Senior Manager, Recruiting Operations

We are a fusion of former U.S. Special Operations cyber operators, startup engineers & operators, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools and false positives, resulting in alert fatigue, blind spots, "checkbox” sec...

At Horizon3.ai, we're building a world-class team to solve some of the hardest problems in cybersecurity. As we continue to scale globally, our People team plays a critical role in ensuring every employee has an exceptional experience—from onboarding through growth and development.

We're looking for a People Operations Manager who thrives in high-growth environments and enjoys building scalable, efficient, and employee-centric programs. This person will own and continuously improve the systems, processes, and operations that power our People function, helping us create an experience that enabl...

At Horizon3.ai, we're building a world-class team to solve some of the hardest problems in cybersecurity. As we continue to scale globally, our People team plays a critical role in ensuring every employee has an exceptional experience—from onboarding through growth and development.
We're looking for a People Operations Manager who thrives in high-growth environments and enjoys building scalable, efficient, and employee-centric programs. This person will own and continuously improve the systems, processes, and operations that power our People function, helping us create an experience that enables employees to do their best work while supporting the company's rapid growth.
Own the recruiting tech stack end to end — ATS (Ashby), interview intelligence (BrightHire), evaluate sourcing and scheduling tools — including configuration, integrations, and data integrity with a deep partnership with People Ops for approvals.
Evaluate, recommend, and implement new tooling as needs evolve; build the business case and own the rollout, not just the research.
Serve as the technical escalation point for the recruiting team on systems issues; partner with IT/Security on access, SSO, and data governance.
Drive Recruiting efficiency across all tools leveraging AI
Evaluate the recruiting vendor portfolio (ATS, assessment tools, sourcing platforms, job boards) and bring forward recommendations on selection, renewal, and termination; final decisions and budget sign-off sit with the Head of Recruiting.
Track vendor spend against usage and ROI, and build the business case when a tool should be consolidated or cut.
Audit existing recruiting workflows (requisition intake, interview scheduling, offer approvals, reporting) and redesign for scale, not just for today's headcount.
Build and maintain recruiting metrics and reporting (pipeline health, time-to-fill, funnel conversion, cost-per-hire) that leadership can actually act on.
Build and maintain meaningful dashboards for a variety of audiences across the business.
Document and standardize processes so they're resilient to team growth and turnover — not dependent on any one person's tribal knowledge.
Design workflows with an eye toward future federal/cleared hiring requirements, even while current scope is commercial-only.
Hire, manage, coach, and develop a high-performing team of Recruiting Coordinators.
Set clear performance expectations, establish career development plans, and foster a culture of operational excellence.
Ensure consistent scheduling coverage across global time zones and hiring teams.
Monitor team performance using service-level metrics and candidate experience data.
Own the end-to-end interview scheduling experience, ensuring interviews are coordinated accurately and efficiently.
Drive initiatives that improve the candidate experience throughout the hiring process.
Ensure candidates, interviewers, and hiring managers receive timely communication and support.
Partner closely with Recruiters, Hiring Managers, HR, IT, Legal, and People Operations.
Support recruiting initiatives such as interview training, hiring events, onboarding process improvements, and employer branding efforts.
Help ensure recruiting processes remain compliant with applicable employment laws and company policies
First 90 days: complete a full audit of current tools/vendor contracts and deliver a consolidation or renewal recommendation.
Automated reporting to support Hiring Manager and Recruiter partnership.
CPO reporting and visibility (examples include: conversion rates, recruiter performance, manager and interviewer capacity)
Automation and Process Improvements - how can we do more, even better than we’re doing today.
Ongoing: Reduction in time to fill, increase in candidate experience, better alignment between hiring managers and the business and stakeholders.
Leveraging AI tools to augment and make recruiter work flows faster and more efficiently.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice.
In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.

8-10+ years in recruiting operations, people analytics, or a hybrid ops/recruiting role, with experience managing vendor relationships and supporting contract negotiations.
Working knowledge of an ATS (Ashby a plus) and interview intelligence platforms, with the ability to own day-to-day administration and troubleshooting.
Experience contributing to or leading a process improvement that made a recruiting workflow more efficient or scalable.
Able to pull together a clear, data-backed recommendation when a tool should be consolidated or cut.
Experience in a security, defense, or other dual commercial/federal environment is a plus, but not required for this role's current scope.