Talent Operations Manager - Render

At Render, we’re building the modern cloud platform for developers creating AI-native, full-stack, multi-service applications. Our mission is to eliminate the tradeoff between the power of hyperscalers and the simplicity of developer-friendly platforms—so teams can ship fast, scale reliably, and focus on their product, not infrastructure.

Unlike complex hyperscalers or ephemeral edge/serverless solutions, Render offers a developer-first experience with persistent compute, dynamic autoscaling, built-in orchestration, and observability, allowing teams to launch, scale, and manage real-world applications without writing infrastructure code or managing servers. Whether you're building LLM-powered applications, scalable SaaS products, or async processing pipelines, Render empowers teams to move fast and scale confidently from MVP to millions of users.

Our platform is trusted by over 7 million developers worldwide and continues to grow rapidly. Total funding stands at $260M to accelerate our vision of making cloud infrastructure both powerful and intuitive—designed for the speed of modern AI development.

About the Role

We’re looking for a Talent Operations Manager to own the systems, data, and operating rhythm behind how Render hires. You’ll architect our ATS, build the reporting that Talent and hiring teams rely on, and lead process changes that help us scale without losing quality.

You’ll work closely with recruiters, recruiting coordinators, hiring managers, People leaders, and external partners. You’ll make sure our hiring data can answer the questions teams need to make better decisions.

This is a high-leverage role for someone who likes turning messy, fast-moving work into clear operating systems. You’ll help us reduce process drift, improve candidate and interviewer experience, keep hiring data trustworthy, and give the team better visibility into what is working, what is blocked, and where we need to adjust.

We value people who are practical, systems-minded, and steady when the work gets complex. The right person can zoom out to design how the system should work, then zoom in to improve the field, report, access role, or automation that is slowing the team down.

What You’ll Do

• Architect how our ATS works across custom fields, access roles, interview plans, feedback forms, automations, integrations, and reporting foundations.
• Own the reporting layer for Talent leadership and hiring teams, including dashboards, ad hoc reporting, metric definitions, and visibility into hiring plan progress.
• Keep hiring data accurate and reconciled across the ATS, the hiring plan, and downstream systems so decisions get made on numbers people trust.
• Turn recurring Talent Operations requests into better systems: identify patterns, improve workflows, automate repeatable work, and make the right processes self-serve.
• Evaluate, procure, implement, and manage tools for sourcing, scheduling, reporting, and recruiting operations.
• Build the connective tissue between systems, including API-based reporting, integrations, and automations that reduce manual work for recruiters and coordinators.
• Lead process rollouts with clear documentation, training, adoption checks, and follow-through so changes stick.

What We’re Looking For

• 6+ years in recruiting, recruiting operations, talent operations, people systems, or a similar systems and data role in a high-growth environment.
• Deep ATS expertise, particularly Ashby. You can design how the system should work across custom fields, access roles, interview plans, automations, integrations, and reporting foundations.
• Strong analytical skills. Ability to take a vague question, decide what data answers it, and build the report yourself.
• Proficiency in Google Sheets or Excel. Capability to aggregate data from multiple sources into a clear case for cross-functional partners.
• Data integrity ownership. Experience maintaining data integrity across an ATS and related systems, including reconciliation against hiring plans.
• Program and change management skills. Proven ability to roll out new processes, teach them, measure adoption, and keep teams aligned.
• Clear written communication, strong documentation habits, high attention to detail, and sound judgment in a fast-paced environment.

Nice-to-Haves

• Experience building or scaling a recruiting operations function at a post-Series B/C company.
• Experience supporting technical recruiting teams or high-volume engineering hiring.
• Hands-on experience with the Ashby API or ATS-based reporting.
• Exposure to headcount planning or headcount management systems.
• AI fluency, with good judgment about where AI helps, where it adds risk, and necessary validation checks.

Benefits & Perks

• 4 weeks of paid vacation.
• 14 weeks of fully paid parental leave for all parents.
• Long-term disability, life insurance, and 401(k) plans.
• 100% employer-paid medical coverage and 99% employer-paid dental and vision coverage for you and a dependent (FSAs and HSAs available).
• Monthly lifestyle stipend for wellness, mental health, therapy, and hobbies.
• Monthly cell phone and internet subsidy.
• Home office stipends for remote employees (and commuter benefits for Bay Area staff).
• Continuous learning benefits and professional development support.