Manager, Recruiting Systems and Data

You will be joining Airbnb’s Recruiting Operations team; a highly collaborative, technically sophisticated group that sits at the intersection of data, systems, and recruiting strategy. This team partners closely with Recruiting Leadership, People Analytics, and Engineering to ensure that Airbnb’s recruiting infrastructure is scalable, insight-driven, and always evolving. As the Manager of Recruiting Tech & Data, you will serve as the senior data and systems partner across these functions, bringing both technical depth and strategic influence to every conversation.

The Difference You Will Make:

In this role, you will own Airbnb’s recruiting tech stack at a strategic level; shaping its architecture, leading a team of technically strong analysts, and driving the data and systems decisions that help recruiting leadership make better, faster decisions. Success in this role looks like a recruiting infrastructure that is well-governed, scalable, and continuously delivering actionable insight - with your team recognized as the go-to partner for hard problems like build vs. buy decisions, data architecture trade-offs, and recruiting tech investment strategy.

A Typical Day:

Lead & Develop the Team

• Manage a team of Recruiting Tech & Data Analysts; set high expectations and develop people with consistency and care
• Build a team culture grounded in technical rigor, reliability, and service - where stakeholders trust the data and the systems
• Hire for technical depth and communication strength - analysts who can solve hard problems and explain them simply
• Coach individuals toward greater scope; give honest feedback and advocate actively for their growth

Own the Recruiting Tech Stack Strategy

• Define and own the roadmap for Airbnb’s recruiting technology ecosystem - ATS, CRM, sourcing, scheduling, and adjacent tools
• Lead build vs. buy vs. integrate evaluations grounded in recruiter needs, technical feasibility, and long-term scalability
• Drive complex system implementations, migrations, and integrations in partnership with HR Tech and Engineering
• Manage senior vendor relationships; negotiate contracts and SLAs; hold vendors accountable to outcomes

Data Architecture & Governance

• Design and own the data architecture for recruiting - how data flows between systems, where sources of truth live, and how quality is maintained at scale
• Establish and enforce data governance standards across the recruiting org; build the processes that keep data trustworthy over time
• Lead major data initiatives - migrations, audits, taxonomy redesigns - with structured methodology and clear communication

Advanced Analytics & Recruiting Insight

• Build reporting infrastructure that goes beyond status tracking: trend analysis, predictive models, and insights that shape how recruiting leadership sets direction
• Partner with People Analytics on shared data products, metric definitions, and long-term analytical capabilities
• Translate complex analytical findings into clear, decision-ready narratives for recruiting leadership and executive audiences

Cross-Pillar Technical Leadership

• Serve as the senior technical partner for Product & Enablement and PMO on their systems-dependent initiatives
• Stay current on the recruiting tech and HR data landscape; bring relevant capabilities into the function before they’re requested
• Represent Recruiting Systems & Data in senior leadership forums; communicate the pillar’s strategy, progress, and value clearly

• 7-10 years in recruiting systems, HR technology, or people analytics; at least 1-2 years managing a team
• Deep expertise in enterprise ATS administration and configuration; ideally with multi-system integration experience
• Strong technical credibility; familiarity with data modeling or analytics engineering preferred
• Demonstrated experience leading system implementations or migrations at significant scope and complexity
• Strong people leadership skills - able to hire, develop, and retain technically strong analysts
• Excellent communication; able to translate technical complexity into crisp, decision-enabling language for non-technical audiences
• Travel requirements (if applicable)
• Bonus skill-sets: Background in HR Tech implementation, solutions architecture, or people data strategy

Our job titles may span more than one career level. The actual base pay is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role may also be eligible for bonus, equity, benefits, and Employee Travel Credits. Pay Range $157,000-$170,000 USD Go ad-free with Premium ×, Our job titles may span more than one career level. The actual base pay is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role may also be eligible for bonus, equity, benefits, and Employee Travel Credits. Pay Range $157,000-$170,000 USD

Airbnb was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way., Airbnb, was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way.