Talent Operations Specialist Jobs
Talent Operations Specialist jobs are open across technology, healthcare, financial services, and professional services firms, from coordinator-level to senior and manager roles, with specializations in recruiting operations, HR systems administration, and talent analytics. Find a role that fits from the openings below and apply directly.
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Showing 5 of 203+ Talent Operations Specialist jobs
INTRODUCTION
SimSpace serves as an AI Proving Ground where organizations can confidently train, test, and outmaneuver adversaries in any environment. Trusted by allied governments, militaries, enterprises, and research institutions worldwide, SimSpace enables adaptive, AI-ready defenses that stay ahead of evolving threats. Founded in 2015 by experts from U.S. Cyber Command and MIT Lincoln Laboratory, the platform unifies training, testing, and validation in a realistic, live-fire simulation—helping teams evaluate security investments, optimize performance, and compress cyber readiness cycles from months to days.
Why join SimSpace?
We are an organization that is focused on building our culture and mindfully enhancing our atmosphere every day which is why we have collaborated on an integral value system. Our governing philosophy of being Human Centered is deeply embedded within our value system. We apply this philosophy to every one of our internal team members, external clients, and their customers.
How Do We Work?
We believe that people are at the center of everything we do. SimSpace fosters a culture of continuous learning, curiosity, and professional growth. That belief shows up in action: in-house training, internal and external learning platforms, cyber conferences, industry events, and dedicated time for skill development. Our people are empowered to shape their careers - and it shows. Year over year, SimSpace consistently outperforms industry benchmarks in internal mobility, promotions, and total rewards growth.
Who Thrives Here?
We are a team of innovators, protectors, and problem-solvers. We believe diversity of thought and experience fuels better solutions, and we’re committed to building teams that reflect the communities we serve. Whether you’re remote or office-based, you’ll collaborate with talented colleagues across departments and time zones, united by the mission to create a safer digital world.
ROLE AND RESPONSIBILITIES
We're looking for a Senior People & Talent Operations Specialist who is equal parts builder, systems thinker, analyst, problem solver, and employee advocate. This role sits at the intersection of technology, employee experience, talent operations, onboarding, automation, analytics, and program execution. You'll help shape how employees experience SimSpace while building scalable systems that allow our team to operate more efficiently and effectively. If you get excited about creating seamless experiences, automating manual work, uncovering insights hidden in data, and turning ideas into reality, I'd love to meet you.
About The Role
This is not a traditional HR operations role. You will spend approx. 50%-60% of your time within Ashby. We're looking for someone who sees systems as opportunities, not limitations. Someone who enjoys finding inefficiencies before they become problems. Someone who notices patterns, identifies root causes, and proactively creates solutions. You'll serve as a key partner to our Recruiting team, our People Program Partner, People Ops Business Partner, hiring managers, and employees while helping us maximize the value of our technology ecosystem—particularly Ashby. We're early adopters of Ashby's People Workflows and see tremendous opportunity to continue building automations, communications, onboarding experiences, and operational efficiencies that improve both employee and administrator experiences. The right person for this role loves connecting dots. One hour you might be building an onboarding workflow, auditing data quality, or configuring an automation in Ashby. The next you might be analyzing adoption trends, identifying a process gap, partnering with Recruiting on preboarding logistics, or translating employee experience data into actionable recommendations. You'll have significant ownership and autonomy in this role. We're looking for someone who doesn't wait to be told what needs attention—they see it, investigate it, and either solve it independently or bring thoughtful solutions to the table when collaboration is needed.
What You'll Be Responsible For
As Senior People & Talent Operations Specialist, You Will
- Own and continuously improve our preboarding and share onboarding experience across systems, communications, and operational processes
- Serve as one of our internal Ashby experts, helping build, optimize, and scale People Workflows, automations, reporting, and employee lifecycle processes
- Partner closely with Hiring and People teams to ensure seamless transitions from candidate to employee
- Manage employee data integrity, audits, workflows, and operational processes across people systems
- Create, maintain, and optimize employee communications, workflows, and automated touchpoints
- Monitor program adoption and utilization, identifying opportunities to increase engagement and effectiveness
- Analyze people, recruiting, onboarding, and employee experience data to identify trends and recommend improvements
- Build dashboards, reports, and insights that help leaders make informed decisions
- Support employee experience, learning, development, and performance programs through operational execution and process optimization
- Identify process inefficiencies and implement scalable solutions that improve accuracy, consistency, and employee experience
- Partner cross-functionally to support new initiatives, systems implementations, and operational improvements
- Act as a trusted operational resource for employees, managers, recruiters, and leaders
What Makes Someone Successful Here
The strongest People & Talent Ops professionals I've worked with combine curiosity, systems thinking, business acumen, and empathy. They understand that behind every workflow, report, automation, or process is a real human experience. They love solving problems but don't stop at fixing symptoms - they look for root causes. They notice patterns before others do. They enjoy turning complexity into simplicity. They're energized by data and analytics, but they're equally passionate about using those insights to improve employee experiences and business outcomes. Most importantly, they operate with a high degree of ownership. They don't wait for instructions. They proactively identify opportunities, make recommendations, and help move the organization forward.
