Director, Talent Acquisition Operations

About this role

WHY SOCURE?

Socure is building the identity trust infrastructure for the digital economy — verifying 100% of good identities in real time and stopping fraud before it starts. The mission is big, the problems are complex, and the impact is felt by businesses, governments, and millions of people every day.

We hire people who want that level of responsibility. People who move fast, think critically, act like owners, and care deeply about solving customer problems with precision. If you want predictability or narrow scope, this won’t be your place. If you want to help build the future of identity with a team that holds a high bar for itself — keep reading.

JOB OVERVIEW

The Director, Talent Acquisition Operations is a senior people leader who owns all operational programs, systems, and infrastructure for Socure’s global TA function. This role designs and optimizes recruiting processes end‑to‑end, manages the recruiting coordination team, leads TA programs (university hiring, employer branding, immigration policy, surveys), and owns our recruiting technology stack, data, and analytics.

Reporting to the Head of Talent Acquisition, this leader partners closely with TA pillar leads, People Operations, People Partners, Finance, Legal, and Marketing to ensure our recruiting engine is scalable, compliant, and high-performing. They will build and maintain the operational backbone that enables recruiters to deliver excellent candidate and hiring manager experiences while meeting hiring plan commitments and DEI goals.

WHAT YOU'LL DO

TA Operations Strategy & Process Design

- Architect and continuously improve end‑to‑end recruiting workflows (intake, approvals, sourcing, interview design, debrief, offer, pre‑boarding), ensuring they are structured, equitable, and Radford‑aligned across job families and levels.

- Build and maintain TA standard operating procedures (SOPs), templates, playbooks, and SLAs for recruiters, coordinators, and hiring managers; ensure processes are documented, discoverable, and consistently adopted.

- Lead requisition governance and audit processes in partnership with People Operations and Finance (e.g., requisition hygiene, no‑recruit state compliance, data integrity, offer approvals, evergreen/temporary roles).

- Partner with People Ops and HRIS on Workday and Ashby workflows (position creation, job requisitions, postings, closing requisitions) to reduce redundant data entry and improve accuracy and speed.

Recruiting Technology, Automation & Tools

- Own the TA tech stack and roadmap (e.g., Ashby ATS, scheduling and transcription tools, AI sourcing like Juicebox, interview intelligence, assessment platforms), determining where and how to invest to increase recruiter capacity and quality of execution.

- Evaluate, select, implement, and maintain recruiting tools and integrations (Workday, HRIS, collaboration tools), including vendor relationships, contracts, and change management for TA users and hiring managers.

- Drive high adoption, data quality, and consistent usage of TA systems; design and deliver enablement so that recruiters and coordinators leverage automation, templates, and AI‑enabled features effectively.

Data, Reporting & Analytics

- Define and own core TA KPIs (e.g., time‑to‑fill, time‑to‑offer, funnel conversion, pipeline health, source effectiveness, offer acceptance, diversity indicators, interviewer feedback completion) and ensure they are reliably captured and reported.

- Build dashboards and reporting cadences (monthly/quarterly business reviews) for TA leadership, People leadership, and business stakeholders; translate data into clear narratives and prioritized actions.

- Use analytics to diagnose bottlenecks (e.g., interview reschedule rates, scorecard completion, stage drop‑offs) and run structured experiments to improve efficiency and hiring quality.

Programs: University Recruiting, Employer Brand & Immigration

- Design and own Socure’s university and early‑career recruiting programs, including target schools, hubs, events, partnerships, and conversion strategies in collaboration with TA pillar leads and business leaders.

- Partner with Marketing and Communications to define and execute TA’s employer branding strategy (careers site content, campaign assets, job templates, social/digital presence, events, internal referral campaigns), ensuring consistent messaging and alignment to Socure’s EVP and Leadership Competencies.

- Build and maintain Socure’s immigration policy in partnership with Total Rewards, Legal and external counsel: define eligibility criteria, process flows, documentation expectations, and hiring manager/recruiter guidance (Internal Mobility and attorneys own filings; this role partners with Internal Mobility on program design for recruiting).

- Own TA‑specific surveys and feedback loops (candidate NPS, hiring manager satisfaction, interviewer experience), and drive action plans to improve experiences across touchpoints.

Recruiter & Hiring Manager Enablement

- Develop and maintain reference materials and training for recruiters, coordinators, and hiring managers (intake guides, interview briefings, structured interview training, scorecard usage, debrief guidelines, headcount planning support).

- Partner with L&D and People Partners to embed Socure’s Leadership Competencies into hiring processes, interviewer training, and TA team development; champion continuous learning and change leadership within TA.

- Lead initiatives that improve structured, equitable hiring (standardized rubrics, calibrated panels, bias‑mitigation practices, consistent interview kits) across all TA pillars.

Team Leadership: Recruiting Coordination & Ops

- Manage and develop the Recruiting Coordination team and any TA Ops specialists, ensuring excellent scheduling, logistics, candidate communication, and documentation across regions and time zones.

- Set clear goals, operating rhythms, and development plans for di

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