About the Role

We're looking for someone to help shape how recruiting works at Fortis. As we grow across teams and regions, this role focuses on strengthening the systems behind hiring. The workflows, tools, and infrastructure that determine how consistently and effectively we bring people in. You'll work across systems, process design, and execution, identifying where things break, improving how they work, and helping the team operate with more clarity and less friction. You'll also bring structure to ambiguous problems, turning them into clear, practical ways of working. This is a player-coach role. You'll lead and build while staying close enough to the work to understand what's actually happening day to day.

What You'll Achieve

• Hiring becomes more consistent and predictable, with less reliance on individual effort
• Our systems (Greenhouse, Gem, Workday) are better connected and easier to work within, with fewer manual gaps and workarounds
• Roles move more smoothly from intake through to offer, with clearer expectations and fewer resets or rework loops
• Bottlenecks in the hiring process are easier to spot and resolve, reducing delays and friction across teams
• Automation and AI are applied in practical ways that improve speed and quality without adding unnecessary complexity
• Data is actively used to understand pipeline health and guide where to focus improvements
• Recruiters and hiring managers spend less time navigating process and more time on judgment and decision-making
• Candidates experience a process that feels clear, structured, and well run from start to finish
• Changes to process and tooling are adopted in practice, not just defined, and continue to improve over time

What you'll need to be successful

• Experience designing and improving recruiting processes in a way that changes how teams actually operate
• Hands-on experience with core recruiting systems such as Greenhouse and Gem, and familiarity with HRIS tools like Workday
• Confidence evaluating, implementing, and improving systems and tooling
• Experience working across People Ops, HRIS, or IT to improve integrations and data flow
• A builder mindset. Comfortable starting from scratch, testing ideas, and iterating
• Strong judgment on where process adds value and where it creates friction
• Awareness of compliance considerations in recruiting systems, including data privacy (e.g. GDPR) and responsible handling of candidate data
• Leverage data to identify what's slowing down or breaking, and what to do about it
• Systems thinking. You connect tools, workflows, people, and data into something that works end to end
• Experience supporting or leading others to operate more effectively within a system
• Comfortable stepping into execution when needed while maintaining a broader systems view