Shield AI is a venture-backed defense-tech company with the mission of protecting service members and civilians with intelligent systems. Its products include Hivemind autonomy software, V-BAT and X-BAT aircraft, and Aechelon simulation and synthetic reality technologies. With offices and facilities across the U.S., Europe, the Middle East, and Asia-Pacific, Shield AI’s technology actively supports operations worldwide. For more information, visit www.shield.ai. Follow Shield AI on LinkedIn, X, Instagram, and YouTube. 

Job Description:

The Senior Lead, TA & PX Systems Administration supports Shield AI's entire Talent Acquisition technology ecosystem, including the ATS, CRM, sourcing tools, and other recruiting technology, along with third-party HR technology such as Lattice, Pave, Compa, and Carta. The role is hands-on, administering and continuously optimizing Ashby as Shield AI's ATS and CRM, and partners with People Technology leadership to build the roadmap for TA and HR technology.

The role is an individual, hands-on position at the start. As Shield AI scales, it is expected to grow into a player-coach role that builds and leads a TA and PX systems team. It works with recruiters, hiring managers, Talent Acquisition leadership, People Experience Operations, Total Rewards, People Analytics, Finance, Procurement, IT, Security, and other cross-functional partners to turn business requirements into durable system design, and to keep TA and PX systems well-configured, well-integrated, and well-governed.

What you'll do:

• Partner with People Technology leadership to build and maintain the roadmap for TA and HR technology, aligned with TA and PX priorities and Shield AI's growth plans, and lead execution of roadmap initiatives.
• Support the full TA technology ecosystem, including the ATS, CRM, sourcing tools, scheduling, assessments, background check, interview intelligence, and related recruiting technology.
• Personally administer, configure, and continuously optimize Ashby as Shield AI's ATS and CRM, including approvals, offers, requisitions, pipelines, interview plans, scheduling logic, scorecards, custom fields, and reporting objects.
• Administer and support third-party HR technology, including Lattice, Pave, Compa, and Carta, covering configuration, permissions, integrations, and upgrade management.
• Support TA and HR technology vendor management, including evaluations, implementations, contract renewals, license administration, business reviews, and performance against service commitments, in partnership with People Technology leadership, Finance, Procurement, Legal, and Security.
• Define integration architecture across the TA and PX stack, including UKG, O365 / calendar, identity and SSO, and the PX data platform, and manage change control and monitoring.
• Translate business and process requirements from TA and PX stakeholders into clear system design decisions, trade-offs, and configuration; recommend priorities across competing requests; and document the resulting workflows, permissions, and data model.
• Establish and maintain data governance for TA and PX systems, including field taxonomies, PII classification, role-based access, retention, naming conventions, and reporting boundaries aligned to the broader PX Analytics Estate.
• Lead release management and UAT for TA and PX system changes, including test plans, sandbox validation, rollout, and audit-ready documentation.
• Keep recruiting and PX data pipelines reliable enough for executive reporting, with clean source data, consistent definitions, and reporting objects that downstream analytics can trust.
• Track the TA and PX technology market, evaluate new capabilities and vendors, and build recommendations on where to configure, integrate, consolidate, buy, or hold.
• Ensure TA and PX systems support compliance with applicable data privacy, security, and recordkeeping requirements, including EEO, OFCCP, and GDPR, by maintaining system controls and supporting audits.
• As the function grows, help define future roles, then hire and lead a team as a player-coach while staying hands-on in configuration and design.

Required qualifications:

• Direct hands-on Ashby administration experience, including configuration, workflows, approvals, offers, permissions, integrations, and reporting objects.
• 8+ years of experience administering and optimizing recruiting and HR technology, including deep ownership of at least one modern ATS and its surrounding TA technology stack.
• Bachelor's degree or an equivalent combination of relevant education, experience, skills, and knowledge.
• Experience contributing to a TA or HR technology roadmap and supporting vendor relationships and renewals across multiple platforms.
• A hands-on builder who enjoys doing the configuration work, with experience mentoring others or leading cross-functional implementations and an interest in growing into a people leader.
• Strong understanding of end-to-end talent acquisition processes, from sourcing and pipeline management through interviewing, offers, and the onboarding handoff, and how technology enables each stage.
• Fluency in the TA technology landscape, including ATS, CRM, sourcing, scheduling, assessments, interview intelligence, and analytics.
• Experience administering PX SaaS tools such as performance, compensation, equity, engagement, or HRIS-adjacent platforms.
• A systems-thinking mindset: you look at a requirement and see the workflow, data model, permissions, and downstream reporting implications together.
• Strong problem-solving instincts and the judgment to translate ambiguous requests into clear configuration decisions and trade-offs.
• Excellent written and verbal communication, including the ability to present roadmaps, trade-offs, and business cases to TA and PX leadership, Finance, and senior stakeholders.

Preferred qualifications:

• Experience leading an ATS migration or major recruiting technology consolidation onto Ashby or a comparable modern ATS.
• Experience building or scaling a People or HR technology function, including hiring and developing systems administrators or analysts.
• Familiarity with data governance concepts for people data, including PII classification, role-based access, and reporting boundaries.
• Experience with UKG, Workday, or another enterprise HRIS as an integration partner.
• Working knowledge of no-code automation platforms (Workato, Zapier, Tray) or scripting.
• Prior experience supporting people technology in a regulated, government contracting, technology, aerospace, or similarly complex environment.

What success looks like:

• A clear, prioritized roadmap for TA and HR technology is built with People Technology leadership and delivered against.
• Ashby, sourcing tools, and supported PX platforms are configured, integrated, and permissioned to reliably support current and future TA and PX processes.
• TA and HR technology vendors, renewals, and licenses are supported proactively, with clear recommendations on where tools deliver value.
• System changes go through a consistent release-management and UAT process, with clear documentation and minimal disruption.
• TA and PX data is well-governed, well-classified, and trustworthy enough to support executive reporting and audits.
• Stakeholders receive timely, effective support, and repeat issues decline over time.
• As the function grows, a plan for future team roles is in place and the role transitions effectively into a player-coach.

#LI-TF1 #LE
Full-time regular employee offer package: Pay within range listed + Bonus + Benefits + Equity   Temporary employee offer package: Pay within range listed above + temporary benefits package (applicable after 60 days of employment)   Salary compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, licenses and certifications, and specific work location. All offers are contingent on a cleared background and possible reference check. Military fellows and part-time employees are not eligible for benefits. Please speak to your talent acquisition representative for more information.   ###   Shield AI is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, marital status, disability, gender identity or Veteran status. If you have a disability or special need that requires accommodation, please let us know.