Senior Talent Acquisition Program Manager II

Crusoe is on a mission to accelerate the abundance of energy and intelligence

. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.

We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.

We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.

If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.

About the Role:

Crusoe is growing rapidly, and the way we recruit has to keep up. Many of the practices that carried us this far, such as workflows patched together with one-off configurations, tooling choices made vendor by vendor, and process knowledge that lives with a few individuals, will not hold as hiring volume rises and we open in new countries.

We are hiring a senior owner to build what comes next.

You will be responsible for the product side of Talent Acquisition: advising on the road map for our recruiting tech stack (Ashby, sourcing tools, Metaview), the design of hiring workflows from requisition intake to onboarding handoff, and the programs that make our processes work globally. Right now, improvements tend to happen when someone feels enough pain to raise them. In this role, you make improvement a steady, planned part of how TA works.

The right person is a program manager who designs durable systems rather than one-time fixes, is comfortable with workflow automation and AI-enabled tools, and can keep recruiters, hiring managers, and vendors on track without having them report to you.

What You'll Be Working On:

Recruiting technology and vendor strategy

Advise TA leadership on the roadmap for the recruiting tech stack. Identify where automation, AI, integrations, and self-service can reduce manual work across Ashby, our sourcing tools, and Metaview.

Partner with vendors and internal partners on how AI and agentic tools can make recruiters more effective, and confirm that each technology choice is sustainable to maintain.

Create a lightweight framework for evaluating and approving new tools, since none exists today.

Workflow analysis and process redesign

Map the full candidate and hiring lifecycle, from requisition intake through offer and onboarding handoff, and surface friction and duplicated effort proactively.

Redesign processes with methods such as Lean, Six Sigma, and the 5 Whys, weighing system configuration, user experience, and policy changes against the outcome you want.

Maintain current process documentation and workflow maps so that Recruiting, People Technology, and Legal can self-serve instead of submitting requests.

Business cases, metrics, and prioritization

Write business cases that put numbers on operational impact, experience gains, and ROI, then use them to rank initiatives by impact, scalability, and strategic fit.

Work with Recruiting leadership and Analytics to define and report on core recruiting metrics, and investigate the underlying cause when a target is missed.

Support preparation of the regular metrics reviews and executive summaries TA leadership shares with the business.

Track adoption and realized ROI against each business case after launch.

Global expansion enablement

Build recruiting processes and tooling that scale and meet local requirements as we enter new regions, working closely with Legal, Compliance, and regional partners.

Build local hiring regulations, data privacy, and AI compliance into designs from the start rather than adding them later.

Develop a reusable launch playbook for hiring at each new site.

Program and portfolio management

Lead transformation and technology initiatives from start to finish: scoping, requirements, project plans, user acceptance testing, launch readiness, and post-launch review.

Run pilots and phased rollouts with success criteria agreed in advance, and use the results to expand, refine, or retire the initiative.

Balance the full portfolio of work against competing priorities, capacity, and timelines.

Change management and adoption

Manage risks, dependencies, and stakeholders across Recruiting, People Technology, Legal, Compliance, and the business, and clear blockers early.

Plan the communications, training, and feedback loops for every rollout. A launch only counts once people are using the new way of working.

Systems and automation

Treat repeated manual follow-up as a signal that something needs to be automated, and replace it with a form, workflow, dashboard, or scheduled alert.

Keep the configuration, documentation, and structure of the tools and files these programs depend on in good order, and move work into proper systems wherever they exist.

Produce a playbook that any recruiter, coordinator, or program manager can follow without your involvement.

What You'll Bring to the Team:

• 8+ years in recruiting operations, including TA program management, or product management, with experience in a fast-growing company and a history of taking on broader scope and influence.
• A record of leading complex, cross-functional transformation programs from business case through launch, including UAT, communications, launch planning, and broad adoption.
• Deep experience analyzing and redesigning processes with Lean, service design, or comparable methods.
• Hands-on experience with ATS platforms (Ashby preferred) and the wider recruiting stack, plus experience selecting and implementing AI and workflow automation with vendors and technical partners. You have automated work you once did manually.
• Strong analytical ability: defining metrics, finding root causes, building business cases, and quantifying ROI to guide investment.
• The ability to hold senior stakeholders to commitments while keeping their trust. People respond to you because you are clear about what you need, the reason, and the deadline.
• Excellent written communication for technical and non-technical readers alike. You can write one clear update that gets a large group moving in the same direction without a meeting.
• Comfort with ambiguity and high volume, including taking over active programs where documentation is incomplete.
• Humility and drive: you will happily run the pilot, and you will also fix the process that made the pilot necessary.
• Bachelor’s degree in Business, Human Resources, Information Systems, or a related field, or equivalent practical experience.
• Bonus Points
• Experience in a high-growth cloud, AI infrastructure, or deep tech company where hiring volume and process demands scale fast.
• Familiarity with AI-native or agentic recruiting platforms, including configuring them or working with engineers on custom internal tools.
• Skill with interview intelligence tools (such as Metaview) and recruiting analytics or BI platforms.
• Experience supporting recruiting expansion into international markets, including work with local employment counsel or regional hiring partners.
• Change management experience in which a new operating model reached measurable adoption.
• PMP, Lean Six Sigma, or a similar certification.
• Interest in building and leading a small team as the function grows.