Recruiting Coordinator Manager, ROC Operations

The Amazon Talent Acquisition team is looking for a talented and customer-focused manager to lead our Recruiting Coordination (RC) team. RCs are the backbone of recruiting at Amazon, and work to provide world class service as they support candidates through the interview process. They are highly customer-focused, have excellent attention to detail, and multi-task like pros. We expect the Recruiting Coordinator Manager to be a dynamic and passionate leader with proven analytical capabilities, ability to track and measure results, and the ability to forge strong partnerships with partner teams. The ideal candidate will be a self-starter with a passion for recruiting, a high level of flexibility, commitment, and the ability to tackle ambiguity. This Recruiting Coordinator Manager will lead successful operations for managing a team of RCs supporting multiple business lanes, in both the technical and non-technical recruiting space. This includes forecasting demand and RC capacity, managing all core scheduling and coordinating activities and results, and partnering with various stakeholders to improve the end-to-end scheduling process. They will develop staff members so each team member is trained, supported, and able to thrive. Key job responsibilities The successful Recruiting Coordinator Manager must: • Build and manage a high performing team • Conduct performance evaluations and prepare developmental plans for staff in a timely manner • Develop and implement volume and capacity forecasts • Manage multiple tasks, emerging priorities, and meet deadlines • Be able to handle multiple problems simultaneously, and prioritize effectively • Have excellent problem solving, organizational, interpersonal, and motivational skills • Continuously improve processes and procedures A day in the life A Day in the Life: L6 Operations Manager Your day begins with a review of regional performance metrics across your three RCM teams spanning North America. You're looking at trends—not just today's numbers, but patterns over the past few weeks that tell you where to focus your attention. You notice scheduling decline rates creeping up in one vertical and make a note to investigate root causes. You start your morning with a leadership sync with your peer L6 managers and your L7 leader, discussing capacity planning for Q2 hiring surges and aligning on strategic priorities. You're advocating for a process improvement initiative based on insights you've gathered from your RCMs, and you come prepared with data that makes the business case clear. Mid-morning, you're in a working session with recruiting leadership and a business partner team to address a systemic challenge with interview scheduling for a high-volume hiring initiative. You're representing the operations perspective, asking clarifying questions, and proposing solutions that balance candidate experience with operational feasibility. You commit to piloting an approach with one of your teams and measuring the impact. You have back-to-back 1-on-1s with your three RCMs after lunch. With your first manager, you're coaching through a performance issue on their team—helping them think through documentation, feedback delivery, and performance improvement plans. With your second, you're discussing their career development and identifying stretch opportunities. With your third, you're problem-solving a complex stakeholder relationship and helping them navigate organizational dynamics. The afternoon includes a deep dive session where you're analyzing scheduling data to identify opportunities for automation and efficiency gains. You're building a proposal for your L7 that outlines how reallocating work could improve throughput by 20% without adding headcount. You're thinking several steps ahead about implementation, change management, and how to bring your RCMs along as partners in the change. You join a cross-functional project meeting focused on improving the candidate scheduling experience. Yo