Recruiting Operations, Magic

• Experience leading or owning recruiting operations in a high-growth company, ideally as a founding or early hire
• Background as a Recruiting Operations leader, Head of Talent, or equivalent role with deep operational ownership
• Exceptional data and analytics skills, able to pull, analyze, and synthesize recruiting data to drive decisions
• Proven ability to design scalable processes for complex, high-bar hiring environments
• Strong cross-functional collaboration skills, especially with People, Finance, and technical leaders
• High level of ownership, autonomy, and comfort operating in ambiguity
• Clear communication skills and the ability to influence without authority

Desirable

• As the first hire for Recruiting Operations at Magic, you will be the architect and owner of our recruiting operations function
• This is a foundational role reporting to the Head of Recruiting, with heavy cross-functional partnership with the Head of People and leadership across Engineering, Research, and Operations
• You’ll be responsible for building the systems, processes, data infrastructure, and operating rhythms that allow Magic to hire world-class talent at speed, without sacrificing quality, candidate experience, or rigor
• This role is ideal for someone who has built recruiting operations in high-growth environments and wants end-to-end ownership over how hiring scales
• Designing and owning the end-to-end recruiting operations strategy to support rapid company growth
• Building and maintaining Magic’s recruiting tech stack including ATS, scheduling, tooling, integrations, and automation
• Defining and optimizing hiring workflows, interview processes, and decision-making frameworks across functions
• Developing recruiting analytics, dashboards, and reporting to inform leadership decisions and hiring strategy
• Partnering closely with Recruiting, People, and Finance to forecast headcount and track hiring performance
• Driving operational rigor across candidate experience, interview logistics, offer processes, and onboarding handoff
• Establishing scalable processes for compliance, documentation, and audit readiness
• Identifying inefficiencies and continuously improving speed, quality, and signal in hiring
• Acting as a thought partner to recruiting leadership on how to evolve the function as Magic grows