Location: North America

Reports to: VP, Global Talent Acquisition

About the Role

AlphaSense is building an executive talent function that operates as a true strategic capability, not a reactive search desk. This is the role that builds it.

As Director of Executive Recruiting, you will own the design and execution of AlphaSense’s end-to-end executive search function — from search strategy and agency model to in-house research methods, tools infrastructure, and team development. You will be the company’s most senior internal practitioner for VP-and-above hiring, and the person who shapes how we compete for the world’s best leaders as we scale.

You will operate at the intersection of business strategy and talent intelligence — partnering directly with the ELT, and People leadership to build the executive pipeline that powers our next phase of growth.

What You’ll Do

• Executive Search Execution
  • Lead end-to-end search for VP, SVP, and C-suite roles across the organization — from intake and profile definition through offer and close.
  • Conduct and commission deep market mapping and competitive intelligence to identify, track, and engage executive talent across target companies and industries.
  • Craft compelling, personalized outreach to senior passive candidates; cultivate long-term relationships with high-potential executives well before active searches open.
  • Screen and assess candidates for leadership caliber, cultural alignment, and functional depth; present well-researched shortlists with clear recommendations.
  • Maintain a white-glove candidate experience and meticulous ATS records throughout every engagement.
• Strategic Partnership & Advisory
  • Serve as a trusted talent advisor to the ELT, and People leadership — providing proactive workforce intelligence, not just reactive search support.
  • Partner closely with senior executives and hiring leaders to define role parameters, candidate profiles, and sourcing strategies with precision and speed.
  • Champion inclusive hiring practices at the executive level, proactively building diverse pipelines and mitigating bias throughout the assessment process.
  • Partner with the broader TA team to ensure standardized workflows, consistent standards, and cohesive executive candidate experience across global offices.
  • Contribute to succession planning and long-range organizational design by surfacing market trends and executive talent movement.
• Function Design & Build
  • Design the structure, operating model, and roadmap for AlphaSense’s executive search function — defining how we balance in-house capability against strategic agency partnerships.
  • Establish agency strategy and governance: identify preferred search partners by function and geography, manage PSL relationships, set engagement norms, and drive accountability on delivery and value.
  • Evaluate and deploy AI-powered sourcing tools, talent intelligence platforms, and research methodologies to build a competitive, tech-forward search function.
  • Build and maintain the executive talent infrastructure: market maps, competitive tracking, and succession-relevant talent pools.

Who You Are

• 12+ years of executive or senior-level recruiting experience — in-house, retained search, or a blend of both; direct experience building or significantly scaling a function strongly preferred.
• Demonstrated success placing VP-and-above candidates across multiple functions, including GTM, Engineering, Finance, and/or Product.
• Experience designing or overhauling an executive search operating model — including agency strategy, tooling decisions, and team structure.
• Fluency with AI-powered talent intelligence and sourcing tools; a genuine conviction that technology reshapes what’s possible in executive search.
• Strong executive presence with the ability to advise and influence at the C-suite level — someone leaders turn to proactively, not just when a search opens.
• Expert sourcer: mastery of LinkedIn Recruiter, talent intelligence platforms, Boolean search, and emerging research methodologies.
• Data-driven: comfortable building and interpreting TA analytics, market compensation data, and search performance dashboards.
• High degree of discretion and professionalism in handling sensitive, confidential information.
• Exceptional written and verbal communication skills; executive-caliber presentation and synthesis.
• Experience with ATS platforms (Greenhouse, Workday, or similar).
• Deep commitment to diversity, equity, inclusion, and belonging as a non-negotiable practice
• Bachelor’s degree required; advanced degree a plus.

What Defines Success

• Strategy and operations: The executive search function has a defined operating model, agency governance, tooling stack, and team roadmap within the first 12 months.
• On-time hiring delivery: 90% of executive roles are filled within or ahead of agreed timelines, with rigorous SLA accountability.
• Executive Trust: C-suite and business leaders view you as a proactive talent advisor, evidenced by proactive engagement in workforce planning and reliance on TA insights for decision-making. 
• Cross-functional alignment: You have strong internal partnerships and clear SLAs with Finance, HR/People Ops, and hiring managers. 
• Strong leadership: You model inclusive leadership.
• Operational Excellence: You are data-driven, and you actively track and improve key efficiency metrics such as time-to-fill, cost-per-hire, and candidate experience scores to meet or exceed industry benchmarks. 
• Unified global team: You partner with other TA Directors & leaders to ensure standardized and efficient workflows across our global offices. 

