Job Description Ancestry is scaling and we can't grow the company without growing the Talent Acquisition team and our capability. And we can't grow the Talent Acquisition team if we're still manually emailing our offer approvals and tracking candidates with spreadsheets. (Seriously, this is our current process.) So clearly, we need to operationalize. Which is why we're hiring a Head of T.A. Operations. We want to know what you know. This is your opportunity to come in with a fresh perspective and transform our hiring processes. We want you to design and implement a capacity model and recruiting process and cadence that gets all stakeholders on the same page. Are we getting the most out of Tech? What do the metrics on our careers site reveal? Are we investing in the right tools? Do we engage with candidates in a meaningful and efficient way? You tell us! You get the point - there's A LOT to do here. Trust me, you won't be bored. Why Ancestry needs you We have an amazing team but let's be honest. We're people people. We want to love data, but its hard to focus on analytics and process improvement w\/o dropping the ball on hiring! We've never hired an external T.A. Operations Leader before. We're excited to see what you bring to the table, and we're serious, we want to learn. Teach us how to fish. Teach us how to use data and systems to be even better recruiters. Teach us how to schedule and engage with candidates faster and better. We're growing quickly (as a team and a company) and there's a lot to fine tune. That's where you come in. Why you need Ancestry You're going to be our operations guru and there's a lot of responsibility for you to take on. Our executives care a lot about hiring, as an Operations Lead you're going to be the face of hiring productivity for the team. You will manage a team of 5-6 Recruiting Coordinators responsible for Candidate Experience. You'll be working cross functionally every day with folks like the Head of TA, the Head of People, FP&A and most business leaders. You're going to figure out how to scale recruiting for a 30 person team and that's no small feat, that\u2019s a big bullet point. Who you are You love consulting and business partnering, solving problems and working with recruiters and stake holders in the business. You geek out around metrics, data, and making things efficient. You're a storyteller with numbers and whip up a compelling story in Excel. You understand how important it is to connect with candidates and make this the best place on the planet to interview. We want you to dig deep and tell us what's broken, what we should be doing better and what we should do more of. Qualifications Here's the fine print: You have a minimum of 6 years\u2019 experience in Recruiting, HR, Finance or Business Analytics. We'd prefer 3 of those years to have been focused on recruiting operations or in-depth data science or analytics. You eat, live, and breathe analytics and how to enable process with technology. Recruiting and HR technology or data visualization tool experience is a big plus. You know what technology is the best for candidate experience and what enables recruiter effectiveness. You can integrate systems and processes across the People Team & Finance that will yield meaningful data to deliver results. You understand all parts of recruiting. From headcount planning to executive hiring to university programs, and from branding to talent communities. You know what to measure and why it's important. You're going to make the T.A. Team more efficient and able to hire more effectively which inevitably powers the entire company to do their best work with the best teams.
Website : http://www.ancestry.com