What You'll Do</h3>
Role Overview</span></span></strong> </span></p>This role serves as a senior technical leader responsible for designing, configuring, and </span>optimizing</span> Workday solutions, with a primary focus on Workday Recruiting and its integration with the broader recruiting technology ecosystem. This individual analyzes complex talent acquisition challenges and translates them into scalable, efficient system solutions.</span></span> </span></p>As a senior-level role, this position owns end-to-end solution design, drives system strategy, and leads cross-functional initiatives, ensuring Workday Recruiting capabilities along with integrated tools such as Paradox, </span>BrightHire</span>, and </span>HiredScore</span> are effectively leveraged to support evolving talent acquisition and business strategies. The role partners closely with Talent Acquisition, HR, IT, and external vendors to deliver high-impact, candidate- and recruiter-centric solutions.</span></span> </span></p>How This Role Elevates Avalara</span></span></strong> </span></p>- Team Impact: Raises the capability of the People Technology function by introducing scalable recruiting system design, improving configuration quality, and mentoring others to </span>operate</span> at a higher technical and analytical standard.</span></span> </span></li></ul>
- Business Impact: Enables faster, more </span>accurate</span> hiring decisions by reducing manual recruiting processes, improving candidate data integrity, and embedding automation and AI-driven screening/scheduling into core talent acquisition workflows.</span></span> </span></li></ul>
- Customer (Candidate &; Recruiter) Impact: Improves candidate and recruiter experience by simplifying the hiring process, increasing transparency in interviewing and evaluation, and delivering reliable, intuitive Workday Recruiting solutions integrated with best-in-class recruiting tools.</span></span> </span></li></ul>
By strengthening the foundation of People Technology, this role directly improves time-to-hire, quality of hire, decision quality, and operational scale across the organization.</span></span> </span></p>What Your Responsibilities Will Be</h3>
Responsibilities</span></span></strong> </span></p>- Own Workday Recruiting solution design: Deliver scalable, maintainable system configurations across sourcing, candidate management, interview scheduling, offer management, and onboarding handoff that reduce complexity and enable global consistency.</span></span> </span></li></ul>
- Design and manage recruiting technology integrations: Architect and optimize integrations between Workday Recruiting and third-party tools such as Paradox (conversational AI/chatbot sourcing and scheduling), </span>BrightHire</span> (interview intelligence), and </span>HiredScore</span> (AI-driven candidate matching and prioritization), ensuring seamless data flow and a unified recruiter/candidate experience.</span></span> </span></li></ul>
- Translate complex business problems into system solutions: </span>Identify</span> gaps, inefficiencies, and risks in current recruiting processes and implement automated solutions that improve speed, accuracy, and scalability.</span></span> </span></li></ul>
- Lead cross-functional initiatives: Drive large-scale enhancements and programs across Talent Acquisition, HR, IT, and external vendors, ensuring alignment, execution quality, and measurable outcomes.</span></span> </span></li></ul>
- Ensure system quality and reliability: Own system testing strategy and release readiness for Workday Recruiting and connected tools, delivering defect-free deployments that meet business requirements.</span></span> </span></li></ul>
- Drive continuous improvement and simplification: Reduce manual recruiting work, </span>eliminate</span> redundant processes, and standardize configurations to improve operational efficiency and maintainability.</span></span> </span></li></ul>
- Serve as a technical and functional leader: Act as the primary escalation point for complex recruiting system issues and guide stakeholders toward </span>optimal</span> solutions based on best practices and system capabilities.</span></span> </span></li></ul>
- Influence the People Technology roadmap: </span>Identify</span> and prioritize enhancements that drive measurable business value, including adoption of new Workday Recruiting capabilities and emerging recruiting AI tools.</span></span> </span></li></ul>
What You’ll Need To Be Successful</h3>
12</span> Month Success Signals</span></span></strong> </span></p>- Recruiting processes are fully </span>optimized</span> in Workday, with measurable reductions in manual effort and time-to-hire</span></span> </span></li></ul>
- Paradox, </span>BrightHire</span>, and/or </span>HiredScore</span> integrations (where applicable) are stable, well-adopted, and delivering measurable recruiter/candidate experience improvements</span></span> </span></li></ul>
- At least 2–3 major system improvements or automations delivered that reduce operational overhead or improve hiring decision quality</span></span> </span></li></ul>
- Stakeholders (Talent Acquisition, HR, Finance) report increased confidence in candidate data accuracy and system reliability</span></span> </span></li></ul>
- Workday Recruiting configurations are simplified and standardized, reducing technical debt and improving maintainability</span></span> </span></li></ul>
- Release cycles (including Workday updates) are executed with minimal defects and strong adoption</span></span> </span></li></ul>
- Clear roadmap </span>established</span> linking recruiting technology investments to business outcomes and efficiency gains</span></span> </span></li></ul>
AI Expectations</span></span></strong> </span></p>This role is expected to </span>demonstrate</span> applied AI capability that materially improves recruiting outcomes:</span></span> </span></p>- Use AI tools to accelerate requirements analysis, configuration design, and documentation, reducing delivery timelines</span></span> </span></li></ul>
- Apply AI to analyze recruiting data (across Workday and integrated tools) to </span>identify</span> trends, anomalies, and optimization opportunities in sourcing, screening, and hiring</span></span> </span></li></ul>
- Leverage AI-powered platforms like Paradox, </span>BrightHire</span>, and </span>HiredScore</span> to automate repetitive tasks (e.g., candidate screening, interview scheduling, interview evaluation) and improve quality at scale</span></span> </span></li></ul>
- Identify</span> and implement AI-driven opportunities that improve decision-making, efficiency, or candidate/recruiter experience</span></span> </span></li></ul>
- Share AI best practices and elevate the team's ability to use AI effectively in recruiting system design and operations</span></span> </span></li></ul>
Success in this role requires </span>demonstrated</span>, measurable impact from AI usage, not just familiarity with tools</span>.</span></span> </span></p>Required Qualifications</span></span></strong> </span></p>- B.S. in Computer Science, Information Systems, or Engineering</span></span> </span></li></ul>
- 10+ years of experience in HRIS, Talent Acquisition Technology, or enterprise systems roles</span></span> </span></li></ul>
- 5+ years of hands-on Workday configuration experience, with deep </span>expertise</span> in Workday Recruiting</span></span> </span></li></ul>
- Demonstrated </span>expertise</span> in end-to-end recruiting process design: sourcing, candidate management, interview scheduling, offers, and onboarding handoff</span></span> </span></li></ul>
- Experience analyzing complex talent acquisition problems and delivering scalable system solutions</span></span> </span></li></ul>
- Proven ability to lead cross-functional initiatives and influence stakeholders</span></span> </span></li></ul>
- Strong understanding of end-to-end recruiting processes, candidate data structures, and system integrations</span></span>
