Senior Manager, TA Operations

THE ROLE

Abnormal AI is an AI-native company, and that shapes how every function operates — including Talent Acquisition. This role owns the systems, programs, and AI initiatives that determine how TA operates at scale. You will set the direction for how AI changes recruiting workflows, own the delivery of cross-functional programs end to end, and ensure the TA tech stack and data infrastructure are built for where the business is going.

This is a senior individual contributor role. You own outcomes. You drive alignment across functions without formal authority, and you are accountable for delivery.

WHAT YOU'LL OWN

TA Roadmap & Planning

• Drive the annual TA Operations roadmap and quarterly planning cycles. Translate priorities into a sequenced plan with clear owners, milestones, and dependencies.
• Maintain leadership visibility into roadmap progress. Proactively surface risks, trade-offs, and sequencing decisions before they become blockers.

Cross-Functional Program Delivery

• Own a portfolio of cross-functional programs end to end — from scoping and planning through stakeholder alignment, execution, and retrospective.
• Serve as program lead on a major ATS implementation: define success metrics upfront, manage the plan and risk log, track work in Linear, and keep stakeholders informed at the right level of detail.
• Drive decisions across TA, People Ops, HR Tech, IT, Legal, and Finance. Identify when decisions are stalled, bring the right people to the table, and document outcomes so the work can move.
• Build and maintain stakeholder communication plans for major initiatives — including exec-level updates calibrated to what leadership needs to act.

AI Strategy & Workflow Transformation

• Own the TA AI roadmap. Identify where AI closes real gaps in recruiting workflows, scope and pilot solutions, measure impact, and drive adoption at scale across the TA org.
• Build and maintain AI-powered workflows in Claude and Cowork that reduce manual work and improve how TA operates — sourcing, scheduling, reporting, communications, and beyond.
• Partner with HR Tech, IT, and the broader People organization to evaluate AI tools, manage vendor relationships, and ensure new capabilities integrate cleanly into existing systems.
• Act as the TA team's AI champion: define what AI-native recruiting looks like at Abnormal, train and enable recruiters on new workflows, and measure adoption and outcome lift.
• Stay current on AI capabilities and adjacent tooling. Bring forward-looking recommendations to TA leadership before the need becomes obvious.

Systems & Data Infrastructure

• Own the TA tech stack. Maintain full visibility across tools, vendors, contracts, utilization, and total cost of ownership.
• Evaluate what should stay, change, or be added — and bring a recommendation backed by data every time a decision is due.
• Ensure TA data infrastructure supports accurate forecasting, reporting, and leadership decision-making. Partner with HR Tech and Analytics on integrations and data quality.

Operational Excellence

• Proactively identify where TA processes are slow, inconsistent, or manual. Define the path to fix them and own the implementation.
• Build and maintain SOPs, process documentation, and training materials that enable the TA team to operate at a higher baseline without requiring tribal knowledge.

WHAT YOU BRING

• 7+ years in program management or TA operations at a high-growth tech company, with direct experience inside a talent acquisition function. You know how recruiters work and where the friction lives.
• Proven ability to own and deliver complex, cross-functional programs. You set the plan, manage a portfolio of initiatives simultaneously, drive stakeholders to decisions, and are accountable for outcomes — not just activities.
• Demonstrated skill at influencing senior leaders and driving alignment across functions without formal authority. You know how to calibrate communications to your audience and move decisions forward.
• Hands-on AI fluency. You build and ship workflows in Claude and tools like Cowork today. You can identify where AI closes a real gap, run a pilot, measure lift, and drive adoption — not just use AI for your own work.
• Experience owning an AI project or transformation initiative: scoping it, building stakeholder buy-in, piloting it, and measuring results. You can point to a workflow you changed and the outcome that followed.
• Data-informed. You define success metrics upfront, track outcomes, and bring analysis to leadership in a form they can act on.
• Deep proficiency with TA systems: ATS platforms (Greenhouse, Ashby, Workday), interview tooling (BrightHire, ModernLoop), and the broader recruiting tech stack. Comfortable with PM tools like Linear.
• Clear, direct written communication calibrated to the audience — equally effective in a Slack message, an exec update, and a stakeholder alignment doc.

#LI-JT1