The Manager Executive Recruitment Operations is responsible for building and scaling the infrastructure that underpins executive recruitment across all Booking Holdings brands.

This role designs and implements the systems, tooling, reporting and knowledge libraries that allow Executive Recruitment to run leadership searches and succession work in a consistent, data‑driven and cross‑brand way.

Key outcomes include:

• Responsible for the executive recruiting tech stack across multiple brands, including implementation, management, and improvement, integrated with Workday and supported by standardised hiring processes and data formats.
• A robust reporting and metrics framework for executive hiring and succession.
• A maintained Executive Talent Intelligence Knowledge Bank and “How We Hire” content, reusable across brands.
• Clear operational standards for executive recruiters, sourcers and coordinators, supported by tools and training.

The role leads these foundations as business owner / program lead, and manages a small coordination team to anchor them in day‑to‑day use. They are accountable for cross‑brand executive systems adoption, data quality, and timely, decision‑ready reporting for leadership hiring and succession risk management.

This role reports directly to the Director Executive Recruitment and has a dotted line into the Director People Operations.

Key Job Responsibilities and Duties:

Systems & Tooling Infrastructure

• Owns and leads the operational partnership with People Operations, Tech and Talent Ops to design and own the functional requirements for the build of systems infrastructure for executive recruitment across brands:
  • Requirements and roadmap for an executive‑specific tech stack which supports cross‑brand leadership hiring and internal mobility.
  • Integrations and data flows needed for group‑wide reporting, Succession Risk Management and dashboards.
  • Standardised workflows, fields, tags and reports aligned to the 5‑step executive recruitment model.
• Acts as Business Owner / Program Lead for executive recruiting tech stack
• Ensures the system infrastructure supports:
  • Executive CRM (talent pools, succession lists, critical‑role pipelines).
  • Executive ATS capabilities (5‑step process, playbooks, scorecards, approvals and reporting).
  • Cross‑brand visibility while respecting data privacy and local regulations.
  • Compliant hiring

Data, Reporting & Service Framework

• (co)Designs and maintains the reporting infrastructure so that:
  • Business and HR Leaders receive consolidated reports on all their Leadership recruitment processes.
  • Executive Recruiters and Sourcers have reliable search‑level and sourcing‑level reporting across brands.
  • Senior Coordinators have the data needed to manage candidate journeys (interviews, travel, invoicing) with high quality.
• Supports the People business rhythm (monthly HR leadership meetings, strategic talent reviews, bi‑weekly search updates) by:
  • Providing the right standard documents and data feeds.
  • Embedding them into the regular cross‑brand governance cadence.
• Maintains a clear service framework for Executive Recruitment Operations and Executive Talent Intelligence: what reports and packs exist, who receives them, at what cadence and quality standard.
• Ensures data quality, compliance and documentation in Workday and ATS/CRM meet audit, SOx and internal quality standards, partnering with People Ops and Talent Ops.

Knowledge Infrastructure

• Owns the Executive Talent Intelligence “Knowledge Bank”:
  • Builds and maintains a structured library of calibration reports, market mappings, playbooks, talent pools, competitor org structures and previous search learnings.
• Defines standards and templates for executive talent intelligence outputs (structure, visuals, narrative) and enables the team to use them effectively with senior stakeholders.
• Ensures that “How We Hire” content and guidance for executive roles is documented, current and aligned with the system and reporting infrastructure, so cross‑brand teams can execute consistently.
• Ensures the Knowledge Bank and “How We Hire” content are used as the single source of truth for executive recruitment across the group, measured by usage, contribution and feedback from recruiters, sourcers and HR leaders.

AI as Part of the Infrastructure

• Partner with the executive recruitment team and tech team to integrate AI into core tools and processes to reduce manual work and variability, and improve the consistency and reusability of reporting and knowledge assets across brands."
• Stays ahead of trends in AI and technology for (executive) recruitment and ensures relevant developments are translated into practical changes in ways of working, tooling and team practices.
• Promotes responsible AI usage within Executive Recruitment by ensuring operational teams are trained, supported and compliant with AI, privacy and security standards.
  And by defining guardrails for acceptable use within executive processes.

People Leadership for Infrastructure Adoption

• Provides operational leadership to the Executive Recruiters and Sourcers by:
  • Setting and maintaining standards for a.o. talent mapping, SRM data quality, LinkedIn project hygiene and reporting across brands.
  • Ensuring Recruiters and Sourcers have the tools, dashboards, libraries and enablement materials they need to use the infrastructure effectively and hit their targets.
• Directly manages and develops a small team of Senior Executive Recruitment Coordinators, accountable for:
  • A consistently high‑quality, “white‑glove” candidate experience for senior leaders.
  • Reliable scheduling and logistics in complex, multi‑stakeholder, multi‑timezone contexts.
  • Meeting operational SLAs and feeding high‑quality data into systems and dashboards.
• Drives continuous improvement in how the infrastructure is used:
  • Raises data accuracy and process discipline across systems and trackers.
  • Simplifies and standardises support processes (travel, invoicing, mobility) to reduce friction and risk.
  • Owns an onboarding toolkit/library so new coordinators and sourcers can quickly adopt Executive Recruitment’s infrastructure and standards.

Qualifications & Skills:

• 8–12+ years of relevant experience in executive recruitment operations, talent operations, people operations, or talent intelligence, TA systems/analytics, ideally with exposure to Leadership-level hiring.
• Proven track record leading complex, cross‑functional projects in HR/TA (e.g. ATS/CRM implementations, reporting/analytics programmes, process redesign).
• Experience managing a small operations or coordination team in a fast‑paced, matrixed organisation.
• Strong familiarity with Workday and at least one advanced ATS/CRM; experience integrating tooling across brands or entities is a strong plus.
  Technical & Analytical Skills
• High proficiency in data analysis and reporting, including building and interpreting dashboards.
• Comfortable working with ATS/CRM configuration, fields, tags and workflows.
• Able to translate ambiguous business questions into clear reporting requirements and practical insights for senior stakeholders.