Week of March 17th, 2025
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The Speed Data Audit
Every company wants their TA team to be data-driven, or at the very least data-informed. However, recruiting data can be tricky if you don’t know what to look for first. But say you want some quick wins that are also impactful, here are some items you can target and why:
Source/Sources: These tell you where candidates came from. Why this? We’re starting off here because these can be the easiest to mess up but also the easiest to clean in bulk. More often than not, if permissions allowed everyone to add sources, you will see repetition (e.g., Referral, referral), which you can edit down, or you’ll catch errors like a hanging space. Either way, this is an easy one to correct, fine-tune, and then lockdown.
Null values for hire/sign dates: These tell you when a candidate signed their offer letter or when they were hired. Why this? Having these values can be key for projections and forecasts. They can also help with compliance audits. But, more than that, if you see null or empty values in your reporting, it can indicate the need for a process fix or a system glitch.
Open and Close Dates: This tells you when the role was open and closed. Why this? Similar to above, these data points help with forecasts especially around time to fill, time to hire, and load capacity. It can also give you signs about people following process consistently.
Role Status: This tells you if a role is open, closed, hired, and more. Why this? Some ATSes will only show a hire when the start date has passed, while others will close the role when the recruiter marks the role as hired. By auditing the role status and confirming the actual, you can make sure that everyone is following a process consistently and also that your Finance/FP&A stakeholders are happy.
Weekly Survey
RecOps - The GPT
RecOps - Available in the OpenAI store and free to use.
Articles / Industry News
📖 🎧 Articles/Graphics/Podcasts/Posts On Our Radar (sorted by type - Bolded denotes individuals)
Matt Staney’s Agentic AI: The Next Evolution in Talent Acquisition? (article)
Michael Goldberg’s The Rise of Talent Acquisition Operations (article)
CodeSignal’s Tech Hiring Savings Calculator (free tool)
Offer Accepted/Shannon Ogborn’s Cohort Hiring to Reduce Time to Fill (podcast)
The Recruiting Future Podcast’s Ep 683: The AI Revolution Is About People, Not Technology (podcast)
📰 Product News
Juicebox (Sourcing/CRM) - Product Updates: Request a Shortlist Review, Hiring Manager Seats, Advanced Email Analytics, Do-Not-Contact Lists, Contacts Page and Tags
Lever (ATS) - New Integrations: Endorsed, Bandana, Puck, and Ravio
Poetry (Hiring Enablement) - AMS Verified, New Feature: Capture
Screenloop (AiO) - New Feature: Scheduling Link
Permanent Articles
Recruiting Operations: Dictionary & Resources
Events
Week of March 24th
ERE’s Hiring with Purpose: Balancing Speed, Quality, and Candidate Experience in 2025
JobSync’s Roundtable: Everything You Wanted to Know About AI in Talent Acquisition but Were Afraid to Ask
Greenhouse’s AI in resume screening: What job seekers and employers should know and Product Demo
Employ’s Supercharge Your Hiring: Discover the Power of Pillar [Live Demo]
Ashby’s Building Internal Mobility: Unlocking Career Growth Within Your Organization
Brighthire’s Strategies for TA Leaders to Effectively Partner with Senior Executives
Week of March 31st
Week of April 7th
Week of April 28th
Week of May 12th
Week of May 19th
Week of June 2nd
Talent Collective’s Talentsphere Summit. For an additional 10% off, use the code RECOPS.
Greenhouse’s Open for Ops (SF)
Week of June 9th
Greenhouse’s Open for Ops (NY)
Job Search
Here is the list of previously listed jobs, which may or may not be available.
Additional Resource
We consolidated this section into job search resources on our Linktree
Boolean Strings for Specific ATS Job Search
We’ve consolidated our list of boolean search strings for RecOps professionals to make them more accessible for everyone. Check out the list here. Kaitlyn Elting also built a generator for you if you are worried about your attention to detail.
Thank you to Steve Levy for contributing so many beautiful and Gabi Preston-Phypers for QA help. Follow both of them for excellent boolean and sourcing content.
#YourNextHire / People Looking In the RecOps Community
What I'm Looking to Do:
RecOps runs on great systems, clean data, and airtight processes—exactly where Lindsey thrives. With experience leading ATS implementations and revamps, re-thinking recruiting workflows, and identifying data that actually tells a story pre- and post-hire, she helps talent teams move from reactive to strategic. She’s been first-in TA for startups like Spring and Publishing.com, where leaders were propping up whole recruiting functions with popsicle sticks and a dream. It doesn’t scare her. In fact, it’s where she thrives and inevitably where her skills have moved her into a broad role where talent acquisition becomes a heartbeat of the company and not a necessary evil.
A Data Engineer from Publishing.com, Anna A, shared: “I had the absolute pleasure of working with Lindsey on staffing our engineering team, and I can confidently say she is one of the most talented People Partners I’ve ever worked with. The process she built was seamless: efficient, thoughtful, and designed to attract top talent. Thanks to her expertise, we brought in some of the best people I’ve had the chance to work with. Her ability to balance both the strategic and human aspects of hiring is truly remarkable.”
Roles I'm Looking for:
Talent Operations Manager
Recruitment Program Manager
Talent Strategy Manager
Recruiting Enablement Manager
Are you a RecOps professional looking for work? If you have 5 minutes, take the opportunity to complete this quick questionnaire. Not only will you be featured in an upcoming Roundup, it will also help us mention your name when people ask for referrals.
Here is a Google Sheet View for a list of people who were previously featured and are still looking.
🎉 Reminders and Disclaimers 🎉
If you’d like to contribute a job, an article (one you found or wrote), or you are a company and have a product update you want featured, contact Jeremy Lyons.
Please use this form if you or someone you know would like to be featured in our #YourNextHire section. The only condition is you are a RecOps professional.
Disclaimer #1: The views and opinions expressed in this article are those of the author, and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis do not reflect the position of any entity other than the author. As critically thinking professionals, these views are always subject to change, revision, and rethinking at any time. They are not to be held in perpetuity.
Disclaimer #2: We are sponsor-free. No company below has paid us to advertise their products or share their open jobs. If that changes, we will deliberately call out where we stand to benefit. Additionally, sharing these opportunities and information should not be read as support for these companies or their practices. Regarding jobs, we share these opportunities with the community and only post roles from the company's website. We encourage possible candidates to research each one, as their inclusion does not mean we support the companies or their values.
Until next week, Regulators 😊