Director, Talent Acquisition Operationsnew

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 direct reports; build a culture of accountability, process excellence, and service orientation, aligned with Socure’s values and leadership behaviors.

• Partner with TA pillar leads (Engineering, Commercial/GTM, Product/DS/FinOps) to balance coordinator support, manage capacity, and ensure operational coverage for high‑volume or high‑priority campaigns.

Cross‑Functional Partnership & Governance

• Collaborate with People Partners, FP&A, and the Headcount/Workforce Planning team to ensure alignment between hiring plans, requisition activity, and budget; provide operational input to workforce planning and scenario modeling.

• Partner with People Operations, Legal, and Compliance on recruiting‑related risk and controls (documentation, audits, EEO/OFCCP alignment, no‑recruit states, background checks, data privacy), ensuring policies are operationalized within TA processes and systems.

• Act as a thought partner to TA and People leadership on TA operating model evolution (pod structure, capacity planning, sourcing strategy, future sourcing function), helping to translate strategy into concrete workflows, tools, and metrics.

Who You Are

• 10–12+ years of progressive experience in Talent Acquisition, Recruiting Operations, or People Operations, including significant time owning recruiting processes and technology in high‑growth or complex environments.

• 4+ years in a people‑leadership role (Senior Manager/Director level) overseeing recruiting operations, recruiting coordination, or multi‑program TA portfolios (e.g., employer brand, early career).

• Demonstrated success designing and scaling recruiting processes, tools, and SOPs that improve speed, quality of hire, and experience across multiple job families and locations.

• Proven experience owning or co‑owning an ATS and recruiting tech stack (e.g., Ashby preferred) including evaluation, implementation, integrations, and change management.

• Strong track record using recruiting analytics and dashboards to manage performance, tell clear stories to senior stakeholders, and drive continuous improvement in KPIs.

• Experience leading or partnering on programs such as university recruiting, employer branding, referral programs, and/or immigration program design.

Skills & Competencies

• Deep operational and process design skills, with the ability to map complex workflows, identify failure modes, and design practical, scalable solutions across multiple stakeholder groups.

• Advanced systems fluency across ATS (Ashby), HRIS (e.g., Workday), scheduling tools, and collaboration platforms; comfort leveraging AI‑enabled tools for sourcing, scheduling, documentation, and analytics.

• Strong analytical skills: able to define meaningful TA metrics, interpret funnel patterns, and translate data into prioritized experiments, trade‑offs, and business recommendations.

• Excellent stakeholder management and communication skills; able to influence TA leaders, People leadership, Finance, Legal, and business executives toward consistent, data‑backed decisions and process adoption.

• Demonstrated commitment to diversity, equity, and inclusion in hiring, with experience building structured, bias‑aware processes and ensuring diverse candidate slates and equitable decision‑making.

• People leadership aligned to Socure’s Leadership Competencies: builds and develops high‑performing teams; communicates effectively; makes data‑informed decisions; drives strategy and execution; and leads through change in a fast‑moving environment.

Education

• Bachelor’s degree in Human Resources, Business, Operations, or a related field required; advanced degree or HR/Talent Acquisition certifications (e.g., SHRM‑CP/SCP, PHR, talent acquisition–specific credentials) preferred.

Socure is an equal opportunity employer that values diversity in all its forms within our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
If you need an accommodation during any stage of the application or hiring process—including interview or onboarding support—please reach out to your Socure recruiting partner directly.

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