Global Candidate Experience Manager

About the Role

As Global Candidate Experience Manager, you will manage CE managers and Interview Programs program managers, with global responsibility for candidate experience, coordination and interview program delivery. You will lead through the team’s managers, leads and program owners while staying close enough to daily work to understand where it breaks. You will own service quality, capacity planning, interviewer readiness, program delivery and continuous improvement across high-volume and highly bespoke hiring.

We are looking for a hands-on operating leader who can build useful AI-enabled workflows, forecast and allocate capacity, and drive complex programs from diagnosis through launch and sustained adoption. You should be comfortable reviewing a queue with coordinators, testing a workflow with technical partners, and translating a broad goal into clear owners, milestones and decisions. Your aim is to strengthen the team’s judgment and autonomy while improving candidate care.

You can move between global operating design and frontline detail, reprioritize as demand changes, and deliver high-quality work quickly despite ambiguity. You know when to standardize and automate, when a human should remain accountable, and how to explain practical tradeoffs among speed, quality, workload and fairness.

In this role, you will

• Manage and develop CE managers and Interview Programs program managers; support their leads and coordinators through clear priorities, delegated decisions, timely feedback and fair accountability.
• Stay close to daily work through queue reviews, workflow walkthroughs and direct team feedback. Diagnose system, capacity and skill problems, and personally lead selected projects with clear ownership.
• Own CE service delivery across high-volume and confidential Executive/Research hiring. Improve scheduling, routing, handoffs and onsite experience, with clear exception and escalation boundaries.
• Build and maintain a capacity model covering demand mix, handling time, productive hours, skills, regional coverage, leave, rework and backlog recovery.
• Set priorities across CE service and Interview Programs with recruiting leaders. Make staffing and service tradeoffs early, accounting for regional coverage, workforce continuity, interviewer bandwidth and fair coordinator workloads.
• Drive programs and projects end to end: define the problem and success measures; manage owners, milestones, dependencies, risks, launch readiness and adoption.
• Own Interview Programs’ operating model, priorities and delivery through accountable program owners, including readiness, onboarding, calibration support, question governance, integrity escalation and loop health. Preserve technical approval, hiring and investigation decisions with their designated owners.
• Personally shape and test practical AI-enabled workflows with Recruiting Optimization and People Technology; use approved data, evaluation cases, human review, monitoring and rollback.
• Measure net improvements after review and rework, and turn successful pilots into adopted processes with training, documentation and accountable owners.
• Run a focused service-health cadence using queue age, SLA attainment, demand/capacity variance, scheduling efficiency, quality/rework, candidate feedback and interviewer load.
• Partner with Recruiting, Executive Operations, People Technology, People Analytics, Workplace, IT and HR Operations to remove cross-functional bottlenecks.

You might thrive in this role if you have

• Strong operations leadership: Led high-performing teams in People Operations, Recruiting Operations or another operations function, with clear accountability for service quality and results.
• Experience at scale: Managed high-volume operations in a high-growth environment, adapting staffing, workflows and priorities as demand and complexity increased.
• Excellent program management: Delivered complex, cross-functional programs from problem definition through launch and sustained adoption, with clear owners, milestones, dependencies and measures of success.
• People leadership: Managed and developed managers and program owners through effective coaching, delegation, feedback and accountability.
• Hands-on execution and bias to action: Stays close to frontline work, uses data to diagnose problems and moves work forward with sound judgment-even when the path is unclear.
• Practical AI experience: Personally built, configured or tested AI-enabled workflows and can explain what improved, how they evaluated it and what they learned.

Nice to Have

• Experience running multi-region coverage or supporting a mix of high-volume and confidential, bespoke hiring.
• Contingent-workforce planning, including vendor coordination, handoffs and continuity through departures.
• Ashby and Guide experience, or deeper experience with question governance, integrity escalation and interviewer readiness.

Workplace and Location

San Francisco headquarters. Hybrid schedule - Monday to Wednesday in office.