Global Recruitment Strategy & Operations Manager (Functional leader)

About Boundless Life

Boundless Life is redefining the way families live, work, and learn by empowering them to embrace a nomadic lifestyle that fosters deeper connections and personal growth. We provide family-friendly accommodations, an innovative education system that travels with you, and vibrant communities of like-minded individuals. Our mission is to create immersive “live abroad” experiences that balance professional commitments with enriching personal development. Since our founding in 2021, we’ve rapidly expanded to eight locations across Europe, Asia, and Latin America, bringing together over 200 team members from diverse backgrounds. Our growth reflects our commitment to transforming the experience economy and making a meaningful impact on how families integrate work, education, and exploration into their lives.

At Boundless Life, we believe in the power of community and the importance of a holistic approach to education. Our programs are designed to inspire curiosity, build resilience, and nurture a global perspective, preparing children for an ever-changing future. Join us in pioneering a new way of living that harmoniously blends work, learning, and adventure, enabling families to thrive in a connected and dynamic world.

Role Overview

As Recruitment Strategy & Operations Manager, you will lead the evolution of how Boundless Life hires, at a moment when the bar for quality and consistency both need to rise. Boundless Life is entering a new phase of growth and operational complexity. Today, two recruiters support hiring across eight countries and a wide range of role types, from high volume global remote roles to scarce, hard to find educators in specific locations and age groups. Last year, the team delivered around 145 hires with lean capacity, a strong foundation to build on. As we add new locations and continue scaling seasonal and core hiring, we need a recruitment function that is proactive, systemized, and built to match the next stage of the company.

Your mandate is to take the function itself to the next level: more proactive, more consistent, better resourced with the right tools, and far more capable of reaching the right candidates in the right places with the right message. This is intentionally a player coach role. You will own the recruitment evolution roadmap end to end, including process redesign, sourcing and channel strategy, assessment optimization, employer brand, and AI enabled systems, while personally carrying about 30% of hands on recruitment to stay close to the realities of hiring at Boundless. You will lead and develop our two recruiters, partnering closely with leaders across the business to build a hiring function that consistently delivers quality, not just headcount.

What You'll Do

• Recruitment Strategy & Evolution
  • Own and lead the recruitment transformation roadmap, including process redesign, scalable operational infrastructure, and the rollout of role specific hiring models for pipeline-driven, high volume, and niche or strategic roles.
  • Lead structured alignment sessions with Education and operational leadership to define and document success profiles for critical roles, starting with educators and ECDs.
  • Design and implement a standardized kickoff process for every open role, covering ICP, sourcing strategy, panel composition, assessment approach, and decision timeline.
  • Draft and roll out a Recruitment Partnership Agreement establishing clear SLAs for hiring manager feedback, scorecard completion, and interview turnaround, with real accountability.
  • Redesign scorecard architecture and deliver mandatory behavioral interview training for all interview panel members.
  • Develop recruitment analytics and reporting that give leadership real visibility into hiring health across the company.
• Sourcing & Channel Strategy
  • Identify and map the right talent pools and job boards for each role family, so every search reaches candidates through the channels where they actually are.
  • Build and maintain per-role recruitment strategy one-pagers covering sourcing channels, inbound versus outreach approach, relevant communities, and the messaging that resonates with each audience.
  • Develop targeted, audience-specific messaging for job postings and outreach, so the same role is positioned differently for an international educator versus a remote operations hire.
  • Continuously test and refine channels and messaging to drive higher quality applications across the board.
• Technology & Assessment
  • Lead the evaluation and rollout of AI enabled recruitment tools, including piloting an AI interviewer for early stage values screening and repositioning async video tools for later stage, role specific assessment.
  • Drive the evaluation and potential migration to a more capable ATS, one built for multi-country, high complexity recruitment with embedded AI screening and stronger pipeline visibility.
  • Introduce cognitive and personality assessments where explicitly linked to role success criteria, piloting before full adoption.
  • Own the balance between automation and human judgment across the hiring process, to strengthen both efficiency and candidate experience together.
• Employer Brand & Talent Pipelines
  • Lead the development of an employer value proposition for educator and hospitality audiences, distinct from our family facing brand.
  • Build Boundless Life's presence in the channels where our target candidates actually are: international teaching communities, expat educator networks, PGCE programs, and relevant social platforms.
  • Build proactive, pre-vetted talent pipelines for educators by location and age group, for ECDs, and for critical hospitality roles, keeping a warm pool ready ahead of each vacancy.
  • Launch and run a recurring educator webinar series and an educator referral program as ongoing pipeline generation engines.
  • Re-engage strong near-hire candidates from the last 18 months to convert missed opportunities into active pipeline.
• Hands-On Recruitment
  • Personally lead approximately 30% of recruitment processes end to end, including our most complex or hard to fill searches.
  • Coach and support recruiters throughout active hiring processes, modeling the standards you are building into the function.
  • Act as a trusted advisor to hiring managers and leaders on hiring decisions, market realities, and talent strategy.

