Talent Acquisitions Operations Manager

Organizations everywhere struggle under the crushing costs and complexities of “solutions” that promise to simplify their lives. To create a better experience for their customers and employees. To help them grow. Software is a choice that can make or break a business. Create better or worse experiences. Propel or throttle growth. Business software has become a blocker instead of ways to get work done. There’s another option. Freshworks. With a fresh vision for how the world works.
At Freshworks, we build uncomplicated service software that delivers exceptional customer and employee experiences. Our enterprise-grade solutions are powerful, yet easy to use, and quick to deliver results. Our people-first approach to AI eliminates friction, making employees more effective and organizations more productive. Over 72,000 companies, including Bridgestone, New Balance, Nucor, S&P Global, and Sony Music, trust Freshworks’ customer experience (CX) and employee experience (EX) software to fuel customer loyalty and service efficiency. And, over 4,500 Freshworks employees make this possible, all around the world. Fresh vision. Real impact. Come build it with us.

Overview

We’re seeking a strategic and insights-driven Operations Manager to join our Talent Acquisition (TA) team. In this role, you will lead the design, implementation, and evolution of TA analytics, dashboards, and reporting frameworks. You’ll partner with cross-functional teams across TA, HR, Finance, and Business to deliver data-driven insights that enhance hiring effectiveness, recruiter productivity, and long-term workforce planning.
As the analytics lead for TA, you will drive data interpretation, streamline reporting processes, and help shape recruiting strategies aligned with business goals, while also influencing operational improvements with measurable outcomes..

Roles & Responsibilities

TA Metrics & Reporting

• Build and manage dashboards that track full-funnel recruiting performance: source-to-offer ratios, conversion rates, pipeline velocity, time-to-hire, position lifecycle tracking and DEI metrics.
• Automate recurring reports and build self-serve tools to empower recruiters, TA leaders, and business stakeholders.
• Standardize metric definitions and data governance to ensure reporting consistency across regions and functions.
• Incorporate TA capacity and bandwidth models to help optimize team utilization and forecast recruitment support needs.

Data Interpretation & Storytelling

• Translate raw data into actionable insights for diverse audiences including recruiters, TA leadership, and business heads.
• Communicate hiring trends, risks, and opportunities using effective visualizations and executive-ready narratives.
• Support ongoing evaluation of recruiter performance, quality-of-hire, and hiring velocity using data-driven methods.

System & Tool Integration

• Work across platforms like Greenhouse, Lever, SmartRecruiters, or Workday to extract, interpret, and visualize data.
• Partner with HRIS and TA Ops to ensure accurate ATS/HRIS data pipelines and overcome system limitations.
• Drive tool adoption by simplifying access to data and training end-users on dashboards and insights tools.

Project Management & Optimization

• Own end-to-end delivery of analytics projects—from stakeholder scoping to final delivery and adoption.
• Gather, document, and prioritize reporting needs from TA, HRBPs, and business leaders in a structured and scalable way.
• Use data to identify inefficiencies in the recruiting process and collaborate with TA Ops to design and implement solutions.
• Prepare QBR resources and performance summaries for TA Leads aligned to their respective MGMT team members.

Strategy Alignment & Change Management

• Ensure analytics frameworks support broader TA goals like headcount planning, DEI tracking, and recruiter capacity modeling.
• Communicate changes in metrics or reporting methodologies clearly to ensure buy-in and accurate usage.
• Support global reporting efforts while adhering to data privacy standards (e.g., GDPR, EEOC).

• 6–10 years of experience in data analytics or business intelligence, with at least 3 years in Talent Acquisition or People Analytics.
• Proven ability to manage multiple stakeholders and deliver analytics solutions in a high-growth or fast-paced environment.
• Experience working with recruiting metrics, reporting tools, and applicant tracking systems.
• Bachelor's or Master's degree in Data Science, Statistics, Business Analytics, Engineering, or related fields.

Key Skills

Technical & Analytical

• Expertise in TA analytics, including source effectiveness, funnel conversion, pipeline velocity, and recruiter efficiency.
• Strong skills in Excel/Google Sheets (advanced formulas, pivot tables, modeling).
• Proficiency with BI tools (e.g., Tableau, Power BI, Looker) for dashboard development and data visualization.
• Working knowledge of SQL for querying ATS/HRIS data (preferred but not mandatory).

Systems & Integration

• Familiarity with ATS/HRIS platforms like Greenhouse, Lever, SmartRecruiters, or Workday.
• Understanding of reporting limitations and data structures within recruiting systems.
• Ability to drive dashboard automation and build scalable, self-serve tools for recruiting teams.

Project & Process Management

• Skilled in managing cross-functional analytics projects end-to-end.
• Experience in requirements gathering, timeline setting, and prioritization in a fast-paced environment.
• Ability to identify bottlenecks in TA workflows and implement data-backed improvements.

Communication & Business Acumen

• Strong storytelling and stakeholder engagement skills—comfortable presenting to recruiters, hiring managers, and execs.
• Understanding of how analytics drives TA goals such as DEI, recruiter productivity, and headcount planning.
• Ability to work independently in ambiguous environments and translate business challenges into data solutions.

Bonus / Differentiators

• Experience with predictive analytics (e.g., hiring forecasts, attrition modeling).
• Exposure to global hiring data and cross-regional reporting frameworks.
• Knowledge of data privacy regulations in recruitment analytics (e.g., GDPR, EEOC).

At Freshworks, we are creating a global workplace that enables everyone to find their true potential, purpose, and passion irrespective of their background, gender, race, sexual orientation, religion and ethnicity. We are committed to providing equal opportunity for all and believe that diversity in the workplace creates a more vibrant, richer work environment that advances the goals of our employees, communities and the business.