Valence

Operations

• Own the operational backbone of hiring. Manage our ATS, interview workflows, scheduling infrastructure, and data hygiene so that every search runs cleanly and efficiently.
• Coordinate high-volume, high-quality interview processes with precision. Ensure candidates move quickly, hiring managers are prepared, feedback is collected on time, and nothing falls through the cracks.
• Build and maintain the data layer behind recruiting. Track pipeline health, time to hire, conversion rates, and hiring capacity. Prepare clear reporting for leadership and ensure hiring plans translate into execution.
• Identify friction in the hiring process and remove it. Simplify workflows, tighten handoffs, clarify ownership, and improve candidate communication.
• Use AI and automation to increase leverage across the talent lifecycle. Reduce manual coordination, improve sourcing signal, synthesize interview feedback, and streamline reporting.
• Turn ad hoc recruiting activity into structured, repeatable systems. Define SLAs with hiring managers. Document playbooks. Improve discipline as hiring volume increases.
• Own full-cycle recruiting for select roles, from sourcing through close, while continuously improving the system you are operating within.
• Support onboarding and early talent infrastructure so that strong hiring outcomes translate into strong retention and performance.

Talent Operations Associate

Business Operations

• Lead Valence’s internal operations end to end and do the work to make them run. This spans PeopleOps systems and automation, legal, compliance, HR, finance, administration, vendors, procurement, security, and physical space.
• Run the operating rhythm for internal operations. Build the dashboards. Prepare leadership reporting. Drive the operational portion of business reviews. Track decisions and commitments until they are complete.
• Find operational bottlenecks and fix them. Implement tooling and automation to eliminate manual work and increase speed and quality.
• Turn messy internal workflows into simple, repeatable systems that scale. Clarify ownership. Set turnaround times. Document the process. Fix approval gaps. As complexity increases, make operations tighter and more reliable, not more chaotic.
• Experiment aggressively to determine the right level of process for our stage. Pilot fast, measure impact, scale what works, cut what does not.
• Act as a force multiplier for the Leadership Team. Take ambiguous priorities and turn them into clear plans, owners, timelines, and delivered results.

Talent Operations Associate

Manager, Business Operations – AI