Recruiting Operations Program Manager

Datadog’s Recruiting Operations team is on a mission to scale and optimize the Recruiting organization through operational efficiency, best-in-class tooling, analytics, and programs. We are looking for a Program Manager to own our sourcing tools and workflows and to build the capability that lets our sourcers find and engage the people who will build the next decade of Datadog. In this role, you will own our sourcing tech stack end to end. Today that means Gem as our candidate relationship management system and LinkedIn Recruiter as our primary sourcing channel, but you will own the question of what the stack should be: which tools we invest in, which we retire, how they fit together, and how they connect into Greenhouse. You will set the roadmap, hold the vendor relationships and renewals, define how sourcing performance is measured, and partner with sourcing leadership to turn a collection of tools into a genuine competitive advantage in how Datadog finds talent. AI is changing sourcing faster than any technology shift in the last decade, and we want someone who is excited to be at the front of it. Our platforms are shipping AI capability continuously — assisted search, drafted outreach, agentic workflows — and much of it is genuinely useful while some of it is not. You will be the person who tells the difference, decides what Datadog adopts, designs the workflows that put it to work, and makes sure we use it in a way that is fair to candidates and defensible to regulators. Datadog builds for the AI era; we want our recruiting function to operate like it. through them, drive real adoption of the CRM across the team, and tell us honestly where we are leaving capability on the table. You will also work with the owner of our ATS to make sure data flows cleanly from sourcing into the hiring pipeline. At Datadog, we place value in our office culture — the relationships and collaboration it builds, and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them. What You’ll Do: • Own the sourcing tech stack end to end — configuration, administration, integrations, user and license management, and the multi-year roadmap for how it evolves • Own Datadog’s AI sourcing strategy: identify where AI can meaningfully change how our sourcers work, build the roadmap for adopting it, and lead the implementations that follow • Evaluate emerging AI sourcing capability with a critical eye — run structured pilots, separate real capability from vendor marketing, and make clear recommendations • Design AI-assisted and agentic sourcing workflows alongside sourcers and iterate them based on what the data says is working • Define how we measure AI efficacy in sourcing, establishing human baselines and holding AI-assisted workflows to them • Own responsible AI use in sourcing: human-in-the-loop standards, partnering with Legal and Privacy on evolving requirements including NYC AEDT bias audit obligations and the EU AI Act • Own vendor relationships and commercial outcomes for sourcing tools, including renewals, negotiations in partnership with Procurement, seat forecasting, and holding vendors accountable to their roadmaps • Evaluate, pilot, and select new sourcing technology, including building the business case, running structured evaluations, and leading implementation — and make the call to retire tools that are not earning their place • Partner with sourcing leaders to continuously optimize sourcing workflows end to end — prospect identification, outreach sequencing, pipeline nurture, talent pool strategy, and handoff into Greenhouse • Own CRM adoption as an ongoing program, not a project: set usage standards and build enablement, measure against targets • Partner with the Greenhouse owner in Recruiting Operations on integration architecture and data model decisions, ensuring prospect and candidate data flows cleanly between sourcing and the hiring pipeline • Ensure sourcing tools and outreach practices remain compliant with data privacy, candidate consent, and regional legal requirements across the markets we hire in, partnering with Legal and Privacy as neede Who You Are: • Experienced in recruiting operations, HR technology, or a related field, with a track record of owning a platform rather than only executing projects within one • Genuinely excited about AI and what it can do for recruiting, with hands-on experience evaluating or deploying AI-powered tooling — and the judgment to be skeptical where skepticism is warranted • Able to evaluate AI capability on evidence rather than demo: you design the pilot, set the baseline, and measure against it before recommending adoption — and you’re comfortable building prompts and agentic workflows yourself • Thoughtful about responsible AI and candidate data privacy in hiring, including bias and fairness, transparency, human oversight, and the regulatory landscape around automated employment decision tools • Hands-on with a recruiting CRM (Gem strongly preferred) and LinkedIn Recruiter, and deeply familiar with how sourcing works day to day — ideally from having sourced yourself • Experienced at driving and sustaining tool adoption, with concrete examples of moving a team from low to high usage and keeping it there • Commercially capable — comfortable owning vendor relationships, building a business case, forecasting license needs, and holding your own in a renewal conversation • Comfortable owning a roadmap and influencing without authority: making prioritization calls, saying no, and bringing sourcers and leadership along with you • Humble, thoughtful, and driven by a sense of purpose in helping others succeed Datadog values people from all walks of life. We understand not everyone will meet all the above qualifications on day one. That's okay. If you’re passionate about technology and want to grow your skills, we encourage you to apply. Benefits a