Senior Talent Operations Specialist

Reflection is a research lab making intelligence open and accessible for everyone to use, customize, and build on. We build open models that let anyone control their intelligence and help shape the future of AI. Our mission: make intelligence open and accessible to all.

We're hiring a Senior Talent Operations Specialist to own the systems and data behind hiring at Reflection, and to build the programs that make our hiring consistent and high signal as we grow from roughly 300 people to 400 this year and well beyond next. You will run our ATS and the integrations around it, and you will build the reporting that tells recruiters, hiring managers and leadership where hiring is working and where it is stuck. Working directly with the Recruiting Operations Manager, you will also turn our structured hiring and interviewer and hiring manager training into working tools, materials and measurement.

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  Own Ashby end to end: configuration, permissions and access roles, reference data, templates, interview plan structure, feedback forms, openings and job setup standards

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  Build and maintain reporting for every audience: pipeline health and pass-through, time to fill, decline and competitor analysis, interviewer load and feedback completion, source effectiveness and scheduling SLAs, plus alerts that catch problems before people do

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  Keep the data trustworthy: audits, hygiene sweeps and the fixes that follow

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  Build the materials, logistics and measurement behind interviewer and hiring manager training, and track completion against our SLAs

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  Own our documentation system and tool enablement: the structure and upkeep of our recruiting wiki and onboarding for new team members

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  Run candidate experience surveys and turn the results into fixes

• 4+ years in recruiting operations or talent systems with ownership of an ATS and its reporting

• Deep hands-on Ashby experience, ideally including an implementation, migration or major re-configuration

• You have built dashboards that people used to make decisions, and you understand recruiting metrics well enough to define them

• Comfort with integrations and automation: Zapier or similar, APIs, webhooks

• You have helped build an interviewer, hiring manager or recruiter enablement program

• You have owned the systems side of a tool rollout across teams

• Clear writer who documents as they build and enjoys teaching others to use tools well

• High agency and attention to detail; data quality is your problem before it is anyone else's