5 days ago

Talent Acquisition Ops & AI Enablement Manager

Backbase

Amsterdam

5 days ago

Apply

Backbase is seeking a Talent Acquisition Ops & AI Enablement Manager to own the operational backbone of their global TA function, including systems, data, workflows, and AI enablement. This remote role requires 5+ years of TA Operations experience, deep Greenhouse expertise, and a proven track record of building low-code tools and automations. You will drive the TA operating rhythm, manage the tech stack, and lead the adoption of AI-first recruiting.

AI-enabledRemoteFull-timeMid LevelGreenhouseLinkedIn Recruiter

Talent Acquisition Ops & AI Enablement Manager

Apply

AI-enabledRemoteFull-timeMid LevelGreenhouse

Salary

Not specified

Work Location

Amsterdam, North Holland, Netherlands, NL

Work Model

Remote

Experience Required

5 years

Employment Type

Full-time

Experience Level

Mid Level

Core Qualifications

Technical (Must-have)

GreenhouseLinkedIn RecruiterCRMSchedulingAssessment ToolsPower AppsRetoolGlideMakeZapiern8nLovablev0Replit AgentClaude Projects

Soft Skills

CommunicationLeadershipCuriosityPragmatismCollaboration

Preferred Qualifications

Technical (Nice-to-have)

LookerTableauModeSQL

Key Responsibilities

•Act as the strategic and operational arm to the Senior TA Manager - drive the TA operating rhythm (weekly pipeline reviews, hiring forums, leadership reporting, QBR prep), translate strategy into execution, and bring data to every key decision
•Own the full TA tech stack - Greenhouse, LinkedIn Recruiter, sourcing, CRM, scheduling, and assessments - including configuration, integrations, vendor relationships, license management, and data hygiene
•Map and continuously improve recruiter workflows, hiring manager experience, and candidate journeys - strip out manual steps, automate repetitive work, and reduce cycle time
•Build and maintain TA dashboards and reporting across pipeline health, time-to-fill, quality-of-hire, source effectiveness, recruiter productivity, and NPS - dashboards that people actually use
•Run interviewer enablement and hiring manager partnership - structured interview kits, scorecard hygiene, calibration sessions, and the training that keeps hiring quality consistent across regions
•Partner with our AI Architect to identify where AI lands first in the recruiting workflow, design pilots, get agents into recruiters' hands, train the team, measure impact, and iterate
•Build internal tools and workflow automations when the team needs them - using no-code and low-code platforms like Power Apps, Retool, or Glide, automation tools like Make, Zapier, or n8n, and AI app builders like Lovable, v0, Replit Agent, or Claude Projects
•Keep TA processes GDPR-aligned and data-minimizing across recruiters working in India, the US, EMEA, and APAC - sensible governance over AI in candidate processes, without blocking experimentation
•Translate recruiter pain into concrete AI use cases, and turn AI capability into something a working recruiter can pick up and run with

Talent AcquisitionRecruiting OperationsAI EnablementGreenhouseNo-codeAutomationRemoteFull-timeHRTechnology

Key Responsibilities

•Act as the strategic and operational arm to the Senior TA Manager - drive the TA operating rhythm (weekly pipeline reviews, hiring forums, leadership reporting, QBR prep), translate strategy into execution, and bring data to every key decision

•Own the full TA tech stack - Greenhouse, LinkedIn Recruiter, sourcing, CRM, scheduling, and assessments - including configuration, integrations, vendor relationships, license management, and data hygiene

•Map and continuously improve recruiter workflows, hiring manager experience, and candidate journeys - strip out manual steps, automate repetitive work, and reduce cycle time

•Build and maintain TA dashboards and reporting across pipeline health, time-to-fill, quality-of-hire, source effectiveness, recruiter productivity, and NPS - dashboards that people actually use

•Run interviewer enablement and hiring manager partnership - structured interview kits, scorecard hygiene, calibration sessions, and the training that keeps hiring quality consistent across regions

•Partner with our AI Architect to identify where AI lands first in the recruiting workflow, design pilots, get agents into recruiters' hands, train the team, measure impact, and iterate

•Build internal tools and workflow automations when the team needs them - using no-code and low-code platforms like Power Apps, Retool, or Glide, automation tools like Make, Zapier, or n8n, and AI app builders like Lovable, v0, Replit Agent, or Claude Projects

•Keep TA processes GDPR-aligned and data-minimizing across recruiters working in India, the US, EMEA, and APAC - sensible governance over AI in candidate processes, without blocking experimentation

•Translate recruiter pain into concrete AI use cases, and turn AI capability into something a working recruiter can pick up and run with