Senior Manager, Talent Acquisition Operations

A LITTLE BIT ABOUT Boldr

• Boldr is the first global B-Corp dedicated to delivering world-class Client experiences while creating access to dignified, meaningful work in communities around the world. • We are a global team, united by our desire to connect diverse people with common values for boldr impact.

LET’S START WITH OUR VALUES

• Meaningful connections start with AUTHENTICITY • We do our best work by being CURIOUS • We grow by remaining DYNAMIC • Our success combines AMBITIOUS VISION with OPERATIONAL EXCELLENCE • At the heart of great partnerships we’ll always find EMPATHY

WHAT IS YOUR ROLE

You make our recruiting engine run. You won't be running reqs. You'll own the systems, data and planning that let our recruiters hire faster and better at scale.

You'll know our clients and the roles we hire for well enough to see demand coming before it lands. You'll turn that into capacity plans, talent pools and workflows that keep us ahead. You'll lead the rollout and adoption of our in-house tools, ACE (assessments) and Echo (AI first-round screening). You'll keep looking for the next process we can automate, and you'll own the reporting that tells leadership, and our clients, how we're performing.

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WHY DO WE WANT YOU

We are currently looking for impact-driven individuals who are passionate in helping Boldr grow and achieve our Purpose. We expect our Team to become our ultimate partners to success by always giving their 110% in everything, sharing their talents and quirks, and championing our core values: Curious, Dynamic and Authentic.

WHAT WILL YOU DO

Capacity & workforce planning

• Own TA capacity planning across South Africa, the Philippines and Mexico: who has bandwidth, where pressure is building, and what we need ahead of each client ramp. • Turn client forecasts, launches and attrition trends into hiring demand models and recruiter load plans. • Flag resourcing risks early and recommend how to rebalance the team.

Client & demand intelligence

• Build a deep working knowledge of our client portfolio: who we hire for, which role profiles recur, and what "good" looks like for each account. • Use that knowledge to design talent pool strategies for recurring and high-volume roles, so we have a pipeline before the req opens.