Senior Manager of Recruiting Operations, Horizon3
$170.1-210k
+ Stock options
Autonomous security solutions
Be an early applicant
Autonomous security solutions
201-500 employees
Be an early applicant
$170.1-210k
+ Stock options
201-500 employees
Company mission
To help find and fix attack vectors before attackers can exploit them.
Role
Who you are
- We're looking for a People Operations Manager who thrives in high-growth environments and enjoys building scalable, efficient, and employee-centric programs
- 8-10+ years in recruiting operations, people analytics, or a hybrid ops/recruiting role, with experience managing vendor relationships and supporting contract negotiations
- Working knowledge of an ATS (Ashby a plus) and interview intelligence platforms, with the ability to own day-to-day administration and troubleshooting
- Experience contributing to or leading a process improvement that made a recruiting workflow more efficient or scalable
- Able to pull together a clear, data-backed recommendation when a tool should be consolidated or cut
- Experience in a security, defense, or other dual commercial/federal environment is a plus, but not required for this role's current scope
What the job involves
- At Horizon3.ai, we're building a world-class team to solve some of the hardest problems in cybersecurity
- As we continue to scale globally, our People team plays a critical role in ensuring every employee has an exceptional experience—from onboarding through growth and development
- This person will own and continuously improve the systems, processes, and operations that power our People function, helping us create an experience that enables employees to do their best work while supporting the company's rapid growth
- Vendor Management:
- Own the recruiting tech stack end to end — ATS (Ashby), interview intelligence (BrightHire), evaluate sourcing and scheduling tools — including configuration, integrations, and data integrity with a deep partnership with People Ops for approvals
- Evaluate, recommend, and implement new tooling as needs evolve; build the business case and own the rollout, not just the research
- Serve as the technical escalation point for the recruiting team on systems issues; partner with IT/Security on access, SSO, and data governance
- Drive Recruiting efficiency across all tools leveraging AI
- Evaluate the recruiting vendor portfolio (ATS, assessment tools, sourcing platforms, job boards) and bring forward recommendations on selection, renewal, and termination; final decisions and budget sign-off sit with the Head of Recruiting
- Track vendor spend against usage and ROI, and build the business case when a tool should be consolidated or cut
- Process & Scale:
- Audit existing recruiting workflows (requisition intake, interview scheduling, offer approvals, reporting) and redesign for scale, not just for today's headcount
- Build and maintain recruiting metrics and reporting (pipeline health, time-to-fill, funnel conversion, cost-per-hire) that leadership can actually act on
- Build and maintain meaningful dashboards for a variety of audiences across the business
- Document and standardize processes so they're resilient to team growth and turnover — not dependent on any one person's tribal knowledge
- Design workflows with an eye toward future federal/cleared hiring requirements, even while current scope is commercial-only
- Team Leadership:
- Hire, manage, coach, and develop a high-performing team of Recruiting Coordinators
- Set clear performance expectations, establish career development plans, and foster a culture of operational excellence
- Ensure consistent scheduling coverage across global time zones and hiring teams
- Monitor team performance using service-level metrics and candidate experience data
- Candidate Experience:
- Own the end-to-end interview scheduling experience, ensuring interviews are coordinated accurately and efficiently
- Drive initiatives that improve the candidate experience throughout the hiring process
- Ensure candidates, interviewers, and hiring managers receive timely communication and support
- Cross-Functional Partnership:
- Partner closely with Recruiters, Hiring Managers, HR, IT, Legal, and People Operations
- Support recruiting initiatives such as interview training, hiring events, onboarding process improvements, and employer branding efforts
- Help ensure recruiting processes remain compliant with applicable employment laws and company policies
- What Success Looks Like:
- First 90 days: complete a full audit of current tools/vendor contracts and deliver a consolidation or renewal recommendation
- Automated reporting to support Hiring Manager and Recruiter partnership
- CPO reporting and visibility (examples include: conversion rates, recruiter performance, manager and interviewer capacity)
- Automation and Process Improvements - how can we do more, even better than we’re doing today
- Ongoing: Reduction in time to fill, increase in candidate experience, better alignment between hiring managers and the business and stakeholders
- Leveraging AI tools to augment and make recruiter work flows faster and more efficiently
Our take
In an era marked by escalating cyber threats and data breaches, safeguarding digital assets has become a high priority across all industries. Amid this landscape, Horizon3.ai stands out as an autonomous security solution by addressing the critical need for robust cybersecurity.
At the heart of Horizon3.ai's mission is NodeZero™, a platform designed to elevate proactive security measures. Using this, customers can verify their security posture and identify potential vulnerabilities through self-service. This proactive approach to cybersecurity effectively thwarts potential exploits and ensures the integrity of their digital infrastructure.
With 2025 funding in hand, the company is poised to further its ambition to develop into an industry-leading cybersecurity company. The infusion of funds will be channelled towards expanding its partner network, refining its offerings and entering the US government market. Horizon3 aims to establish itself as a pivotal player in the evolving autonomous security landscape, a highly lucrative market valued at $80 billion.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
-8% employee growth in 12 months
Company
Funding (last 2 of 6 rounds)
Jun 2025
$100m
SERIES D
Aug 2023
$40m
SERIES C
Total funding: $187m
Company benefits
- Growth Opportunities: Be part of a dynamic and growing team with numerous career advancement opportunities
- Innovation-Driven Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking
- Flexible Work Environment: Enjoy the convenience and work-life balance that comes with remote work
- Inclusive and Diverse Team: We value diversity and promote an inclusive culture where everyone can thrive
Company HQ
SoMa, San Francisco, CA
Leadership
Snehal Antani
(Co-Founder & CEO)Graduated from the Rensselaer Polytechnic Institute with an MS in Computer Science. Previously worked at IBM as a Lead Architect, at GE Capital as the CIO of Distribution Finance and Splunk as the SVP & GM of Business Analytics & IoT.
Anthony Pillitiere
(Co-Founder)Graduated from the University of Maryland with a Bachelor's Degree in Computer Systems Networking and Telecommunications. Previously worked at the United States Air Force in multiple roles, including Deputy Chief Technology Officer.
Share this job
View 52 more jobs at Horizon3