Recruiting Infrastructure Manager
About the Team
At OpenAI, we are dedicated to building safe artificial general intelligence (AGI) to benefit all of humanity. Our mission attracts the world’s top talent across research, engineering, product, policy, and operations.
OpenAI’s Recruiting Operations (RecOps) team provides the systems, workflows, and data foundation that power hiring at OpenAI. Within RecOps, the Systems & Enablement function owns the recruiting technology ecosystem—ensuring our ATS, offer workflows, and connected tools are reliable, well-governed, and user-centric.
About the Role
We’re looking for a Recruiting Infrastructure Manager to own the strategy and execution for OpenAI’s recruiting technology ecosystem, recruiting analytics, and the integrations/automation that keep hiring fast, accurate, and scalable.
This role owns the end-to-end roadmap and operational health of recruiting infrastructure—from vendor lifecycle and tooling strategy to data quality standards, self-service insights, and workflow automation. You’ll partner closely with Recruiting leadership, Systems & Enablement Leads (who administer and support our tools day to day), People Analytics, People Tech/Talent Systems, IT, Legal, and Finance/Procurement.
Your Responsibilities:
People Leadership: Lead and develop Systems & Enablement Leads; set priorities, operating cadences, and performance expectations to ensure reliable ownership of recruiting workflows and tooling.
TA Tech Stack (Roadmap + Vendor Lifecycle): Own the full lifecycle of the recruiting tech stack, including tool health audits, vendor management/renewals, adoption improvements, deprecations, and the evaluation/implementation of new tools when there is clear ROI.
Operational Efficiency + Experience: Drive a prioritized roadmap that reduces manual work and improves recruiter, coordinator, hiring manager, and candidate experience through better workflow design, configuration, and governance.
Data Integrity & Foundations: Partner with Recruiting leadership and People Analytics to align on the metrics that matter, standardize definitions, and build self-service visibility into funnel health, pipeline flow, recruiter capacity, bottlenecks, and time-to-hire.
Data Quality & Governance: Establish data quality standards and operating mechanisms that drive accountability for data hygiene across Recruiting (guardrails, audits, validation rules, enablement, and monitoring).
Integrations: Collaborate with People Tech/Talent Systems, IT, and People Analytics to design and deliver reliable integrations across ATS, HRIS, scheduling, assessments, offers, and downstream systems.
Automation (Including AI Pilots): Identify repetitive manual work and implement durable fixes via configuration, automation, and systems improvements; pilot and scale pragmatic AI-enabled workflows where valuable and safe.
Change Management & Enablement: Own rollout planning, training, documentation, and communications so changes land smoothly; build operating cadences (intake, prioritization, release notes, stakeholder updates, hypercare, retros) that keep the ecosystem healthy and transparent.
We’re Seeking:
10+ years of progressively responsible experience in recruiting operations, talent systems, people technology, or TA programs in a fast-paced, scaling environment.
Proven success owning a TA systems roadmap and optimizing a modern tech stack to reduce manual work and improve user experience (ATS + scheduling + assessments + reporting ecosystem). Preference towards Ashby experience.
Demonstrated ability to operationalize TA metrics, build self-service dashboards, and use data to influence hiring strategy and operational priorities.
Hands-on experience partnering with People Tech/Talent Systems and IT to deliver integrations and system changes reliably.
Strong track record of establishing data quality standards, driving accountability for accurate system usage and data hygiene, and applying systems thinking on a high-velocity team.
High ownership, excellent judgment, and the ability to influence cross-functional stakeholders (including leadership) through ambiguity and competing priorities.
Curiosity and pragmatism around automation/AI—energized to explore solutions and scale what works responsibly.
Workplace & Location
This role is based in our San Francisco office and we aren’t considering remote applications at this time. We offer relocation support to new employees, and we use a hybrid work model: three days in the office per week with optional work from home on Thursdays and Fridays.
Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, a private outdoor space for working in the sun or socializing, nap rooms, private bike storage, and more.
About OpenAI
OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.
Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
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