You’ll Be a Great Fit If...
- You're a data nerd who loves uncovering insights, trends, and stories hidden within data.
- You genuinely enjoy building workflows, automations, and scalable systems.
- You have deep experience with Ashby and get excited about maximizing the platform's capabilities.
- You naturally connect dots across teams, systems, processes, and employee experiences.
- You proactively identify issues, investigate root causes, and develop solutions.
- You enjoy measuring adoption, analyzing effectiveness, and improving outcomes through data.
- You think like a builder and are energized by creating processes that didn't exist before.
- You build strong partnerships and know how to influence through collaboration.
- You're continuously learning and enjoy staying current on People Operations technology, analytics, and best practices.
- You balance operational excellence with a genuine passion for creating exceptional employee experiences.
You Might Not Be a Great Fit If...
- You prefer highly defined work where priorities, solutions, and next steps are always provided.
- You view systems administration as maintenance rather than an opportunity for innovation and optimization.
- You wait for issues to be assigned instead of proactively identifying them.
- You enjoy running reports but don't enjoy translating data into recommendations and action.
- You prefer executing established processes over designing and improving them.
- You become frustrated when priorities shift or new challenges emerge.
- You see employee experience, onboarding, learning, performance, and operations as separate functions rather than interconnected parts of the same journey.
- You prefer narrowly defined responsibilities over broad ownership and cross-functional partnership.
- You need extensive oversight to stay aligned, motivated, or productive.
Our Philosophy
A few things that are important to me and the team:
- We care deeply about employee experience because every interaction matters.
- We use data to inform decisions, not replace judgment.
- We believe technology should simplify work, not create more of it.
- We value curiosity, experimentation, and continuous improvement.
- We believe operational excellence creates better employee experiences.
- We embrace automation where it adds value and human connection where it matters most.
- We prioritize transparency, accountability, empathy, and trust.
We're a small team with ambitious goals and significant opportunities ahead. That means you'll have the ability to influence systems, programs, processes, and experiences that impact every employee at SimSpace.
The Interview Process
At SimSpace, we want our interview process to help you show your best self while giving you an authentic understanding of who we are, how we work, and what success looks like in this role. Our goal isn't to catch you off guard or put you through unnecessary hoops. We want meaningful conversations that help us learn about your experience, leadership style, and approach to building great teams. Just as importantly, we want to give you the opportunity to evaluate whether SimSpace, our culture, and this role are the right fit for you.
Here's What You Can Expect
- 45–60 Minutes | Introduction & Career Conversation
You'll meet directly with me, for an introductory conversation focused on your career journey, leadership experience, accomplishments, and what you're looking for in your next opportunity. We'll also spend time discussing SimSpace, our Talent philosophy, how the team operates today, and where we're headed in the future. This conversation is designed to help us get to know one another and determine whether there's mutual alignment around the opportunity.
-
60 Minutes | Talent Leadership & Strategy Conversation
Our second conversation will go deeper into the role itself. We'll explore your approach to recruiting leadership, internal mobility, talent operations, organizational effectiveness, and building high-performing teams. We'll discuss how you've leveraged systems, data, behavioral assessment techniques, and stakeholder partnerships to drive hiring outcomes and scale recruiting functions. This is also an opportunity to dive into real-world scenarios, leadership philosophy, and how you approach balancing strategy, execution, people leadership, and operational excellence. -
60 Minutes | Peer & Stakeholder Panel
You'll meet with a small group of cross-functional partners that you'll work closely with in this role. Rather than a formal Q&A session, these are conversational discussions focused on collaboration, stakeholder partnership, problem-solving, and leadership philosophy. -
30 Minutes | Executive Meet & Greet
Our final step is an informal conversation with our Chief People Officer. This is an opportunity to discuss the broader vision for Talent at SimSpace, ask any remaining questions, and ensure mutual alignment on where we're headed as an organization.
