Senior Manager of Talent Operations

About Scale to Win

Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” short code and long code texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients.

We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future.

Scale to Win is hiring a Senior Manager of Talent Operations to design, implement, and manage the systems that power equitable and consistent hiring across the organization. This role partners with hiring managers once roles are approved, providing the tools, processes, and operational support needed to run effective searches while ensuring managers retain ownership of final decisions. The position combines hands-on execution with strategic process-building to deliver a fair, transparent, and values-aligned candidate experience.

About the Role

The Senior Manager of Talent Operations is the operational engine behind our hiring systems, playing a central role in building and executing scalable infrastructure to support equitable and consistent recruitment across the organization. This role leads core processes related to job postings, candidate communications, interview logistics, hiring manager toolkits, and applicant tracking. As an early member of the People Operations team, you will be responsible for designing our hiring processes from the ground up—including systems, templates, and workflows—and executing those processes in partnership with hiring managers. You will bring structure, precision, and care to every step of the candidate experience, ensuring our hiring systems are fair, compliant, and user-friendly. Over time, as core hiring systems mature, this role may expand to include broader People Operations projects, such as performance management, employee engagement, or policy development, in partnership with the Director of People Operations.

Key Responsibilities

Hiring & Recruiting Operations

• Design, implement, and continuously improve centralized internal hiring processes, ensuring consistency and efficiency across all teams
• Serve as the primary operational partner to hiring managers once a role is approved, supporting them in planning and executing equitable and compliant hiring processes while ensuring managers retain ownership of final candidate selection
• Manage operational aspects of recruitment and hiring, including drafting and posting job descriptions, coordinating schedules, facilitating communication with candidates, and maintaining timely follow-up
• Oversee and optimize the applicant tracking system, ensuring accurate records, reporting, and compliance
• Develop and maintain standardized hiring tools, such as playbooks, interview guides, scorecards, and rubrics, to promote a consistent and equitable candidate experience
• Support the Director of People Operations in embedding DEIJ principles into every stage of the hiring process, from outreach language to interview evaluation methods
• Train and coach hiring managers and interview panels on the use of standardized tools, equitable interviewing practices, and candidate experience best practices
• Regularly evaluate and refine the candidate experience, ensuring fairness, transparency, and clear communication throughout the process

Employee Lifecycle Administration

• Own end-to-end onboarding logistics, including collection of required documentation, system setup, and execution of new hire checklists
• Conduct onboarding orientations, ensuring that new employees understand organizational systems, processes, and expectations
• Partner with managers to create structured onboarding plans that integrate role-specific training and cultural orientation
• Manage offboarding logistics, including documentation, communication, and system deprovisioning, with attention to both compliance and employee experience

People Analytics and Strategic Input

• Track and analyze key talent metrics, including time-to-fill, candidate experience feedback, and employee engagement/retention trends
• Compile and share reporting to inform leadership decision-making and highlight opportunities for process improvement
• Stay informed on external benchmarks and best practices to inform talent and culture strategy

Reports to the Director of People Operations.

About You

The ideal candidate for this position is a detail-oriented and solutions-driven people operations professional who thrives in building structure in fast-paced environments. You care deeply about equity, compliance, and employee experience, and you bring the judgment, adaptability, and follow-through needed to establish scalable systems while supporting a mission-driven organization.

While we don’t necessarily expect successful applicants to have all of the below experiences, you likely have had relevant experience with a number of the bullets below:

• 5+ years of experience in Human Resources or related fields
• Demonstrated experience creating and implementing people operations strategies, processes, tools, and training
• Knowledge of relevant laws and regulations, and the ability to ensure compliance and secure documentation of personnel data
• Demonstrated ability to scale an organization quickly, while centering a positive employee experience and building a strong culture
• Ability to train managers and guide employees through the entire employee lifecycle from recruitment to offboarding, including onboarding and performance improvement
• Commitment to learning and implementing current best practices in the people operations field
• Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications
• Ability to work independently and to exercise sound judgment and discretion
• High bias towards keeping your commitments, always ensuring follow-through. 
• Flexibility: position may evolve, and your responsibilities may shift over time.
• Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations.
• A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen.
• Ability to organize and prioritize a complex work plan with ever-changing details.
• Willingness to work some weekends and evenings, especially as we approach peak election times and experience peak volumes with our clients.
• Strong commitment to progressive values and desire to help the left win.

The Offer:

• $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable: everyone in the same role receives the same salary.
• Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year.
• Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 
• 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents.
• Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents.
• Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer.
• Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year.

How to Apply:

To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “[Senior Manager of Talent Operations]” from the position dropdown.

Interview Process + Timeline 

• Submit resume and application
• Initial interview
• Hiring Exercise
• 2nd interview
• 3rd interview
• Reference Checks

The position will be open until filled, and applications will be reviewed on a rolling basis.

Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas.

Interview Accommodations

Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. 

In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.