[All remote jobs](https://jobicy.com/jobs.md)[![Ashby logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/08/63864ee6-221.png)](https://jobicy.com/company/ashby.md)[Ashby](https://jobicy.com/company/ashby.md) # Recruiting Operations Consultant Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/ashby.md)ShareRemote from[Europe](https://jobicy.com/job-region/europe.md)SalaryEUR 102k–142,375 / yrDepartment[Customer Support & Success](https://jobicy.com/categories/supporting.md)EmploymentFull TimeExperienceSeniorPublished31 Oct 2026Apply before30 Nov 2026Listing views47Application actions3Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. Ashby is hiring its first EMEA-based Recruiting Operations Consultant to help strategic, mid-market, and startup customers improve recruiting processes, analytics, and outcomes. The role combines one-to-one customer consulting, paid professional-services engagements, reporting and process implementation, and scalable educational content creation. The consultant will enable Customer Success Managers, partner with sales and product teams, and turn recurring customer insights into product feedback and learning resources. Success requires hands-on recruiting operations expertise, confident stakeholder facilitation, strong boundaries, and the ability to manage projects from scoping through delivery. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a high-leverage consulting role requiring both deep recruiting-operations knowledge and the ability to deliver across customers, internal teams, and scalable education. The person must operate effectively amid evolving priorities while independently scoping and completing complex engagements. ## Salary analysis Estimated compensation compared with the broader EU market for similar roles. Estimated job median (per year)Highly competitive€122,187.50EU market range (per year)€95k–€140k0€154k AI insightThe employer discloses an annual base-compensation range of €102,000–€142,375, with a midpoint of €122,187.50. This is a credible range for an experienced EMEA recruiting-operations and customer-consulting specialist. Estimated European market compensation for comparable roles is approximately €95,000–€140,000 per year. ## Core skills Skills and capabilities most closely associated with this opportunity. [Recruiting Operations](https://jobicy.com/jobs?search_keywords=Recruiting%20Operations.md)[Talent Acquisition](https://jobicy.com/jobs?search_keywords=Talent%20Acquisition.md)[Recruiting Analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20Analytics.md)[Process Design](https://jobicy.com/jobs?search_keywords=Process%20Design.md)[Customer Consulting](https://jobicy.com/jobs?search_keywords=Customer%20Consulting.md)[Customer Success](https://jobicy.com/jobs?search_keywords=Customer%20Success.md)[Stakeholder Management](https://jobicy.com/jobs?search_keywords=Stakeholder%20Management.md)[Project Scoping](https://jobicy.com/jobs?search_keywords=Project%20Scoping.md)[Process Optimization](https://jobicy.com/jobs?search_keywords=Process%20Optimization.md)[Reporting and Dashboards](https://jobicy.com/jobs?search_keywords=Reporting%20and%20Dashboards.md)[Quality of Hire Analytics](https://jobicy.com/jobs?search_keywords=Quality%20of%20Hire%20Analytics.md)[Customer Education](https://jobicy.com/jobs?search_keywords=Customer%20Education.md)[Facilitation](https://jobicy.com/jobs?search_keywords=Facilitation.md)[Professional Services](https://jobicy.com/jobs?search_keywords=Professional%20Services.md)[Product Feedback](https://jobicy.com/jobs?search_keywords=Product%20Feedback.md) Sample interview questionsHow would you approach a customer whose recruiting team has inconsistent processes and limited trust in its data?I would begin with discovery to understand the team’s objectives, current workflow, data definitions, and points of friction. I would identify a small number of high-impact process and data-quality improvements, align stakeholders on ownership and success measures, and create a phased implementation plan. I would then use early results to build confidence before expanding the operating model and reporting strategy. Describe how you would turn insights from multiple customer consultations into scalable education. I would look for repeated questions, workflow gaps, and maturity patterns across customer segments. I would prioritize topics by customer impact and frequency, then develop learning materials such as a guide, webinar, or Academy module that explains both the recommended workflow and the reason behind it. I would validate the content with CSMs and customers, measure adoption, and refine it based on feedback. How do you set boundaries when a customer asks for work that should be owned by their CSM or internal team? I would acknowledge the request, clarify the desired outcome, and explain the engagement model and ownership boundaries clearly. Where appropriate, I would equip the CSM or customer with a framework, documentation, or guided session so they can complete foundational work themselves. I would reserve direct consulting or build-for-me work for complex, high-leverage needs that match the agreed scope. What metrics would you use to help a talent leader evaluate the quality and effectiveness of recruiting operations? I would start with the business decisions the leader needs to make, then define consistent metrics such