Position: Recruiting Enablement Operations Location: Remote Duration: 6+ Months Pay rate: $50/hr to $55/hr 180204 Job Description: The Recruiting Enablement Operations Contractor role is part of the Global Recruiting Enablement (GRE) team at Salesforce. The GRE team is a group of enablement professionals, instructional designers, and operations specialists who come together to equip our global recruiting organization with the knowledge, tools, and resources they need to hire the best talent in the world. Whether we are designing world-class onboarding programs, building cutting-edge AI-first learning journeys, or ensuring our content ecosystem is accurate and up to date, we strive to deliver a seamless experience for every recruiter, coordinator, and talent partner at Salesforce. We are looking for a Recruiting Enablement Operations Contractor to serve as the operational engine of our team during a critical coverage period. In this role, you will own the day-to-day execution that keeps our enablement programs running smoothly - from managing content maintenance and learning assignments to tracking metrics and driving participation. Your work will directly free up our senior enablement team to focus on high-impact program design and delivery, making you an essential partner in the success of our global recruiting organization. Responsibilities ACT ? Trailhead Migration Execute the full content audit of the ACT Content Library vs. Archived Content and operationalize the migration plan - what moves to Trailhead, what gets deactivated, and what needs reworking Obtain Trailhead certification and build content directly into Trailhead following established migration guidelines and methodology rubric Track migration progress in the project tracker and surface blockers, gaps, or decisions requiring team input Deactivate legacy ACT courses once migration is confirmed complete Recruiting Onboarding - End-to-End Operations Owner Serve as the primary operational owner of the Global Recruiting Onboarding Hub - keeping all content accurate, current, and aligned with program changes Own the full onboarding operations cycle: pull audience lists, ensure learning assignments are sent out accurately and on time for all cohorts, and manage new hire prep guides and Welcome Call logistics Keep Welcome Call slide decks updated for Recruiter, Talent Attraction, and Recruiting Coordinator new hire cohorts Monitor the RC Onboarding partnership and flag alignment challenges, course issues, or completion gaps proactively Content Maintenance & Upkeep Continuously audit, update, and archive ACT courses across all tracks to ensure accuracy and relevance Own the day-to-day upkeep of the Recruiting Enablement Content Catalog and Project Tracker Monitor Tech Stack releases (Workday, TRM, GoodTime, HackerRank) and ensure all related content is updated accordingly Own the full end-to-end deprecation of all Highspot links across every enablement course, document, canvas, and video - audit, replace, and verify Proactively flag broken links, outdated content, or course errors to the GRE team for resolution Metrics, Reporting & Engagement Pull registration, attendance, and completion data across all learning modalities (ACT, Trailhead, VILT, microlearning, etc.) on a regular cadence Keep the Recruiting Enablement Metrics deck up to date at all times as a living document Measure engagement across all AI-first microlearning and enablement journeys - tracking drop-off, completion trends, and participation patterns Build and execute communications journeys to drive completion and participation - including targeted nudges, reminders, and outreach to lagging cohorts Surface insights and flag patterns to the GRE team so program decisions are data-informed Operational & Administrative Support Own intake and triage of enablement requests - log, categorize, and route to the appropriate team member Maintain and update the team's project tracker with real-time status, owners, and deadlines Coordinate cross-functional follow-ups with stakeholders (e.g., RC Leads, Tech Stack partners) Manage the Recruiting Training Catalog as the single source of truth - add new content, retire outdated entries, and keep metadata clean Handle routine stakeholder communications for ongoing projects (status updates, reminders, meeting prep docs) Asset Design (As Needed) Build and update enablement assets as directed - canvases, learner guides, intake docs, and catalog entries Create instructional videos (e.g., Synthesia) and contribute to microlearning asset design Required Qualifications 2+ years of experience in learning operations, recruiting operations, enablement coordination, or a related field Strong project management skills with a demonstrated ability to manage multiple workstreams simultaneously and meet deadlines Experience pulling and analyzing learning or program metrics (registration, completion, attendance rates) Proficiency with learning management systems or content platforms (e.g., ACT/Astro's Course Tracker, Trailhead, or similar) Excellent written communication skills, including the ability to draft stakeholder-facing updates and communications journeys Highly organized, detail-oriented, and able to work independently with minimal supervision Comfortable working in a fast-paced, ambiguous environment and proactively flagging issues before they escalate Preferred Qualifications Prior experience in a recruiting or HR enablement environment Familiarity with Salesforce recruiting tools (Workday, TRM, GoodTime, HackerRank) Experience with AI-powered learning tools or microlearning platforms Trailhead certification or willingness to obtain certification upon hire Experience with video creation tools such as Synthesia Background in communications design or change management Will you be sourcing internally for this position or will you require StaffUp's Elite suppliers assistance with sourcing talent?: BOTH ELITE SOURCING AND INTERNAL SOURCING Aside from the job description, what will a typical day look like? This contractor will spend their time across three main areas: content maintenance and migration work (auditing, updating, and migrating courses from ACT to Trailhead), onboarding operations (managing learning assignments, audience lists, and Welcome Call logistics), and metrics and reporting (pulling completion and attendance data and building communications to drive participation). They'll work largely independently, flagging blockers to a small senior enablement team, and will need to be comfortable context-switching between operational tasks throughout the day. Please rank your top preferred skill sets: Must have skills: Learning or recruiting operations experience, project management, metrics/reporting, strong written communication, ability to work independently Teachable skills: Trailhead content building, Salesforce-specific tools (TRM, GoodTime, HackerRank), communications journey design Optional skills: Video creation (Synthesia), instructional design, change management Can this position be fully remote? Yes, fully remote. Does this worker need to be near any hubs? Preferred but not required - candidates near San Francisco, Chicago, Indianapolis, or Atlanta hubs are preferred. No onsite requirement. If the role requires the worker to be onsite? N/A - fully remote. Any specific time zones this candidate will need to accommodate? Candidates must be able to accommodate both PT and ET, as the team spans both coasts. Please confirm interview requirements: How many interview rounds? 3 rounds not including the initial screen: (1) screen, (2) panel interview with hiring manager and team, (3) final round interview. Will there be any assignments? Yes - candidates will complete a mini simulation exercise (approx. 45 minutes) covering three areas: a content audit (reviewing a sample list of course entries and flagging issues), a metrics summary (interpreting sample completion/attendance data and recommending actions), and a migration prioritization exercise (outlining how they'd approach moving a set of courses to Trailhead). This tests the full operational scope of the role. How many years of experience would you consider overqualified?10+ years How many years of experience would you consider underqualified? Less than 2 years
