Back to jobs
tags.new

Talent Operations Manager

North America

MaintainX is the world's leading Asset and Work Intelligence platform for industrial and frontline environments. We are a modern IoT-enabled cloud-based tool for reliability, safety, and operations on physical equipment and facilities. MaintainX powers operational excellence for 13,000+ businesses including Duracell, Univar Solutions Inc., Titan America, McDonald's, Brenntag, Cintas, Xylem, and Shell.

We recently completed a $150 million Series D funding round, bringing our total funding to $254 million and valuing the company at $2.5 billion.

We're hiring a Talent Operations Manager to build and lead the operational engine behind how MaintainX hires. This is a people management role: you'll lead a team of recruiting coordinators, sourcers, and specialists while owning the systems, processes, and data infrastructure that powers 400+ hires per year.

You'll report to the VP of Talent and partner closely with Talent Partners, People Ops, Engineering, and Finance. This isn't a support function. You're building the operating system for a $2.5B company's talent machine.

What you’ll do: 

People Leadership: 

This is the most important part of the job. You are building and leading a team, not just building systems.

  • Manage and develop the Talent Operations team: recruiting coordinators, sourcers, and operations specialists. Today that includes 4-5 direct reports across EPD, GTM, and G&A, with growth as we scale.
  • Set clear expectations, run regular 1:1s, deliver direct feedback, and build development plans for every team member.
  • Elevate the team from scheduling and coordination into true recruiting operations: data analysis, process optimization, systems ownership, and candidate experience management.
  • Own hiring and performance management for the ops team. You'll make decisions on who to hire, who to develop, and who isn't meeting the bar.
  • Create career paths that keep strong coordinators and sourcers growing within MaintainX rather than leaving for recruiter roles elsewhere.
  • Build a culture of speed, accuracy, and candidate obsession across every touchpoint your team owns.

Talent Operations Strategy and Execution:

  • Own the ATS. Ashby is our anchor system (migration from Greenhouse, April 2026). You'll shape workflows, automations, approval chains, and reporting from day one.
  • Build talent analytics dashboards that give recruiters, hiring managers, and leadership real-time visibility into pipeline health, funnel conversion, time-in-stage, and capacity utilization.
  • Drive SLAs and process discipline: 48-hour candidate stage movement, 24-hour interviewer feedback submission, structured debrief timing. You'll define the standards and build the systems to enforce them.
  • Partner with Finance on headcount planning, hiring forecasting, and capacity modeling. Connect the dots between budget, open reqs, recruiter load, and delivery timelines.
  • Identify and implement automation. Every manual step in the recruiting process is a candidate you might lose. Find the friction, build the fix.
  • Ensure data integrity and compliance across all talent systems. Clean data is the foundation of everything else.

Tools and Systems Ownership:

  • Ashby: Primary ATS. You'll own configuration, workflow design, reporting, integrations, and adoption across the talent team.
  • Assessment tools: Partner with engineering leadership on HackerRank/CodeSignal implementation. Own the integration into the Ashby pipeline.
  • Sourcing stack: Juicebox, LinkedIn Recruiter, and emerging AI sourcing tools. Drive adoption and measure ROI.
  • Interview intelligence: Brighthire (evaluating) for interview recording and notetaking. Coordinate demo and rollout with talent team.
  • Cross-functional integration: Work with IT, Security, and People Ops to ensure all talent systems talk to each other and meet compliance requirements.

About you:

  • 5+ years in talent operations or recruiting operations, with at least 2 years managing a team of coordinators, sourcers, or specialists.
  • You've built or significantly improved talent operations at a high-growth tech company (Series C+ or 200+ employees).
  • Deep expertise with a modern ATS. Ashby experience is a strong plus. Greenhouse migration experience is relevant.
  • Comfortable with data: you build dashboards, define KPIs, and use metrics to drive decisions, not just report on them.
  • You've managed recruiting coordinators before and know how to develop them into strong operations professionals.
  • You move fast, communicate directly, and don't wait for permission to fix something that's broken.
  • Builder mindset: you'd rather create something from scratch than tweak something that doesn't work.

Even Better if You:

  • Experience with Ashby specifically, including workflow automation, custom reports, and API integrations.
  • Familiarity with capacity modeling and recruiter workload analysis.
  • You've led an ATS migration end-to-end (scoping, data migration, template rebuild, training, adoption tracking).
  • Experience with technical assessment tools (CodeSignal, HackerRank) and their ATS integrations.
  • SQL or BI tool experience for building custom analytics beyond what the ATS provides.

What’s in it for you:

  • Competitive salary and meaningful equity opportunities.
  • Healthcare, dental, and vision coverage.
  • 401(k) / RRSP enrollment program.
  • Take what you need PTO.
  • A Work Culture where:
    • You’ll work alongside folks across the globe that reflect the MaintainX values, Smart Humble Optimist.
    • We believe in meritocracy, where ideas and effort are publicly celebrated.

About us:

Our mission is to deliver one platform for maintenance, repair & operations teams to keep the physical world running. We believe the greatest asset in any organization is the people. That’s why we built an intuitive, mobile-first solution to help boost productivity and collaboration across teams and locations. 

MaintainX is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. 

Create a Job Alert

Interested in building your career at MaintainX? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

U.S. Standard Demographic Questions

We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process.
Select...
Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in MaintainX’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.