About Rox

Rox is building the AI-native revenue operating system for modern go-to-market teams. We operate with high talent density, high ownership, and measurable outcomes.

Our Talent function mirrors that philosophy.

We do not treat recruiting as coordination. We treat it as an engineered system. We build workflows like product teams. We measure signal like operators. We use AI deliberately, not cosmetically.

Why This Role Exists

As Rox scales, the difference between average hiring and engineered hiring compounds quickly.

Without intentional system design:

• Candidate experience degrades

• Hiring managers lose confidence

• Data becomes fragmented

• Recruiting velocity becomes unpredictable

This role exists to prevent entropy.

We are hiring a Talent Ops Lead to design, administer, and continuously improve the operational backbone of Rox’s hiring engine. This is not just ATS management. This is talent engineering.

You will own the candidate journey, the system architecture behind it, and the AI tooling that powers signal and efficiency.

What You’ll Own

Candidate Experience (33%)

• Design and optimize the full candidate journey from first touch to offer

• Ensure interview orchestration is clean, fast, and high-signal

• Eliminate friction across scheduling, feedback collection, and communication

• Build systems that make candidates feel clarity, rigor, and respect

• Monitor candidate NPS and experience quality metrics

Candidate experience at Rox should feel intentional and world-class.

System Administration (33%)

• Own Ashby configuration, workflows, and system hygiene

• Design structured data models that improve hiring signal

• Build dashboards and reporting tied to Unified Talent Backlog goals

• Create scalable process guardrails across P0, P1, and P2 roles

• Maintain integrations and automation reliability

This role ensures our systems scale before chaos sets in.

AI Tooling & Automation (33%)

• Design and implement AI-enabled recruiting workflows

• Improve sourcing precision and signal extraction

• Build automations that reduce manual recruiter work

• Integrate AI into interview feedback loops and scorecards

• Continuously evaluate emerging tools to increase leverage

At Rox, AI is not optional. It is embedded into how we operate.

What Success Looks Like

In your first 3 days:

You understand Rox’s hiring bar, current workflows, and system architecture.

Within 3 weeks:

You’ve identified bottlenecks in candidate experience and system performance and implemented early improvements.

Within 3 months:

You’ve materially improved hiring velocity, system reliability, and AI leverage — with measurable impact across the Unified Talent Backlog.

Must-Have Skills

• 3+ years in Talent Operations, Recruiting Ops, or People Systems

• Deep experience with ATS configuration (Ashby preferred)

• Strong systems thinking and process design capability

• Comfort building and maintaining automations

• Data fluency and operational rigor

• High ownership mentality and bias toward clarity
  

The Rox Difference

This is not a back-office role.

This is the seat responsible for ensuring Rox’s hiring engine scales with precision. If you are excited about building recruiting infrastructure with the same intentionality as product or engineering systems, this is your role.