Role Description:
About Us: At Booking.com, data drives our decisions. Technology is at our core. And innovation is everywhere. But our company is more than datasets, lines of code or A/B tests. We’re the thrill of the first night in a new place. The excitement of the next morning. The friends you encounter. The journeys you take. The sights you see. And the memories you make. Through our products, partners and people, we make it easier for everyone to experience the world.
Role Description:
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:
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.
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.
Ensures this library is easily reusable across Booking.com and other brands.
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.
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:
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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.
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Proven track record leading complex, cross‑functional projects in HR/TA (e.g. ATS/CRM implementations, reporting/analytics programmes, process redesign).
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Experience managing a small operations or coordination team in a fast‑paced, matrixed organisation.
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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.
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Comfortable working with ATS/CRM configuration, fields, tags and workflows.
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Able to translate ambiguous business questions into clear reporting requirements and practical insights for senior stakeholders.
Benefits & Perks - Global Impact, Personal Relevance:
Booking.com’s Total Rewards Philosophy is not only about compensation but also about benefits. We offer a competitive compensation and benefits package, as well unique-to-Booking.com benefits which include:
Annual paid time off and generous paid leave scheme including: parent, grandparent, bereavement, and care leave
Hybrid working including flexible working arrangements, and up to 20 days per year working from abroad (home country)
Industry leading product discounts for yourself, including automatic Genius Level 3 status and Booking.com wallet credit
Inclusion at Booking.com:
Inclusion has been a core part of our company culture since day one. This ongoing journey starts with our very own employees, who represent over 140 nationalities and a wide range of ethnic and social backgrounds, genders and sexual orientations.
Take it from our Chief People Officer, Paulo Pisano: “At Booking.com, the diversity of our people doesn’t just build an outstanding workplace, it also creates a better and more inclusive travel experience for everyone. Inclusion is at the heart of everything we do. It’s a place where you can make your mark and have a real impact in travel and tech.”
We ensure that colleagues with disabilities are provided the adjustments and tools they need to participate in the job application and interview process, to perform crucial job functions, and to receive other benefits and privileges of employment.
Application Process:
Booking.com is proud to be an equal opportunity workplace and is an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. We strive to move well beyond traditional equal opportunity and work to create an environment that allows everyone to thrive.
