Operations & Systems Lead (Recruitment, AI & Automation)
Zazu Digital Talent · European Union
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- Hybrid
- Contract
- $90,000 / year
- European Union
Job highlights
- Build and optimize recruitment systems.
- Implement AI and automation for efficiency.
- Own the end-to-end recruitment tech stack.
- Drive process improvements and system adoption.
- Directly impact speed, quality, and revenue.
About the role
About Zazu Digital Talent
Zazu Digital Talent is a specialist, founder-led recruitment business focused on high-growth tech-driven companies across Europe and North America. We operate differently to traditional agencies, prioritizing quality over volume, deep market understanding, close partnerships with founders and leadership teams, and a strong belief in the art and science of recruiting. We are now building a modern, tech-enabled recruitment engine powered by systems, AI, and automation.
The Role
This is not a support role. This is a build, optimise, and transform role. We are looking for someone to design how the business runs behind the scenes, remove manual, repetitive work, embed smarter, tech-enabled ways of working, and turn recruiting into a system, not a set of tasks.
What You’ll Own
- End-to-end workflows across sourcing, outreach, tracking, and follow-up
- CRM structure, hygiene, and usability
- Automation across key processes
- Outreach systems across LinkedIn and email
- Pipeline visibility and reporting
- Continuous improvement of tools, systems, and workflows
AI, Automation & Tech (Core to the Role)
You will play a key role in building an AI-enabled recruitment engine. This involves evaluating and implementing AI tools that improve sourcing, screening, and outreach; exploring the use of AI agents and automated workflows where they create real leverage; identifying opportunities to eliminate manual work through smart automation; and applying AI in practical, outcome-driven ways.
Build vs Buy (Critical Thinking Required)
You will help shape our tech decisions by evaluating tools across the recruitment tech stack, understanding trade-offs in cost, speed, flexibility, and scalability, and deciding when to use existing tools versus build lightweight internal solutions. The goal is to avoid tool sprawl and unnecessary complexity, building only when it creates real value.
Tech Stack Exposure
You should be comfortable working across tools such as ATS and CRM platforms, LinkedIn Recruiter and sourcing tools, data enrichment tools (Apollo, Clay or similar), outreach and sequencing tools, automation platforms (Zapier, Make), AI tools for workflow optimization, and internal systems (Notion, Airtable or similar).
What We’re Looking For
- Experience in operations, systems, automation, or growth ops
- Experience working with or building recruitment or sales tech stacks
- Proven ability to build systems from scratch and drive adoption
- Strong understanding of the recruitment tech landscape
- Ability to make smart build vs buy decisions
- Practical experience using AI tools or automation workflows
- Highly proactive with a strong bias toward action
- Comfortable operating in a fast-moving, unstructured environment
How You Work
- You don’t wait to be told what to do; you spot problems and fix them.
- You think in systems, not tasks.
- You are obsessed with efficiency and leverage.
- You focus on outcomes, not tools.
- You challenge inefficient ways of working.
What Success Looks Like (First 30–60 Days)
- Manual work significantly reduced
- CRM structured and fully usable
- Core workflows built and embedded
- Initial automations live and delivering value
- Clear improvement in speed and efficiency
- Founder spending far less time on admin and ops
Why This Role Is Different
- You are not maintaining systems, you are building them.
- You will own the recruitment tech stack end-to-end.
- Your work will directly impact speed, quality, and revenue.
- You will work closely with the founder and see everything.
- You will help reshape how recruiting is done.
Contract Details
3–6 month contract (extendable / potential to convert). Full-time or near full-time focus. Immediate start preferred.
Final Note
This role is for someone who wants to build, improve, take ownership, and create real leverage. If you prefer clear instructions and fixed processes, this role will not be the right fit.
Key skills/competency
- Operations & Systems Lead
- Recruitment Technology
- AI in Recruitment
- Automation Workflows
- CRM Systems
- ATS Platforms
- Build vs Buy Decisions
- Process Optimization
- Tech Stack Management
- Growth Operations
Skills & topics
- Operations Lead
- Systems Lead
- Recruitment Automation
- AI in Recruitment
- Operations
- Systems
- Automation
- Growth Operations
- Recruitment Tech
- Tech Stack
How to get hired
- Tailor your resume: Highlight experience in operations, systems, AI, and automation within recruitment or sales tech stacks. Quantify achievements in building systems from scratch and driving adoption.
- Showcase build vs buy skills: Emphasize your ability to critically evaluate recruitment technology, make strategic decisions, and implement practical AI/automation solutions that deliver value.
- Demonstrate proactivity: In your application and any cover letter, showcase your self-starter attitude, problem-solving skills, and obsession with efficiency and leverage, aligning with Zazu's 'how you work' philosophy.
- Prepare for system design questions: Be ready to discuss your experience in designing end-to-end workflows, structuring CRMs, and implementing automation across sourcing, outreach, and tracking processes.
Technical preparation
Behavioral questions
Frequently asked questions
- What is the primary focus of the Operations & Systems Lead role at Zazu Digital Talent?
- The Operations & Systems Lead role at Zazu Digital Talent focuses on building and optimizing a modern, tech-enabled recruitment engine using AI and automation. It's a hands-on 'build' role, not a support function, aiming to remove manual work and create efficient, systemized recruiting processes.
- Is this a remote or on-site position at Zazu Digital Talent?
- While the job description doesn't explicitly state the work arrangement, the focus on a 'build' role and its high-impact nature suggests it could be hybrid or on-site for close collaboration. However, given the tech focus, remote possibilities might exist. It's best to clarify this during the application process.
- What kind of AI and automation experience is required for the Operations & Systems Lead role?
- The role requires practical experience in evaluating and implementing AI tools for sourcing, screening, and outreach. You should be comfortable exploring AI agents, automated workflows, and applying AI in outcome-driven ways to eliminate manual tasks and create leverage.
- What does Zazu Digital Talent mean by 'build vs buy' decisions for this role?
- 'Build vs buy' decisions for the Operations & Systems Lead involve evaluating the recruitment tech stack and determining whether to use existing tools, build lightweight internal solutions, or integrate new ones. The focus is on making smart trade-offs for cost, speed, flexibility, and scalability, avoiding unnecessary complexity.
- What are the key deliverables expected in the first 30-60 days as the Operations & Systems Lead?
- In the first 30-60 days, success looks like significantly reducing manual work, establishing a fully usable CRM, embedding core workflows, launching initial automations, and showing clear improvements in speed and efficiency, freeing up the founder's time.
- What is the expected duration and employment type for the Operations & Systems Lead contract?
- This is a 3-6 month contract role, with potential for extension or conversion to a permanent position. It requires a full-time or near full-time focus and prefers an immediate start.
- How does this Operations & Systems Lead role differ from traditional recruitment agency positions?
- This role is fundamentally different as it focuses on building and owning the recruitment tech stack end-to-end, rather than maintaining existing systems. The work directly impacts speed, quality, and revenue, offering high visibility and direct collaboration with the founder to reshape recruiting practices.