AVIV Group
Recruitment Operations Lead
Get notified of more jobs like this · No spam, ever
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
About AVIV
AVIV Group: www.aviv-group.com
At AVIV Group, we are building one of Europe’s leading digital real estate platforms. Our brands operate across multiple markets, helping millions of people find their next home every month.
Behind our products are diverse, international teams working on complex challenges across marketplaces, data, and user experience. As we continue to scale, building efficient, high-quality hiring processes is critical to our success.
In December 2024, Axel Springer—AVIV’s founder and long-standing shareholder—announced a new strategic structure with KKR and CPP Investments as majority shareholders. Backed by two of the world’s most prominent private equity firms, AVIV is now positioned to accelerate growth and innovation while continuing to operate its brands independently. With more than 2,000 employees and over €500 million in annual revenues, AVIV combines the strength of global investors with deep local market leadership.
Role Overview
We are looking for a highly experienced Recruiting Operations leader to design, build, and scale a best-in-class, data-driven, and highly efficient hiring engine. This is a system + process + enablement ownership role.
You will be the end-to-end owner of our recruiting infrastructure, with a strong focus on:
- Ashby ATS configuration and optimization.
- Process design and standardization.
- Data quality and reporting.
- Recruiter and interviewer enablement.
Your mandate is to transform Talent Acquisition from a reactive, fragmented function into a structured, predictable, and high-performing system.
Key Responsibilities
ATS Ownership
You will own Ashby as a business-critical system and will take the responsibility of Ashby implementation/configuration.
Lead full configuration and architecture of Ashby, including:
- Pipeline design by role type and seniority
- Scorecards aligned to competencies and hiring bars
- Interview stages, structured workflows, and approval processes
- Automation (notifications, triggers, scheduling workflows)
- Own ongoing system optimization and iteration.
- Ensure data integrity, consistency, and governance standards.
- Define and enforce ATS usage rules across all stakeholders.
- Manage integrations with:
- HRIS (e.g., Workday)
- Assessment tools
- Scheduling tools and sourcing platforms
- Act as the internal Ashby expert, pushing the platform to its full potential (automation, AI, reporting, workflows).
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Expected outcome: Ashby becomes a clean, structured, and reliable system of record for all hiring activity.
Recruiting Process Design & Standardization
Design and implement end-to-end recruiting processes, including:
- Kickoff → role definition → sourcing → interview → offer → onboarding
- Standardize hiring workflows across functions and geographies.
- Build clear, scalable, and documented processes for:
- Headcount approval & role creation
- Interview design & panel structure
- Offer approval flows
- Identify and eliminate bottlenecks, inefficiencies, and inconsistencies.
- Ensure alignment with:
- Legal / compliance requirements (GDPR, data retention)
- Internal governance (approval layers, hiring committees)
Expected outcome: Hiring becomes predictable, scalable, and consistent across the organization.
Data, Reporting & Analytics
Build and maintain advanced dashboards and reporting in Ashby, including:
- Hiring funnel metrics (conversion rates, time in stage, drop-offs)
- Time to hire / time to fill
- Offer acceptance rates
- Source effectiveness
- Interview load and interviewer capacity
- Define core hiring KPIs aligned with business priorities:
- Quality of hire
- Time to productivity (proxy metrics)
- Funnel efficiency
- Translate data into clear insights and recommendations for leadership.
- Produce executive-level reporting (weekly / monthly).
Expected outcome: TA decisions are driven by data, not intuition.
Recruiter & Hiring Manager Enablement
Design training programs for recruiters and hiring managers, including:
- ATS usage (Ashby best practices)
- Pipeline management
- Data hygiene standards
- Structured interviewing and evaluation
- Create:
- Playbooks
- User guides
- Self-service materials
- Coach recruiters and hiring teams on:
- Process adherence
- Quality of assessment
- Efficient pipeline management
Get help with your application
Your very own career expert that helps elevate your application to the next level.
Expected outcome: High adoption, consistent usage, and elevated hiring quality.
Data Quality & Governance
Define and enforce data hygiene standards. Build monitoring systems (dashboards, alerts) to track compliance. Ensure consistency across:
- Candidate data
- Interview feedback
- Hiring decisions
- Drive accountability across the TA team.
Expected outcome: Clean, reliable, and actionable data across all hiring processes.
Continuous Improvement & Scaling
Continuously identify opportunities to:
- Automate workflows
- Reduce manual effort
- Improve candidate and interviewer experience
- Lead ATS migrations or upgrades if needed.
- Support scaling of the TA function in line with business growth.
Expected outcome: A system that scales without increasing complexity or chaos.
Profile & Experience
Must-Have
- Strong hands-on experience with Ashby ATS (configuration, workflows, reporting).
- Proven experience in Recruiting Operations / TA Operations roles.
- Experience in high-growth or scaling tech environments.
- Deep understanding of:
- Recruiting funnels and metrics
- Structured hiring practices
- ATS architecture and data models
Track Record Of
- Building or transforming recruiting processes
- Driving adoption of tools and standards
- Enabling teams through training and systems.
Strong Plus
Experience With
- Advanced analytics and dashboarding.
- Background in TA leadership or close partnership with senior stakeholders.
- Experience supporting Business /Engineering / Product hiring at scale.
Key Characteristics
- Systems thinker (not just operational executor).
- Detail-oriented with high standards on data quality.
- Strong communicator and trainer.
- Pragmatic and execution-focused.
- Comfortable operating at both:
- Strategic level (design)
- Hands-on level (configuration, building, fixing).
Why Join AVIV
- Opportunity to shape recruitment operations at scale.
- High impact role with visibility across the organization.
- Work in an international and collaborative environment.
- Be part of a company building products used by millions across Europe.
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location