About the Opportunity

AlphaSense is a high-growth global technology company redefining how organizations access and use market intelligence. As we scale toward a global workforce of ~3,500 employees and prepare for public-company rigor, we are reshaping our global physical footprint and how we deliver our employee experience. We believe that a world-class physical and cultural environment is a fundamental driver of high performance and a critical component of our talent value proposition. To attract, motivate, and retain top-tier global talent, we are building a Workplace, Community & Experience function that integrates physical office strategy, cultural programming, and employee connection into a single, cohesive portfolio.

We are seeking a Director of Global Real Estate & Workplace Experience to build and lead this global organization. This executive will architect a unified portfolio strategy, develop scalable environments, and partner closely with Finance, Corporate IT, Legal, and leaders across the business to ensure our office hubs and community initiatives reflect both strong financial discipline and a deeply employee-centered philosophy. It is a rare opportunity to design a next-generation workplace ecosystem at a company entering a new chapter of scale, performance, and maturity.

What You Will Lead

In this role, you will architect and operationalize a global workplace strategy that reinforces connection, belonging, and productivity. You will oversee all aspects of physical environments and cultural experiences, both in-office and remote, ensuring they serve as the lived expression of our culture. Central to this will be creating a clear, modern narrative for how our physical environments support a high-performance workforce while reflecting the maturity required for a company entering a new chapter of scale.

• Global Real Estate & Portfolio Strategy: You will direct a complex global property portfolio, leading site selection, lease negotiations, and renewals across North America, EMEA, and APAC. You will manage broker and landlord relationships to ensure our physical footprint aligns with our growth trajectory and financial targets. 
• High-Performance Environments: You will design and curate physical and remote environments tailored to the specific functional needs of local teams. You will ensure our hubs are optimized for collaboration, innovation, and the rapid execution required of a high-growth SaaS organization.

Capital Projects & Design: You will lead office build-outs and expansion projects, managing external architects, general contractors, and project budgets to deliver premium environments on time and under budget.

• Fluid Working & Experience Programming: You will own our Fluid Working approach, ensuring our physical spaces facilitate high-value connection and mentorship. You will ensure our global hubs serve as the premium ‘center of gravity’ for our culture, providing a seamless and productive transition for employees between remote work and in-person collaboration.
• Cross-Functional Partnership & Execution: You will build deep, collaborative partnerships with Finance, Corporate IT, Security, Legal, and Business Stakeholders to get results. You will navigate complex interdependencies—from real estate deal execution to physical security protocols—to ensure our workplace operations are seamless and resilient.
• Cultural Experience & Global Programming: While respecting local cultural nuances, you will design a unified, strategic narrative for employee experience and community at AlphaSense, leading related global programming and company rituals—such as Women’s History Month and company holiday events—to drive deep connectedness, belonging, and shared identity.
• Governance & Financial Discipline: You will bring high-stakes analytical rigor and operational excellence to the management of the global workplace & experience budget. You will partner closely with Finance on real estate forecasting, capital expenditure (CapEx) planning, long-term leases, and employee experience commitments, ensuring our systems and processes strategically allocate resources to high-impact employee touchpoints.
• Safety, Security & Compliance: In partnership with Legal and Corporate Security, you will establish and maintain rigorous global standards for workplace safety and physical security and asset protection by modernizing facility management SOPs.

What You Bring

• 10+ Years of Leadership Experience: With a proven track record of leading corporate real estate, site selection, and facilities functions in high-growth, complex environments.
• Global Multi-Site Expertise: Deep experience in commercial lease negotiation and contract management across international geographies including North America, EMEA, APAC, with the ability to navigate local labor laws and vendor landscapes, while adapting experience standards to local cultural expectations.
• Exceptional Collaborative Influence: A demonstrated ability to build trust and drive results with cross-functional stakeholders in Finance, Legal, and IT.
• Performance-First Mindset: A track record of building or modernizing workplace programs that drive measurable business impact and support high-performance outcomes.
• Strong Analytical and Operational Capabilities: Experience in real estate forecasting, facilities budgeting, decision-support modeling, workplace data, and employee experience feedback to drive continuous improvement to the lived experience of our employees.
• A Builder’s Mindset: Strategic, creative, and comfortable operating in both high-altitude strategy (portfolio planning) and hands-on execution (office build-outs).
• Exceptional Communication Skills: The ability to simplify complex operational topics for senior audiences and act as a trusted cultural ambassador for the organization.

Why Join Us

Real Estate & Workplace Experience is one of the most consequential levers in shaping AlphaSense’s next chapter. In this role, you will define how we create a compelling experience for employees around the world. You will build a modern, global community infrastructure that integrates the physical environment into a single, coherent strategy. And you will help position AlphaSense for long-term success as a disciplined, high-performing, and public-company-ready organization.

If you are energized by architecting a transformative function that connects the lived experience of work with the culture we are building, we would love to meet you.

