Director, Talent Operations & Analytics

Job Description

We are hiring a Director of Talent Operations & Analytics to join Procore’s People organization. We are building a seamless, data-driven, and people-centered talent ecosystem. Our Integrated Talent model brings the full talent lifecycle under one umbrella—linking external hiring with internal development and succession—so that every talent decision is guided by a unified philosophy, shared data, and common outcomes. This Director of Talent Operations & Analytics will be the strategic engine powering this vision. This is a unique and critical leadership role for someone who understands intuitively what it takes to run a world-class recruiting machine and how talent management products drive business results.

As a Director of Talent Operations & Analytics, you will be a key partner to the VP of Talent and the Talent Team Leadership, while also leading the [small and mighty] team that provides the operational backbone and analytical insights for our "Attraction & Selection" (Recruiting) and "Talent Management" (Products) functions. You will be responsible for defining the data and insights we need to run our recruiting engine efficiently and evolve our talent products effectively.

This role will report to the VP, Talent, and will be based in Austin, TX. We’re looking for someone to join us immediately.

What You'll Do

• Be the Strategic Data Partner: Partner with the People Analytics Team to define the "what" and the "why" of our Talent data; translating leadership needs into clear requirements for dashboards and predictive insights.

• Inform Our Recruiting Engine:

  • Staffing & Capacity: Partner with FP&A on headcount planning and translate that into a predictive capacity model for the Talent team, using geo and function-specific productivity data.

  • Efficiency: Own the data and insights to drive funnel optimization, improve quality of hire, and manage cost-per-hire.

  • Efficacy: Measure and drive improvements in Candidate and Hiring Manager satisfaction (CSat).

• Inform Our Talent Products:

  • Opportunities: Generate insights to inform the evolution of our talent products (from Onboarding & Integration through Succession), analyzing data on manager effectiveness, performance management, new employee ramp-to-productivity, and organizational health.

  • Impact: Develop methods to measure the impact and user experience (UX) of our talent programs (e.g., Onboarding, Growth & Performance, Mobility).

• Drive Integrated Talent Insights: Connect data across the talent lifecycle to answer critical questions. (e.g., Are our new hire assessment criteria predictive of high performance? Which internal talent pools should be surfaced for executive-level requisitions?).

• Run the Business of Talent: Oversee the Talent team's operational rhythm, portfolio management, and budget, ensuring resources are prioritized and investments deliver measurable impact.

• Optimize the Talent Tech Stack: Partner with stakeholders to optimize our use of technology, including AI and automation, to improve efficiency, enhance the user experience, and elevate our talent capabilities.

• Tell the Story: Transform complex quantitative and qualitative data into compelling narratives and actionable recommendations for a senior executive audience.

• Lead a Small High-Performing Team: Build, mentor, and develop a team of high-performing program managers responsible for diagnosing and remediating opportunities across the entire Talent organization.

What We're Looking For

• 10+ years of progressive experience in the talent domain, with a required foundation in Talent Acquisition Operations and demonstrated expertise in Talent Management and/or HR Business Partnership.

• 5+ years of experience in a people leadership role, with a proven track record of building, leading, and mentoring high-performing, globally distributed teams.

• Deep analytical skills with the ability to translate complex data into actionable insights and strategic decisions. You don't just report the news; you analyze why it's happening and what to do next.

• Proven stakeholder management skills, with the ability to influence and collaborate with senior leaders (VPs, C-suite) and cross-functional partners (e.g., People Analytics, FP&A, [Talent] Product Managers, and People Partners).

• Expertise with the talent tech stack (e.g., ATS, HRIS, LMS, CRM, interview scheduling tools; Workday, Paradox, Gem and Google Workspace [Including Gemini and Agentspace] are a plus) and a passion for optimizing systems and processes.

• An AI-First Mindset: A strong curiosity and understanding of how AI and automation can be leveraged to augment teams and improve outcomes.

• Exceptional communication skills and the ability to build compelling, data-driven business cases.

Additional Information

Base Pay Range $0 - $0. Eligible for Equity Compensation. Procore is committed to offering competitive, fair, and commensurate compensation, and has provided an estimated pay range for this role. Actual compensation will be based on a candidate’s job-related skills, experience, education or training, and location.

Perks & Benefits

At Procore, we invest in our employees and provide a full range of benefits and perks to help you grow and thrive. From generous paid time off and healthcare coverage to career enrichment and development programs, learn more details about what we offer and how we empower you to be your best.

About Us

Procore Technologies is building the software that builds the world. We provide cloud-based construction management software that helps clients more efficiently build skyscrapers, hospitals, retail centers, airports, housing complexes, and more. At Procore, we have worked hard to create and maintain a culture where you can own your work and are encouraged and given resources to try new ideas. Check us out on Glassdoor to see what others are saying about working at Procore.

We are an equal-opportunity employer and welcome builders of all backgrounds. We thrive in a dynamic and inclusive environment. We do not tolerate discrimination against candidates or employees on the basis of gender, sex, national origin, civil status, family status, sexual orientation, religion, age, disability, race, traveler community, status as a protected veteran or any other classification protected by law.

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Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact our benefits team here to discuss reasonable accommodations.

For Los Angeles County (unincorporated) Candidates:

Procore will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable federal, state, and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

A criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment: 1. appropriately managing, accessing, and handling confidential information including proprietary and trade secret information, as well as accessing Procore's information technology systems and platforms; 2. interacting with and occasionally having unsupervised contact with internal/external customers, stakeholders, and/or colleagues; and 3. exercising sound judgment.