams at once and made hard prioritization calls without much guidance
• Set the strategy and vision for your area rather than executing someone else's plan
• Create structure and clarity in genuinely ambiguous environments
• Have put AI to work in real workflows: redesigning process, automating the repetitive layer, and shipping faster
• Test the smallest version of an idea in the real world before building the big one, and say clearly what you're not doing and why
• Can lose a decision cleanly: disagree, commit, and execute with full credibility, knowing which calls are reversible and which aren't
• Have taken a big process or policy change through an organization end to end and made it stick
• Close the loop, hold the bar, and finish the unglamorous work

Also a plus

• Experience running recruiting or talent operations at global scale
• Working knowledge of recruiting compliance, like OFCCP, GDPR, and regional employment law, and how it shapes process and systems decisions
• Experience in deep-tech environments with technical recruiting complexity
• Experience operating across multiple time zones and jurisdictions

What the job covers

• Take on recruiting's biggest ambiguous bets: define the problem, ship the smallest testable version, and hand each one off as a repeatable program before moving to the next
• Own the operating rhythm across the teams that support recruiting, so we plan, review, and decide as one function
• Spot recurring friction and fix the system behind it, not just the case in front of you
• Own process design when company-wide changes run through recruiting, and drive them to real adoption with the partners who own the build and the comms
• Be recruiting's DRI for headcount and workforce planning, including hiring pace and readiness for new regions
• Own the operating standard for interviewing, like scheduling lead time and interviewer load, and lead the cross-team diagnosis when it slips
• Turn analytics into standards and simple SOPs, and build documentation a new leader could pick up without you in the room
• Keep the right people informed at the right time without becoming a bottleneck, and stay fluent in our recruiting systems and data so you can call the downstream impact of any decision

Tools and skills named

Words the posting leans on

• recruiting14×
• systems7×
• decisions5×
• calls4×
• lead4×
• process4×
• build3×
• building3×
• experience3×
• made3×
• operating3×
• program3×
• real3×
• ambiguous2×
• analytics2×
• big2×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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