You'll Be Valued For

• You have a proven track record of taking a recruitment function and genuinely elevating it, in a fast growing, service based or non-tech environment. You know what breaks at scale and what to build first.
• You have led recruitment process redesign and built scalable operational infrastructure from a lean starting point.
• You know how to identify the right talent pools and channels for different role types, and you can translate that into messaging that actually converts.
• You are highly tech savvy and have direct experience modernizing recruitment through AI, automation, and smarter systems design.
• You are data oriented, comfortable speaking concretely about time to fill, quality of hire, candidate experience, and the operational metrics that prove a recruitment function is working, and taking action from insights.
• You have strong change management instincts and know how to drive alignment and accountability across hiring managers and leadership.
• You are a genuine player coach: strategic enough to own a multi-workstream transformation, and still willing to run searches yourself when it matters.
• You have experience working in global, distributed, multi-country organizations, and you understand the added complexity that brings to sourcing, compliance, and candidate experience.
• Strong project and program management experience leading complex, cross-functional, global initiatives with high adoption and strong stakeholder satisfaction.
• Experience in Education, Hospitality, or other community-driven, experience-focused businesses is a strong plus.

What Success Looks Like

In your first 6–12 months, success in this role would include:

• Quality of hire trending above 85%.
• 90%+ Time to fill targets met.
• A pre-vetted pipeline of at least two qualified educator candidates per location, built proactively.
• A clear, documented sourcing strategy per role family, with evidence that the right channels are producing higher quality applications.
• Scorecard completion rates above 95%, supported by a redesigned scorecard architecture and mandatory behavioral interview training.
• A consistent 5 day response SLA for all applicants, supported by automation.
• Recruiters spending measurably less time on manual admin and screening, and measurably more time on sourcing, candidate relationships, and pipeline building.
• Hiring managers reporting higher satisfaction with the speed and quality of candidate slates they receive.
• Candidate NPS holding at or above 4.5 out of 5, even as process rigor increases.
• A functioning employer brand for educator and hospitality audiences, with visible presence in the channels where those candidates actually are.

Who You'll Work With

You will report directly to Lilian, our Head of People. Lilian brings over 15 years of experience in People and Culture, leading teams across multiple countries and company stages. She has spent much of her career with startups and scale-ups, building People functions from scratch and setting the scalable processes that let them grow without losing what makes them distinctive.

You will lead and develop our two recruiters, who currently carry full end to end recruitment delivery and will progressively grow into ownership of systems, AI optimization, assessment quality, and candidate experience as the function matures.

Why Join Us

• Be part of a mission-driven, values-driven team that cares deeply about who joins it, not just how fast.
• True flexibility and remote-first work: operate from anywhere, manage your own schedule, and focus on impact and outcomes rather than rigid structures.
• The opportunity to build a recruitment function from the ground up, with real ownership and a clear mandate.
• Genuine influence over how Boundless hires across eight countries and growing.
• The chance to lead meaningful AI and automation adoption in a function that has historically run on manual effort, with the autonomy to pilot, measure, and scale what works.
• Work across multiple continents, cultures, and business verticals in a truly global and dynamic environment.

What to Expect Next

• Intro call with the People team.
• Personality questionnaire.
• Interview with Lilian, our Head of People.
• Interview with Education leadership.
• Practical assessment / recruitment strategy case.
• Interview with Mauro, our CEO.
• Meet your direct team.
• References.

Want to Know More?

Curious to learn more about what we’re building and why? Read our story and explore how Boundless Life is redefining the way families live, work, and learn around the world.