[Remote] Recruiting AI Orchestration Lead

Note: The job is a remote job and is open to candidates in USA. Cisco is a leading technology company focused on revolutionizing how data and infrastructure connect and protect organizations. They are seeking a Recruiting AI Orchestration Lead who will design, configure, and own complex workflows and compliance automations to enhance Cisco’s talent ecosystem, ensuring efficient and scalable solutions for recruiters and partners.

Responsibilities

• Design, configure, and own complex, high-impact workflow and compliance automations that support Cisco’s evolving talent ecosystem
• Translate new platform capabilities into practical, scalable solutions that improve how recruiters and partners work every day
• Stay closely connected to business priorities, using a strong understanding of operations, workflow design, and system capabilities to create automations that drive efficiency while supporting governance and quality
• Work across process owners and cross-functional stakeholders to help shape orchestration strategy, prioritize high-value opportunities, and ensure solutions are both effective and sustainable

Skills

• 5+ years of experience in workflow orchestration, business process automation, systems operations, product operations, or a related function
• 2+ years of experience working with AI-enabled, automation-driven, or emerging technology solutions in an enterprise environment
• Demonstrated experience designing, configuring, and owning complex workflows or automations that support business-critical processes
• Experience translating business needs into scalable operational or technical solutions across cross-functional stakeholder groups
• Experience working within governance, compliance, or policy-driven environments where process accuracy and control are essential
• Experience supporting Talent Acquisition, recruiting operations, HR operations, or related talent technology environments
• Experience with platform configuration and workflow orchestration within enterprise technology ecosystems
• Experience identifying and prioritizing automation opportunities that improve user experience, efficiency, and operational quality
• Experience introducing new capabilities or processes in fast-evolving environments with shifting priorities
• Demonstrated ability to balance innovation with operational rigor, risk awareness, and long-term scalability

Benefits

• Medical, dental and vision insurance
• A 401(k) plan with a Cisco matching contribution
• Paid parental leave
• Short and long-term disability coverage
• Basic life insurance
• Grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time
• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
• 1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
• Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
• Exempt employees participate in Cisco’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
• Additional paid time away may be requested to deal with critical or emergency issues for family members
• Optional 10 paid days per full calendar year to volunteer
• Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan
• For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and Once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation
• For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay 0% up to 125% of target
• Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid
• Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements

Company Overview

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