Throughout the process, you'll have opportunities to learn about our team, our operating philosophy, and the work we're building together. We believe interviews should be a two-way conversation, and we encourage you to bring your questions, ideas, and perspectives along the way.
COMPENSATION
We’re proud to offer a competitive and comprehensive package designed to support your well-being, growth, and success:
- Compensation. The salary range for this role is $80,000–$130,000. While we expect most candidates hired into this position to fall within the $100,000–$115,000 range, we consider a variety of factors when determining compensation, including experience, demonstrated expertise, geographic location, and the unique value each candidate brings to the team.
- Health & Wellness. Comprehensive medical, dental, and vision benefits, plus savings plans—coverage starts on day one!
- Mental Health Support. Access to company-paid counseling, coaching, and resources for you and your family through Spring Health.
- Financial Well-Being. Plan for your future with a 401(k)-retirement savings plan featuring a company match.
- Flexible Time Off. Take the time you need with unlimited vacation and dedicated health & wellness days. SimSpace provides flexible solutions to meet the diverse work-life needs of team members.
- Parental Leave. Paid leave plans to support you and your loved ones during life’s most important moments.
- Ownership Opportunities. Equity stock options at hire, with annual performance-based grants—become an invested stakeholder in our shared success.
- Referral Rewards. Earn $1,500–$3,500 for every qualified hire through our employee referral program.
- Peloton Interactive Wellness Program. Full- and partial-subsidized membership plans and equipment discounts to help you reach your personalized fitness goals.
- Continuous Learning. Access a LinkedIn Learning membership to prioritize your personal and professional development.
- Social Connections. Monthly reimbursements for meaningful connections with teammates through our SocialSpace Community.
- Extra Perks. Legal plan coverage, pet insurance, wellness reimbursements, and more to simplify life’s details.
If that sounds exciting to you, I'd love to start a conversation!
SimSpace Is An Equal Opportunity Employer
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
SimSpace is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients.
Research shows that women and people from underrepresented groups only apply to jobs if they meet all of the qualifications. However, no one ever meets 100% of the qualifications. SimSpace encourages you to break that statistic and to apply. We look forward to your application!
We also consider qualified applicants regardless of criminal histories, in accordance with applicable law. We are committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact careers@simspace.com.
SimSpace does not accept unsolicited resumes from employment agencies.
Actual compensation for the position is based on a variety of factors, including, but not limited to affordability, skills, qualifications and experience, and may vary from the range.
INTRODUCTION
SimSpace serves as an AI Proving Ground where organizations can confidently train, test, and outmaneuver adversaries in any environment. Trusted by allied governments, militaries, enterprises, and research institutions worldwide, SimSpace enables adaptive, AI-ready defenses that stay ahead of evolving threats. Founded in 2015 by experts from U.S. Cyber Command and MIT Lincoln Laboratory, the platform unifies training, testing, and validation in a realistic, live-fire simulation—helping teams evaluate security investments, optimize performance, and compress cyber readiness cycles from months to days.
Why join SimSpace?
We are an organization that is focused on building our culture and mindfully enhancing our atmosphere every day which is why we have collaborated on an integral value system. Our governing philosophy of being Human Centered is deeply embedded within our value system. We apply this philosophy to every one of our internal team members, external clients, and their customers.
How Do We Work?
We believe that people are at the center of everything we do. SimSpace fosters a culture of continuous learning, curiosity, and professional growth. That belief shows up in action: in-house training, internal and external learning platforms, cyber conferences, industry events, and dedicated time for skill development. Our people are empowered to shape their careers - and it shows. Year over year, SimSpace consistently outperforms industry benchmarks in internal mobility, promotions, and total rewards growth.
Who Thrives Here?
We are a team of innovators, protectors, and problem-solvers. We believe diversity of thought and experience fuels better solutions, and we’re committed to building teams that reflect the communities we serve. Whether you’re remote or office-based, you’ll collaborate with talented colleagues across departments and time zones, united by the mission to create a safer digital world.
ROLE AND RESPONSIBILITIES
We're looking for a Senior People & Talent Operations Specialist who is equal parts builder, systems thinker, analyst, problem solver, and employee advocate. This role sits at the intersection of technology, employee experience, talent operations, onboarding, automation, analytics, and program execution. You'll help shape how employees experience SimSpace while building scalable systems that allow our team to operate more efficiently and effectively. If you get excited about creating seamless experiences, automating manual work, uncovering insights hidden in data, and turning ideas into reality, I'd love to meet you.
