Manager, Recruiting Systems and Data

• Lead & Develop the Team
• Own the Recruiting Tech Stack Strategy
• Define and own the roadmap for Airbnb's recruiting technology ecosystem — ATS, CRM, sourcing, scheduling, and adjacent tools
• Lead build vs. buy vs. integrate evaluations grounded in recruiter needs, technical feasibility, and long-term scalability
• Drive complex system implementations, migrations, and integrations in partnership with HR Tech and Engineering
• Manage senior vendor relationships
• negotiate contracts and SLAs
• hold vendors accountable to outcomes
• Design and own the data architecture for recruiting — how data flows between systems, where sources of truth live, and how quality is maintained at scale
• Establish and enforce data governance standards across the recruiting org
• build the processes that keep data trustworthy over time
• Lead major data initiatives — migrations, audits, taxonomy redesigns — with structured methodology and clear communication
• Build reporting infrastructure that goes beyond status tracking: trend analysis, predictive models, and insights that shape how recruiting leadership sets direction
• Partner with People Analytics on shared data products, metric definitions, and long-term analytical capabilities
• Translate complex analytical findings into clear, decision-ready narratives for recruiting leadership and executive audiences
• Serve as the senior technical partner for Product & Enablement and PMO on their systems-dependent initiatives
• Stay current on the recruiting tech and HR data landscape
• bring relevant capabilities into the function before they're requested
• Represent Recruiting Systems & Data in senior leadership forums
• communicate the pillar's strategy, progress, and value clearly

• 7-10 years in recruiting systems, HR technology, or people analytics
• at least 1-2 years managing a team
• Deep expertise in enterprise ATS administration and configuration
• ideally with multi-system integration experience
• Strong technical credibility
• familiarity with data modeling or analytics engineering preferred
• Demonstrated experience leading system implementations or migrations at significant scope and complexity
• Strong people leadership skills — able to hire, develop, and retain technically strong analysts
• Excellent communication
• able to translate technical complexity into crisp, decision-enabling language for non-technical audiences
• Background in HR Tech implementation, solutions architecture, or people data strategy

Background in HR Tech implementation, solutions architecture, or people data strategy

• bonus
• equity
• benefits
• Employee Travel Credits