Associate Director, Growth (Talent Operations)

Set the talent supply strategy for specialized and hard-to-find pools, including domain experts, subject matter professionals, and contractor workforces.

Evolve the contributor acquisition system, from sourcing to first accepted work, and automate every step that doesn’t need a person.

Design and ship AI-enabled workflows and agents across sourcing, screening, and onboarding, and measure each one against contributor quality.

Test messaging, targeting, and channels, and shift effort toward what produces contributors who clear our quality bar.

Own the function’s budget, channel spend, and vendor decisions.

Document the processes and standards the team runs on.

Manage and develop a growing team of recruiters, setting clear goals, holding to KPIs, and building a high-performance team culture.

Develop a team that solves sourcing problems on its own and uses AI as part of the daily work.

Run acquisition at volume across multiple concurrent customer programs, without lowering the quality bar.

Build the forward supply plan with Operations, Program, and executive leadership, and keep it tied to program demand.

Report on pipeline health, time to first accepted work, contributor quality, retention, and workforce utilization.

Flag risks, blockers, and capacity gaps before they reach delivery.

7+ years in talent acquisition, workforce operations, or recruiting program management, with at least 2 years leading a recruiting team.

Experience running high-volume recruiting or sourcing programs, ideally in workforce, gig economy, or human data environments.

Hands-on experience designing and deploying workflows, agents, or systems with an AI-first mindset. This means building and running them, not only using AI tools. You can define what a system should do, test it, measure it, and direct an engineer building it.

Experience building or scaling sourcing infrastructure, recruiting systems, or acquisition workflows.

A track record of using data to diagnose problems and improve results.

Experience hiring, coaching, and developing recruiters, ideally including team leads.

Working knowledge of how annotation, RLHF, and eval data is produced and judged, so you can source for the work and not just the title.

Fluency with sourcing automation and recruiting technology, and how to build them into scalable workflows.

Comfort making decisions with incomplete information when priorities and program scopes shift.

Experience working directly with an engineer or technical partner to build recruiting systems.

Experience managing distributed or international recruiting teams.

Exposure to market mapping, talent intelligence, or supply-demand forecasting for contractor workforces.