as time to fill, stage conversion, source quality, interviewer capacity, offer acceptance, candidate experience, and quality-of-hire indicators where reliable outcome data exists. I would ensure the underlying definitions and data collection are trusted before drawing conclusions. The final reporting should connect operational signals to concrete actions and owners. How would you manage a paid consulting engagement from initial scoping through follow-through? I would confirm the customer problem, scope, stakeholders, deliverables, timeline, assumptions, and success criteria before formalizing the statement of work. During delivery, I would maintain regular checkpoints, document decisions and risks, and address scope changes explicitly. I would close with a clear handoff, enablement for the customer team, and a review of outcomes and next steps. Opportunity details ## About this role. ### About This Role Hi, I’m Casey, Head Customer Success Management and Customer Education at Ashby. I’m thrilled to be hiring our first EMEA-based Recruiting Operations Consultant to support Strategic, Mid-Market, and Startup customers in the EMEA region. In this role, you’ll be part of the Customer Education team, blending 1:1 customer consulting, CSM enablement, and educational content creation to scale advanced recruiting operations expertise, strengthen CSM RecOps literacy, and help customers achieve measurable recruiting outcomes. You’ll also collaborate with Professional Services to scope and deliver paid consulting engagements (SOWs), helping shape and evolve offerings such as Process Optimization and Fractional RecOps — and, when needed, building reports or processes on behalf of customers to support their goals. ### Day-to-day, this looks like: * Delivering high-impact consulting via RecOps Connects (complimentary 1:1 engagements) and paid engagements, focused on recruiting strategy, analytics interpretation, and operational best practices. * Partnering with AEs, CSMs, and Professional Services to scope, sell, and deliver paid consulting engagements using the RecOps SOW framework. * Translating 1:1 consulting insights into scalable education — Academy courses, guides, webinars, and segment-specific playbooks — that go beyond “how” to explain “why.” * Contributing to advanced product education (e.g., interpreting Quality of Hire dashboards, building analytics strategies) and shaping our most sophisticated Customer Education offerings. * Partnering closely with the Product Team to distill your observations into tangible feedback. * Enabling CSMs on foundational RecOps strategies and tactics. ### You Could Be a Great Fit If * You have hands-on experience with Ashby’s product and are excited by the power it offers Talent Acquisition teams. * You love helping customers learn — supporting them as they grow into power users. * You are an excellent communicator, skilled at clear and concise facilitation. * You can navigate a range of stakeholders (e.g., Heads of Talent vs. recruiters) and help them align on shared goals. * You’re comfortable working across a spectrum of complexity — from solving simple interview plan questions to building advanced Quality of Hire reporting strategies. * You excel at holding stakeholders accountable, setting clear expectations, and facilitating alignment. * You are proactive about defining boundaries — enabling CSMs to own foundational RecOps work so you can focus on high-leverage contributions. * You are skilled at enabling others, whether in 1:1 sessions or group settings. * You have deep empathy for customers and can translate their feedback into actionable insights that shape internal priorities and product direction. * You have 2+ years experience in recruiting operations, analytics, and process design — and enjoy helping others level up in these areas. ### You Might Not Be a Great Fit If: * You prefer rigid structure and are uncomfortable with ambiguity or evolving priorities. * You don’t enjoy hands-on building with customers, as this role is a mix of both consulting engagements and build-for-me engagements. * You are not comfortable running projects from beginning to end, including scoping, execution, and follow-through * You want to focus exclusively on individual customer conversations and not contribute to scaled education or internal enablement. * You hesitate to hold customers or internal teams accountable, or avoid facilitating alignment when competing opinions are presented. * You find it difficult to set boundaries and tend to default to saying “yes” to all requests. ### Interview Process: * Recruiter Screen with Talent Acquisition Team – 30 minutes * Hiring Manager Interview – 45 minutes * Take Home / Mock Call – 45 minutes * Final Panel: Interview with CSM Leadership – 30 min * Interview with CS Senior Leadership – 30 minutes ### Benefits: * Competitive salary and equity. * Opportunity to work with a talented and passionate team. * 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. * Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it! * Generous family paid family leave. We plan to expand this to employees in other countries as situations arise. * Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! * $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities. Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position. 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