Job Description
Own the end-to-end hiring engine (≈80%) and lean People Ops (≈20%). You’ll build repeatable hiring processes, keep the bar high, and ensure smooth onboarding/payroll/compliance with minimal bureaucracy.
Talent Acquisition – ~80%
- Own full-cycle hiring: intake → sourcing → screening → structured interviews → offers → onboarding.
- Build top-of-funnel: Boolean/X-ray sourcing, talent communities, referrals, campus, niche groups.
- Drive hiring operating rhythm: weekly pipelines, SLAs, interview panels, scorecards, debriefs.
- Stand up/optimize ATS & dashboards (time-to-hire, funnel conversion, offer-accept rate).
- Run employer branding basics: crisp JDs, careers page updates, candidate comms templates.
People Operations – ~20%
- Onboarding playbooks: docs, IT checklists, buddy program, 30-60-90 plans.
- Payroll coordination with Finance (accuracy, cut-offs, pro-rata, F&F).
- HRIS hygiene (records, letters, leaves) and lightweight pol...
Talent Acquisition – ~80%
- Own full-cycle hiring: intake → sourcing → screening → structured interviews → offers → onboarding.
- Build top-of-funnel: Boolean/X-ray sourcing, talent communities, referrals, campus, niche groups.
- Drive hiring operating rhythm: weekly pipelines, SLAs, interview panels, scorecards, debriefs.
- Stand up/optimize ATS & dashboards (time-to-hire, funnel conversion, offer-accept rate).
- Run employer branding basics: crisp JDs, careers page updates, candidate comms templates.
People Operations – ~20%
- Onboarding playbooks: docs, IT checklists, buddy program, 30-60-90 plans.
- Payroll coordination with Finance (accuracy, cut-offs, pro-rata, F&F).
- HRIS hygiene (records, letters, leaves) and lightweight pol...
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