About The Role
This is not a traditional HR operations role. You will spend approx. 50%-60% of your time within Ashby. We're looking for someone who sees systems as opportunities, not limitations. Someone who enjoys finding inefficiencies before they become problems. Someone who notices patterns, identifies root causes, and proactively creates solutions. You'll serve as a key partner to our Recruiting team, our People Program Partner, People Ops Business Partner, hiring managers, and employees while helping us maximize the value of our technology ecosystem—particularly Ashby. We're early adopters of Ashby's People Workflows and see tremendous opportunity to continue building automations, communications, onboarding experiences, and operational efficiencies that improve both employee and administrator experiences. The right person for this role loves connecting dots. One hour you might be building an onboarding workflow, auditing data quality, or configuring an automation in Ashby. The next you might be analyzing adoption trends, identifying a process gap, partnering with Recruiting on preboarding logistics, or translating employee experience data into actionable recommendations. You'll have significant ownership and autonomy in this role. We're looking for someone who doesn't wait to be told what needs attention—they see it, investigate it, and either solve it independently or bring thoughtful solutions to the table when collaboration is needed.
What You'll Be Responsible For
As Senior People & Talent Operations Specialist, You Will
- Own and continuously improve our preboarding and share onboarding experience across systems, communications, and operational processes
- Serve as one of our internal Ashby experts, helping build, optimize, and scale People Workflows, automations, reporting, and employee lifecycle processes
- Partner closely with Hiring and People teams to ensure seamless transitions from candidate to employee
- Manage employee data integrity, audits, workflows, and operational processes across people systems
- Create, maintain, and optimize employee communications, workflows, and automated touchpoints
- Monitor program adoption and utilization, identifying opportunities to increase engagement and effectiveness
- Analyze people, recruiting, onboarding, and employee experience data to identify trends and recommend improvements
- Build dashboards, reports, and insights that help leaders make informed decisions
- Support employee experience, learning, development, and performance programs through operational execution and process optimization
- Identify process inefficiencies and implement scalable solutions that improve accuracy, consistency, and employee experience
- Partner cross-functionally to support new initiatives, systems implementations, and operational improvements
- Act as a trusted operational resource for employees, managers, recruiters, and leaders
What Makes Someone Successful Here
The strongest People & Talent Ops professionals I've worked with combine curiosity, systems thinking, business acumen, and empathy. They understand that behind every workflow, report, automation, or process is a real human experience. They love solving problems but don't stop at fixing symptoms - they look for root causes. They notice patterns before others do. They enjoy turning complexity into simplicity. They're energized by data and analytics, but they're equally passionate about using those insights to improve employee experiences and business outcomes. Most importantly, they operate with a high degree of ownership. They don't wait for instructions. They proactively identify opportunities, make recommendations, and help move the organization forward.
You’ll Be a Great Fit If...
- You're a data nerd who loves uncovering insights, trends, and stories hidden within data.
- You genuinely enjoy building workflows, automations, and scalable systems.
- You have deep experience with Ashby and get excited about maximizing the platform's capabilities.
- You naturally connect dots across teams, systems, processes, and employee experiences.
- You proactively identify issues, investigate root causes, and develop solutions.
- You enjoy measuring adoption, analyzing effectiveness, and improving outcomes through data.
- You think like a builder and are energized by creating processes that didn't exist before.
- You build strong partnerships and know how to influence through collaboration.
- You're continuously learning and enjoy staying current on People Operations technology, analytics, and best practices.
- You balance operational excellence with a genuine passion for creating exceptional employee experiences.
You Might Not Be a Great Fit If...
- You prefer highly defined work where priorities, solutions, and next steps are always provided.
- You view systems administration as maintenance rather than an opportunity for innovation and optimization.
- You wait for issues to be assigned instead of proactively identifying them.
- You enjoy running reports but don't enjoy translating data into recommendations and action.
- You prefer executing established processes over designing and improving them.
- You become frustrated when priorities shift or new challenges emerge.
- You see employee experience, onboarding, learning, performance, and operations as separate functions rather than interconnected parts of the same journey.
- You prefer narrowly defined responsibilities over broad ownership and cross-functional partnership.
- You need extensive oversight to stay aligned, motivated, or productive.
Our Philosophy
A few things that are important to me and the team:
- We care deeply about employee experience because every interaction matters.
- We use data to inform decisions, not replace judgment.
