It's fun to work in a company where people truly believe in what they are doing. At Dutch Bros Coffee, we are more than just a coffee company. We are a fun-loving, mind-blowing company that makes a difference one cup at a time.
Position Overview
The Talent Acquisition Operations Manager serves as the operational engine behind the Talent Acquisition team, optimizing, scaling, and managing the Dutch Bros end-to-end recruitment infrastructure. Reporting to the Director of Talent Acquisition, this role oversees the recruitment tech stack, streamlines hiring workflows and talent pipelines, establishes robust analytics and reporting frameworks, and ensures a seamless experience across candidates, recruiters, and hiring managers. Additionally, the role drives the talent roadmap for all new shop openings, ensuring growth occurs without compromising the operational integrity or headcount of existing shops, while managing the systems, triggers, and cross-functional timelines that power the hiring and succession lifecycle.
Operating at the intersection of recruitment, data analytics, process design, and systems engineering, the Talent Acquisition Operations Manager ensures the talent acquisition function operates efficiently, compliantly, and predictably to support ongoing organizational growth.
Job Qualifications
Bachelor’s degree in Business Administration, HR, Operations, or a related field (or equivalent experience).
5+ years of experience at the intersection of Talent Operations and Retail/Hospitality, with a proven track record of managing complex operational projects.
Experience managing multi-site rollouts or high-volume openings (Retail, Food & Beverage, or Hospitality is a huge plus).
Direct background as a full-cycle recruiter or recruiting coordinator prior to moving into operations.
PMP (Project Management Professional) certification is a "nice-to-have" but not required; operational experience in a fast-growing company is more valuable.
Advanced proficiency in Project Management software (e.g., Asana, Monday.com, SmartSheet, or Trello).
Experience working within an Applicant Tracking System (ATS) as a power user who understands how to pull data and track pipeline health.
Strong Excel/Data Visualization skills (Pivot tables, VLOOKUPs, or Dashboarding) to manage reporting.
Practical understanding of employment compliance, EEOC guidelines, OFCCP (if applicable), and data privacy regulations.
Key Responsibilities
Process Design & Workflow Optimization
Continuously audit the end-to-end recruiting lifecycle and applicant tracking workflows to identify inefficiencies, eliminate friction points, and improve the overall recruiting experience.
Iterate on standard operating procedures, SLAs, and playbooks to compress time-to-fill and enhance operational efficiency across the talent ecosystem.
Partner with the People Operations team to guarantee a frictionless handoff between talent acquisition and onboarding.
Identify opportunities to standardize and scale recruiting processes, ensuring operational practices evolve alongside business needs and organizational growth.
Operational Readiness & Talent Delivery
Drive talent delivery schedules for all major hiring initiatives, including Dutch Bros new shop opening pipeline, holding cross-functional teams accountable to key milestones and deadlines, utilizing centralized dashboards to ensure visibility and alignment.
Oversee the ripple effect of internal transfers and promotions to maintain operational stability across existing teams.
Track organizational movements end-to-end, immediately triggering automated backfill requisitions and aligning recruitment pipelines with transition timelines.
Manage external hiring and resulting internal backfills through a cohesive, linked operating model.
Partner with talent marketing and recruiting teams to drive balanced candidate pipelines across all business units, maintaining continuous visibility into talent supply versus organizational demand.
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