Recruiting Operations Specialist

About this role

ABOUT MERCOR

Mercor's mission is to organize human intelligence to power the AI economy. We're a leading AI data company, building the layer between human expertise and frontier models. Millions of domain experts on the platform are paid over $4 million per day to train frontier AI models. Mercor's APEX benchmark family measures AI's real-world impact on professional work. Mercor Enterprise brings this same infrastructure to Fortune 500 companies: helping companies capture how their best people actually work, translating that expertise directly back into agents.

Mercor is creating a new category of work where expertise powers AI advancement. Achieving this requires an ambitious, fast-paced and deeply committed team. You’ll work alongside researchers, operators, and AI companies at the forefront of shaping the systems that are redefining society. Mercor is a profitable Series C company valued at $10 billion. We work in-person five days a week in our San Francisco, NYC, or London offices.

ABOUT THE ROLE

As the Recruiting Operations Specialist for Mercor NYC, you will own the operational core of how we hire — scheduling, Ashby, candidate experience, and on-sites — and you will be expected to automate the parts that shouldn’t require a person. Your remit is to define the core workflow, then build the systems that run it.

You’ll report to the Head of Talent and partner directly with hiring managers across engineering and operations. This is a New York role, in-office five days a week, in the Financial District. We’re a small team hiring fast, which means the scope is broad and your growth potential is what you make of it. The person who does this well will help define the function.

WHAT YOU'LL DO

INTERVIEW EXECUTION

- Run candidate interview experience end to end — screens, take-homes, virtual loops, and full-day onsites — across multiple teams

- Manage complex scheduling across candidates, interviewers, and hiring managers, and absorb reschedules and conflicts before they reach the candidate

- Treat interviewer capacity as a metric you own rather than a constraint you work around: track load, flag saturation before it slows a pipeline, and help scale the interviewer pool as volume grows

ASHBY AND PIPELINE INTEGRITY

- Own candidate data in Ashby — stages, tags, scorecards, written rationale — so the pipeline is trustworthy enough to make decisions from

- Build the checks rather than the cleanup: automated exception reports that surface missing feedback, stalled candidates, and inconsistent stage data before anyone notices manually

- Turn pipeline data into reporting hiring managers actually use — time-to-schedule, funnel conversion, interviewer load, offer outcomes

CANDIDATE EXPERIENCE

- Be the person candidates remember, at every stage — clear, fast, and human

- Automate the prep, not the warmth: interviewer packets, candidate prep, and follow-ups that fire on the right trigger without anyone remembering to send them

- Own post-offer coordination and the handoff into onboarding

ON-SITES AND EVENTS

- Run Superdays, candidate dinners, and networking events end to end — logistics, travel, comms, day-of execution

- We’ll partner to make the onsite a reason someone signs

BUILDING LEVERAGE

This is the part of the job we expect to grow. Over your first year, we want you to:

- Find the most repetitive work on the team and remove it — with automations, LLM workflows, Ashby’s API, or whatever gets there fastest

- Codify what our best recruiters do by hand into prompts, templates, and workflows the whole team can use

- Help us answer a question we can’t answer yet: which of our interview stages actually predict who succeeds here. We score every evaluative round 1–4 with written rationale, and nobody has tied those scores to on-the-job performance. That project is yours if you want it.

WHAT WE'RE LOOKING FOR

- 3+ years of experience in project management, recruiting operations, HR operations, or similar roles

- Fluent in an ATS (we use Ashby) and fast on unfamiliar tools

- You already use AI daily and have built something with it. A scheduling automation, a sourcing workflow, a script that cleans your own data, a prompt library your team relies on.

- Exacting attention to detail. You triple-check the time zone before you send the invite

- You treat inefficiency as a personal problem. When something breaks twice, you fix the cause instead of the instance

- Clear, direct writing — with candidates, with hiring managers, and in your Ashby notes

- High ownership. You close loops without being asked to

NICE TO HAVES

- Experience at an early-stage company in AI or high-growth tech

- Hands-on with AI and automation tooling — Claude, Cursor, Clay, Zapier, ATS APIs, or whatever you’ve actually shipped with

- SQL, or comfort in a BI tool — you pull the numbers yourself instead of asking someone for them

- You’ve designed or improved an interview process, not just run one — rubrics, scorecards, interviewer calibration

IDEAL QUALITIES

- Agility / Adaptability - ability to move fast, pivot with business shifts, and maintain best-in-class outcomes

- Operational Rigor - ability to bring order to an unstructured environment

- Growth Mindset - You don't need to be an expert on AI, but you do need to have a strong desire to learn and continue learning in a rapidly evolving, frontier industry

- Commitment to the Outcome - Ownership mentality; will hold themselves accountable to an extremely high standard of work

- Love for the Craft - we are building a zero-to-one motion; this hire will bring a low-ego attitude to the table with a genuine love for building a best-in-class talent acquisition motion

HOW THIS ROLE GROWS

We’re writing this req for someone who won’t be doing the same job in two years. As you take manual work off the team, the scope in front of you is program ownership — designing hiring processes r

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