Sr. Recruiting Operations Specialist

The Opportunity

At Riverside Insights, we help educators grow the potential in every student by discovering the unique strengths and challenges of each learner through research-backed assessments. Great people make that work possible, and this role is how we find them, bring them in, and set the teams that hire them up to succeed.

In this role, you will do two things. First, you will recruit. You will hire for our mid to lower level roles from intake through offer, and you will build sourcing pipelines in the areas where we hire often, so outreach to strong candidates starts within 24 hours of a role opening.

Second, you will run recruiting operations. You will own our applicant tracking system and workflows, use AI agents to take manual steps out of hiring, and help hiring managers and interview teams prepare to hire well.

You will also support our other in-house recruiter by taking on parts of recruiting operations for our more senior level hires. Hiring managers will know you as the person to go to for process and recruiting operations help.

The pace is fast and the team values people who ask good questions, learn quickly, think ahead, and change course when the situation calls for it.

This role reports to the Head of Talent & Culture.

What You'll Do

• Hire end to end. Partner with hiring managers to fill mid to lower level roles from intake through offer, with a clear understanding of each position and the team it supports.
• Run our ATS. Own the setup, workflows, and day-to-day operation of our applicant tracking system so our hiring process runs consistently inside it.
• Put AI to work. Build and maintain AI agent workflows that work well, stay current as technology changes, and reduce manual steps in hiring.
• Standardize and measure. Keep hiring steps and documents consistent from role to role, and manage our hiring data and dashboard so leaders can see how hiring is going.
• Support senior-level hiring. Partner with our other in-house recruiter on more senior level searches by supporting parts of recruiting operations.
• Equip hiring managers. Run the hiring intake process, support strong hiring scorecards, create interview guides, and build resources such as case scenarios or projects; train hiring managers and interview teams to hire well.
• Be the go-to partner. Become the person hiring managers turn to for solutions on process and recruiting operations.
• Build proactive pipelines. Source for the areas where we hire often, and create a sourcing plan for every active role so direct outreach starts within 24 hours of opening.
• Keep top talent close. Find creative ways to capture the interest of top talent and stay in touch to build a strong bench.