[Hiring] Talent Programs & Intelligence Lead @Sayari

Role Description

Sayari's People team runs flat and high-span by design, and that only works if the systems underneath get smarter every quarter instead of just busier. This role owns that system: program design, process architecture, AI-enabled workflow, and the reporting and signal infrastructure built on top of it, across the full hire-through-engagement lifecycle.

This is a Principal-level, individual-contributor role with no direct reports. Influence runs through better processes and better data, not org chart weight. We're looking for a builder and operator, not a traditional program manager: someone who thinks like a product manager, operates like a systems designer, and understands talent deeply enough to know where AI can responsibly replace human judgment and where it can't. In Sayari terms, this role is a Multiplier: it exists to make every person who touches talent, HRBPs, recruiters, managers, and employees, more effective, without proportionally growing the People team.

Qualifications

• 8-12 years in talent management, organizational design, or People Operations, with a track record of designing, not just implementing, at least two full pieces of the employee lifecycle end to end.
• Demonstrated ability to build a first version of a program yourself rather than scoping it out to someone else.
• A track record of getting a lifecycle-wide change adopted by leaders outside your own reporting line: this is a cross-functional, individual-contributor influence role, not a people-management one.
• Experience operating inside high-growth or PE-backed organizations navigating real structural change.
• Sound judgment about where AI can responsibly replace human process and where it can't.
• Comfort owning an ambiguous mandate from design through sustained operation: acting as a strategic quarterback for your domain end to end.

Requirements

• Build manager self-service tools and playbooks, including AI-enabled guidance for common decisions.
• Develop promotion and leveling guidance grounded in the career framework.
• Enable hiring managers inside the sourcing-to-hire workflow.
• Build manager dashboards that draw on talent and performance data.
• Own the experience and operating architecture from attract through exit, looking horizontally across the lifecycle for manual work, inconsistent experience, and process friction.
• Design the sourcing-to-hire workflow and the standards recruiters execute against in the ATS.
• Architect onboarding program design and cadence.
• Architect offboarding process and exit-signal capture.
• Operationalize the career pathing and leveling framework: criteria and progression logic.
• Own performance cycle mechanics: ratings design, calibration process, and results rollup.
• Run the engagement and pulse survey program: cadence, action-planning process, and theme synthesis.
• Act as workflow architect for the AI era: for every major talent workflow, determine what should be human, what should be AI, what should be automated, and what should disappear.
• Build AI-enabled recruiting administration and sourcing workflows.
• Develop talent data synthesis and review prep for HRBPs and calibration.
• Build lifecycle communications and knowledge retrieval tools for managers and employees.
• Build the reporting infrastructure that turns underlying people data into decisions People leadership can act on.
• Design intervention signal infrastructure across funnel lag, profile and compensation misalignment, disengagement, attrition, and structure or goal mismatch.
• Act as a thought partner to People leadership, HRBPs, and recruiters on which intervention to deploy once a signal is raised.

Benefits

• 100% fully paid medical with an HSA option, vision, and dental for employees and their dependents.
• Generous time off; we observe all US federal holidays, close our office for a winter break (12/24-12/31), in addition to granting 18 PTO days and 10 sick days.
• Outstanding compensation package; competitive commissions for revenue roles and annual bonuses for non-revenue positions.
• A strong commitment to diversity, equity, and inclusion.
• Eligibility to participate in additional benefits such as 401k match up to 5%, 100% paid life insurance (up to $100,000 coverage), Voluntary Life Insurance, FSA, and parental leave.
• A collaborative and positive culture, your team will be as smart and driven as you.
• Limitless growth and learning opportunities.