Manager, Business Recruiting (CX, Ops, G&A)

Were looking for a Manager Business Recruiting to lead a team responsible for scaling Ripplings Customer Experience Operations and G&A functions across NAMER.

This is a high-impact leadership role at the center of Ripplings growth. Youll lead an existing team of recruiters partner closely with business leaders and build the operating cadence talent strategy and performance culture required to hire exceptional people at speed and quality.

The right person for this role is both strategic and close to the work. You know how to zoom out and design recruiting systems but you also know when to go and see digging into pipeline data hiring-manager behavior candidate conversion recruiter performance and individual process failures to understand what is really happening. You move quickly challenge assumptions directly and build teams that want to win.

Youll join a TA leadership team that is building the next version of Ripplings recruiting engine: faster more data-informed more rigorous and more deeply connected to the business.

Note on location - we will be prioritizing candidates who live within a commutable distance to our San Francisco office and able to work on a hybrid basis 1-3x per week.

• Lead coach and develop an existing team of business recruiters supporting CX Operations and G&A hiring.
• Build a high-performance team culture with clear expectations strong feedback loops and a shared desire to win.
• Partner with business leaders to translate hiring goals into focused recruiting strategies pipeline plans and execution cadences.
• Work closely with Business Sourcing to align on sourcing strategy messaging prioritization and function-specific talent-market needs.
• Use firsthand inspection of recruiter workflows funnel movement candidate quality and hiring-manager behavior to identify what is working and what needs to change.
• Analyze pass-through rates pipeline health source effectiveness recruiter productivity and process bottlenecks to improve top-of-funnel quality and hiring outcomes.
• Develop creative market-specific approaches for engaging exceptional talent across business functions.
• Advise leaders using talent-market insight competitive intelligence and recruiting data not just intuition.
• Improve data hygiene reporting discipline and recruiting operating rhythms so the team can make faster better decisions.
• Help define the metrics that matter for business recruiting then use them to continuously raise the bar on performance and productivity.
• Contribute to broader TA leadership initiatives including process improvements team standards tooling and recruiting strategy.

• 8 years of progressive experience in business recruiting ideally in high-growth high-bar environments.
• Experience leading recruiters directly and a clear track record of mentoring influencing and operating as a go-to recruiting leader with oversight of a team of 10.
• Strong judgment on what great recruiting looks like: exceptional talent identification rigorous pipeline management high-quality stakeholder partnership and disciplined execution.
• A builder mindset you enjoy creating structure improving systems moving quickly and turning ambiguity into operating clarity.
• The ability to set a high bar while genuinely investing in your teams growth and motivation.
• Strong analytical skills and comfort using recruiting data to diagnose problems influence leaders manage performance and improve outcomes.
• Experience partnering with senior business leaders and cross-functional teams preferably across distributed or global teams.
• Excellent communication skills including the ability to challenge directly and respectfully when it is best for the business.
• Strong project-management skills and the ability to drive initiatives across multiple stakeholders.
• Experience with modern recruiting systems sourcing tools and applicant-tracking workflows.
• A track record of identifying attracting and engaging exceptional recruiting talent.

Youll thrive in this role if you:

• Stay close to the details without becoming reactive.
• Move with urgency and make decisions quickly when the data is good enough.
• Challenge assumptions your own your teams and the businesss in service of better outcomes.
• Build teams that are ambitious direct resilient and accountable.
• Care deeply about both hiring quality and execution velocity.
• Are resourceful practical and willing to do unglamorous work when it moves the business forward.

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race religion color national origin ancestry physical disability mental disability medical condition genetic information marital status sex gender gender identity gender expression age sexual orientation veteran or military status or any other legally protected characteristic.

Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation please email

Rippling highly values employees working in-office to foster collaboration velocity and company culture. For office-based employees employees who live within a 40-mile radius of a Rippling office Rippling considers working in the office at least three days a week under current policy to be an essential function of the employees role.

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