- We believe technology should simplify work, not create more of it.
- We value curiosity, experimentation, and continuous improvement.
- We believe operational excellence creates better employee experiences.
- We embrace automation where it adds value and human connection where it matters most.
- We prioritize transparency, accountability, empathy, and trust.
We're a small team with ambitious goals and significant opportunities ahead. That means you'll have the ability to influence systems, programs, processes, and experiences that impact every employee at SimSpace.
The Interview Process
At SimSpace, we want our interview process to help you show your best self while giving you an authentic understanding of who we are, how we work, and what success looks like in this role. Our goal isn't to catch you off guard or put you through unnecessary hoops. We want meaningful conversations that help us learn about your experience, leadership style, and approach to building great teams. Just as importantly, we want to give you the opportunity to evaluate whether SimSpace, our culture, and this role are the right fit for you.
Here's What You Can Expect
- 45–60 Minutes | Introduction & Career Conversation
You'll meet directly with me, for an introductory conversation focused on your career journey, leadership experience, accomplishments, and what you're looking for in your next opportunity. We'll also spend time discussing SimSpace, our Talent philosophy, how the team operates today, and where we're headed in the future. This conversation is designed to help us get to know one another and determine whether there's mutual alignment around the opportunity.
-
60 Minutes | Talent Leadership & Strategy Conversation
Our second conversation will go deeper into the role itself. We'll explore your approach to recruiting leadership, internal mobility, talent operations, organizational effectiveness, and building high-performing teams. We'll discuss how you've leveraged systems, data, behavioral assessment techniques, and stakeholder partnerships to drive hiring outcomes and scale recruiting functions. This is also an opportunity to dive into real-world scenarios, leadership philosophy, and how you approach balancing strategy, execution, people leadership, and operational excellence. -
60 Minutes | Peer & Stakeholder Panel
You'll meet with a small group of cross-functional partners that you'll work closely with in this role. Rather than a formal Q&A session, these are conversational discussions focused on collaboration, stakeholder partnership, problem-solving, and leadership philosophy. -
30 Minutes | Executive Meet & Greet
Our final step is an informal conversation with our Chief People Officer. This is an opportunity to discuss the broader vision for Talent at SimSpace, ask any remaining questions, and ensure mutual alignment on where we're headed as an organization.
Throughout the process, you'll have opportunities to learn about our team, our operating philosophy, and the work we're building together. We believe interviews should be a two-way conversation, and we encourage you to bring your questions, ideas, and perspectives along the way.
COMPENSATION
We’re proud to offer a competitive and comprehensive package designed to support your well-being, growth, and success:
- Compensation. The salary range for this role is $80,000–$130,000. While we expect most candidates hired into this position to fall within the $100,000–$115,000 range, we consider a variety of factors when determining compensation, including experience, demonstrated expertise, geographic location, and the unique value each candidate brings to the team.
- Health & Wellness. Comprehensive medical, dental, and vision benefits, plus savings plans—coverage starts on day one!
- Mental Health Support. Access to company-paid counseling, coaching, and resources for you and your family through Spring Health.
- Financial Well-Being. Plan for your future with a 401(k)-retirement savings plan featuring a company match.
- Flexible Time Off. Take the time you need with unlimited vacation and dedicated health & wellness days. SimSpace provides flexible solutions to meet the diverse work-life needs of team members.
- Parental Leave. Paid leave plans to support you and your loved ones during life’s most important moments.
- Ownership Opportunities. Equity stock options at hire, with annual performance-based grants—become an invested stakeholder in our shared success.
- Referral Rewards. Earn $1,500–$3,500 for every qualified hire through our employee referral program.
- Peloton Interactive Wellness Program. Full- and partial-subsidized membership plans and equipment discounts to help you reach your personalized fitness goals.
- Continuous Learning. Access a LinkedIn Learning membership to prioritize your personal and professional development.
- Social Connections. Monthly reimbursements for meaningful connections with teammates through our SocialSpace Community.
- Extra Perks. Legal plan coverage, pet insurance, wellness reimbursements, and more to simplify life’s details.
If that sounds exciting to you, I'd love to start a conversation!
SimSpace Is An Equal Opportunity Employer
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
SimSpace is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients.
Research shows that women and people from underrepresented groups only apply to jobs if they meet all of the qualifications. However, no one ever meets 100% of the qualifications. SimSpace encourages you to break that statistic and to apply. We look forward to your application!