About the Role : 

We're looking for a Senior People Business Partner to serve as a strategic advisor to our senior business leaders. You'll shape people strategy, drive organisational effectiveness, and operate as a trusted partner across a cross-functional portfolio ,going well beyond traditional HR execution.

What you'll do :

• Partner with VP-level leaders on workforce planning, org design, and talent strategy

• Use AI-powered HR tools and people analytics to drive data-backed recommendations

• Own the full talent lifecycle: hiring, onboarding, performance, promotions, and exits

• Lead succession planning, high-potential programmes, and leadership development

• Manage complex ER matters, investigations, PIPs, exits - with empathy and legal rigour

• Ensure compliance with Indian labour law (POSH, EPF, Gratuity, DPDPA 2023, and more)

• Drive DEI initiatives, monitor representation metrics, and build equitable processes

• Lead change management for restructurings, growth scaling, and transformation programmes

• Build dashboards and present people-data narratives to leadership forums

What you bring :

• 10–12 years of progressive HR experience, with 8+ years as an HRBP

• Proven track record of strategic impact in fast-growth or technology-driven organisations

• Deep knowledge of Indian labour law and Maharashtra-specific regulations

• Hands-on experience with HRIS platforms (Workday, SuccessFactors, or equivalent)

• Experience with AI-enabled HR tools - talent intelligence, predictive analytics, skill mapping

• Strong ER track record: investigations, PIPs, and sensitive situations handled with discretion

• Excellent stakeholder management - influences without authority across seniority levels

• MBA / PGDM in HR or Organisational Behaviour preferred; Bachelor's required

Nice to have : 

• SHRM-SCP, SPHR, or equivalent certification

• Experience as ICC member or POSH-trained inquiry officer

• Exposure to org design frameworks (McKinsey 7-S, Galbraith Star Model)

• Knowledge of DPDPA 2023 HR data compliance requirements

About the Role: 

The People Operations Coordinator - Global is responsible for delivering a seamless and high-quality employee experience across the full employee lifecycle. This role serves as a key operational partner, ensuring timely support for employee inquiries, accurate data management across systems, and smooth coordination of onboarding and offboarding processes. With a strong focus on detail, organization, and service, the Coordinator helps maintain compliance, operational efficiency, and a welcoming experience for employees.

What You’ll Do: 

• Serve as the primary point of contact for all People Operations inquiries via Jira ticketing, email, and other sources ensuring adherence to service level agreements.

• Provide tier 1 People Team support such as answering employee questions, people team systems user support, complaint/employee relations intake, verifications of employment, etc.

• Properly escalate tier 2 People Team support - such as complex issues requiring interpretation and items needing local expertise - to appropriate People Operations team members or engage cross-functional partners as needed.

• Responsible for People Operations onboarding tasks including but not limited to: processing onboards in HCM ensuring data accuracy, auditing new hire data against applicant tracking system, communication with new hires ensuring all onboarding tasks are completed in a timely manner, and scheduling new hire orientation sessions.

• Maintain integrity of company HCM and third-party systems – such as local payroll providers and global mobility tools – through accurate and timely data processing.

• Create new job requisitions (and positions when applicable) in HCM coordinating with cross-functional partners (People Business Partners, Finance, Talent Acquisition, hiring managers) as needed.

• Responsible for People Operations offboarding tasks including but not limited to: processing terminations in HCM and third-party systems, coordinating offboard with IT and other departments as needed in accordance with service level agreements, and communication with departing and former employees.

• Ensure protection and security of all confidential information through proper controls and discretion.

• Assist with compliance reporting and audits such as benefit reporting, government filings, and ad hoc reporting requests.

• Maintain employee files ensuring accuracy, organization, and compliance.

• Support for People team initiatives as needed such as: Annual Compensation Review, performance cycles, handbook and policy launches, annual trainings, etc.

Who You Are:

• 1-3+ years of HR administrative support experience

• 1+ years Workday HR experience

• 1+ years with a ticketing service tool (Jira preferred)

• Strong written and verbal communication skills in English, with the ability to understand and communicate HR-related information clearly

• International experience/exposure a plus but not required; preferably HR experience supporting North America and EMEA

• Familiarity with Excel/Google Sheets (experience with filters, vLookup, formulas, etc. is a plus)

• Strong organizational skills and attention to detail with ability to work independently and in a fast-paced environment

• A strong problem-solver with a proactive approach to challenges, able to work independently.

About the Role: 

The People Operations Coordinator - Global is responsible for delivering a seamless and high-quality employee experience across the full employee lifecycle. This role serves as a key operational partner, ensuring timely support for employee inquiries, accurate data management across systems, and smooth coordination of onboarding and offboarding processes. With a strong focus on detail, organization, and service, the Coordinator helps maintain compliance, operational efficiency, and a welcoming experience for employees.

