Talent Acquisition Operations Manager

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.

Data Analytics, Reporting & Insights

Design, monitor, and scale talent operations dashboards to flag at-risk requisitions, pipeline bottlenecks, recruiting trends, and critical capacity gaps.

Serve as the primary lead for escalating hiring risks and operational delays to leadership with data-backed mitigation plans.

Conduct quarterly and annual forecasting analyses to support headcount planning and capacity modeling.

Provide hiring managers and executive leadership with data-driven insights to unblock pipelines and refine hiring strategies.

Enablement & Training

Build and maintain a centralized repository of talent acquisition knowledge bases, scorecards, and process documentation.

Support the delivery of training programs for new interviewers, hiring managers, and recruiting coordinators on best practices, ATS usage, and compliance.

Lead change management initiatives when rolling out new tools, policies, or workflows across the broader company.

Develop scalable resources, processes, and enablement strategies that support team effectiveness, knowledge sharing, and continuous improvement.

Systems & Technology Administration

Serve as the operational subject matter expert for our Applicant Tracking System (e.g., Workday, Phenom, Greenhouse, etc.) and other recruitment tools (e.g., LinkedIn Recruiter, Gem, etc.).

Manage user permissions, workflow configurations, data cleanliness, and system audits across all platforms while partnering with people technology partners to address technical needs and optimize system functionality.

Partner with IT, Security, and Legal to ensure tooling complies with global privacy and employment laws (e.g., GDPR, CCPA/CPRA, EEOC).

Physical Requirements

In-Office Environment: Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptions

Must be able to collaborate in-person with occasional impromptu in-person meetings

Office Conditions: Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels

Mobility : Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches. Must be able to occasionally move or lift office items up to 25 pounds

Hearing Requirements: Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls. Use of hearing aids or other assistive devices is acceptable if needed.

Reading and Writing Proficiency: Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions. Proficiency in written communication is required to handle job-related tasks effectively.

Vision Requirements: Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools. Use of corrective lenses or other measures to meet visual requirements is expected if needed.

Technology Proficiency: Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.

Effective Communication: Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.

Compensation:

Dependent on Experience

If you like wild growth and working in a unique and fun environment, surrounded by positive community, you'll enjoy your career with us!