We also consider qualified applicants regardless of criminal histories, in accordance with applicable law. We are committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact careers@simspace.com.
SimSpace does not accept unsolicited resumes from employment agencies.
Actual compensation for the position is based on a variety of factors, including, but not limited to affordability, skills, qualifications and experience, and may vary from the range.
See All 203+ Talent Operations Specialist Jobs
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Find JobsTalent Operations Specialist Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Circle K10
- Amazon8
- Harvey7
- BetterUp3
- Lowe's Companies3
Top Industries Hiring
- Technology & Software57
- Retail17
- Education15
- Consulting & Professional Services11
- Healthcare & Medical Services9
What Employers Look For
The qualifications that appear most often in talent operations specialist jobs.
- Experience administering or configuring an applicant tracking system or HRIS platform
- Proficiency in data reporting and building dashboards for recruiting metrics
- Strong project management skills for coordinating cross-functional hiring programs
- Bachelor's degree in human resources, business administration, or a related field
- Familiarity with onboarding workflows and new-hire process coordination
- Experience supporting high-volume recruiting operations or agency-scale hiring programs
Tips for Your Talent Operations Specialist Job Search
Tailor your resume to ATS workflows
Talent operations roles live inside the systems they manage, so your resume should name the applicant tracking systems and HR platforms you've administered, not just list them as bullet points. Recruiters scan for configuration and workflow experience, not just end-user familiarity.
Quantify process improvements you owned
Hiring managers want to see that you've reduced time-to-fill, cut requisition backlogs, or improved offer acceptance rates through process changes you led. Describe the problem, the change you made, and the measurable result without overstating your sole contribution.
Apply early to roles that fit
Migrate Mate lists talent operations specialist openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter openings by system and stack
Talent operations job requirements vary significantly depending on whether the team runs a small-business ATS or an enterprise HRIS suite. When searching, filter or scan postings for the specific platforms your experience covers so you're not spending time on roles built around tools you haven't used.
Prepare a process walkthrough for interviews
Most talent operations interviews include a scenario where you're asked to redesign a broken workflow or diagnose why a hiring stage is slow. Walk interviewers through how you'd audit the current state, identify the bottleneck, and build a fix, using a real example from your background whenever possible.
Negotiate scope before you negotiate title
In talent operations, the team size you support and the systems you own matter more than your title for day-to-day impact and future leverage. Before accepting an offer, clarify how many requisitions the team runs monthly and whether you'll own system configuration or just reporting.
Talent Operations Specialist Jobs: Frequently Asked Questions
Which companies are hiring the most talent operations specialists?
The companies hiring the most talent operations specialists right now include Circle K, Amazon, and Harvey, with the largest share of openings in California, New York, and Florida, based on current listings on Migrate Mate as of June 2026. Demand is concentrated in organizations scaling their recruiting function or standardizing hiring infrastructure across multiple departments.
How many talent operations specialist jobs are remote?
About 24% of talent operations specialist openings are fully remote or hybrid as of June 2026, reflecting the systems-heavy nature of the role. Sub-areas like recruiting analytics, ATS administration, and program coordination tend to be the most remote-friendly, while onboarding coordination and compliance-adjacent work more often require on-site or hybrid presence.
How do you become a talent operations specialist?
Start by building hands-on experience with recruiting workflows, either as a recruiting coordinator, HR administrator, or talent acquisition associate. Develop proficiency in at least one major applicant tracking system and learn to pull and interpret recruiting metrics. From there, take on process improvement projects, document the outcomes, and position your experience around operational ownership rather than transactional support.
Can you get a talent operations specialist job with little or no experience?
Yes, entry-level talent operations roles exist, and many employers hire candidates transitioning from recruiting coordination, HR generalist, or administrative backgrounds. The most effective approach is to demonstrate familiarity with ATS platforms, even through self-directed learning or certifications, and to show examples of process thinking, such as a workflow you reorganized or a recurring problem you systematized.
What does the talent operations specialist interview process look like?
Most talent operations specialist interviews include an initial recruiter screen focused on background and system experience, followed by a hiring manager conversation that goes deeper on process ownership and cross-functional collaboration. A practical exercise is common, often asking you to audit a sample workflow, build a reporting structure, or walk through how you'd implement a new hiring process from scratch.
Where can I find and apply to talent operations specialist jobs?
You can find and apply to talent operations specialist jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and apply directly to each listing from the page.
See All 203+ Talent Operations Specialist Jobs
Jump back to the full list of openings and apply to any talent operations specialist role that fits.
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