What You’ll Do: 

• Serve as the primary point of contact for all People Operations inquiries via Jira ticketing, email, and other sources ensuring adherence to service level agreements.

• Provide tier 1 People Team support such as answering employee questions, people team systems user support, complaint/employee relations intake, verifications of employment, etc.

• Properly escalate tier 2 People Team support - such as complex issues requiring interpretation and items needing local expertise - to appropriate People Operations team members or engage cross-functional partners as needed.

• Responsible for People Operations onboarding tasks including but not limited to: processing onboards in HCM ensuring data accuracy, auditing new hire data against applicant tracking system, communication with new hires ensuring all onboarding tasks are completed in a timely manner, and scheduling new hire orientation sessions.

• Maintain integrity of company HCM and third-party systems – such as local payroll providers and global mobility tools – through accurate and timely data processing.

• Create new job requisitions (and positions when applicable) in HCM coordinating with cross-functional partners (People Business Partners, Finance, Talent Acquisition, hiring managers) as needed.

• Responsible for People Operations offboarding tasks including but not limited to: processing terminations in HCM and third-party systems, coordinating offboard with IT and other departments as needed in accordance with service level agreements, and communication with departing and former employees.

• Ensure protection and security of all confidential information through proper controls and discretion.

• Assist with compliance reporting and audits such as benefit reporting, government filings, and ad hoc reporting requests.

• Maintain employee files ensuring accuracy, organization, and compliance.

• Support for People team initiatives as needed such as: Annual Compensation Review, performance cycles, handbook and policy launches, annual trainings, etc.

Who You Are:

• 1-3+ years of HR administrative support experience

• 1+ years Workday HR experience

• 1+ years with a ticketing service tool (Jira preferred)

• Strong written and verbal communication skills in English, with the ability to understand and communicate HR-related information clearly

• International experience/exposure a plus but not required; preferably HR experience supporting North America and EMEA

• Familiarity with Excel/Google Sheets (experience with filters, vLookup, formulas, etc. is a plus)

• Strong organizational skills and attention to detail with ability to work independently and in a fast-paced environment

• A strong problem-solver with a proactive approach to challenges, able to work independently.

About the Role

The Director, People Business Partnerships – Product & Engineering will play a pivotal role in shaping how our technical organization scales. You will partner closely with executive Product and Engineering leaders, operating as a true strategic advisor with the ability to drive meaningful change, not just support it. From defining how we scale talent and performance to evolving our People Business Partner model, your impact will be visible across the organization.

You will elevate the caliber of talent, strengthen performance differentiation, and design organizational structures that enable innovation velocity and technical excellence. As a trusted advisor and change leader, you will help ensure Product & Engineering is positioned for long-term scale and impact.

What You’ll Do

Strategic Partnership & Organizational Effectiveness

• Align workforce capacity and capability planning to product roadmaps, anticipating future skill and leadership needs to enable delivery on strategic priorities
• Lead complex organizational design initiatives that create clarity of structure, roles, and accountability at scale
• Partner on job architecture, leveling frameworks, and career paths across engineering and product teams to support growth and internal mobility
• Drive succession planning and leadership bench strength for critical technical and people leadership roles
• Partner with leaders to design and execute change strategies that ensure organizational shifts are clearly communicated, thoughtfully implemented, and effectively adopted

Talent Strategy & Performance Excellence

• Increase talent density by strengthening performance differentiation and addressing underperformance proactively and consistently
• Drive performance discipline through structured rhythms and coaching leaders to build high-performing, outcome-driven teams
• Identify and proactively retain critical technical talent, particularly in high-demand areas such as AI engineering, through targeted retention and development strategies
• Leverage attrition, engagement, and performance data to drive proactive, evidence-based talent decisions
• Ensure promotion, leveling, and advancement decisions are rigorous, equitable, and aligned to clear performance standards

PBP Model Leadership & Governance

• Lead, develop, and align a team of People Business Partners, setting clear expectations, coaching for high-impact, and elevating standards of strategic partnership
• Establish clear operating norms and feedback loops across PBPs supporting Product & Engineering
• Lead complex performance and employee relations matters with sound judgment, balancing business impact, employee experience, and risk mitigation
• Drive consistent, equitable application of People practices while reinforcing a high-accountability, inclusive culture across technical teams

Who You Are

• 12–15+ years of progressive HR experience, including significant time as a senior People Business Partner in high-growth technology environments
• Experience building and leading high-performing PBP teams, elevating standards and partnership impact
• Experience supporting Product and Engineering organizations at scale within product-led or technology-first companies
• Deep expertise in organizational design, performance management, and talent planning in technical environments
• Strong business acumen and ability to translate technical strategy into actionable people plans
• Sound judgment and executive presence, balancing empathy with high performance standards
• Ability to thrive in high-growth, evolving environments and bringing structure to ambiguity