About the Role

Snorkel AI is looking for a Head of Talent Acquisition Operations & Insights to build and lead the systems, processes, tools, metrics, and operational infrastructure that power our recruiting organization. This leader will own the design and execution of a modern TA operations function that enables Snorkel AI to scale hiring with speed, quality, consistency, and data-driven decision-making.

This is a builder role for someone who has stood up TA operations in a hyper-growth technical startup environment. You should be equally comfortable designing the strategy, implementing the systems, improving process, building reporting, leading recruiting coordination, and partnering with recruiting and business leaders to improve how hiring gets done.

We are looking for someone who brings strong operational discipline, deep knowledge of recruiting systems and workflows, and a forward-looking perspective on how AI can modernize talent acquisition.

What You’ll Do

• Build and lead the TA operations function for Snorkel AI, including recruiting systems, tools, workflows, reporting, process, and coordination.
• Own the recruiting tech stack, including ATS configuration, integrations, automation, data quality, vendor management, and tool optimization.
• Modernize TA operations through better systems, scalable processes, automation, and thoughtful use of AI.
• Lead recruiting coordination, ensuring a high-quality, efficient, and consistent candidate and hiring manager experience.
• Design and improve end-to-end recruiting processes across intake, approvals, job posting, sourcing workflows, interview scheduling, feedback collection, offers, onboarding handoffs, and reporting.
• Develop and maintain TA metrics, dashboards, insights and reporting for recruiting leadership, hiring managers, and company leadership.
• Use data to identify process gaps, pipeline bottlenecks, operational risks, interviewer capacity issues, and opportunities for improvement.
• Partner with recruiting leaders, People Operations, Finance, Legal, IT, and business stakeholders to ensure TA processes are scalable, compliant, and aligned with company priorities.
• Create governance and documentation for recruiting operations, including process guides, system standards, SLAs, data definitions, and reporting cadences.
• Evaluate and implement AI-enabled recruiting tools and workflows that improve recruiter productivity, candidate experience, scheduling efficiency, sourcing support, and decision quality.
• Build operational rhythms for headcount planning, recruiting capacity planning, funnel reviews, and hiring progress reporting.
• Ensure data integrity across recruiting systems so leaders can make confident decisions based on accurate information.

What We’re Looking For

• Experience building or leading TA operations in a hyper-growth technical startup environment.
• Deep experience owning recruiting systems, tools, processes, reporting, and operational infrastructure.
• Strong understanding of ATS architecture, recruiting workflows, system integrations, data hygiene, and recruiting analytics.
• Experience leading recruiting coordination or designing scheduling operations at scale.
• Strong analytical skills, with experience building dashboards, reporting frameworks, and metrics that drive business decisions.
• Experience using data to improve recruiting productivity, funnel conversion, hiring speed, candidate experience, and operational accountability.
• A track record of modernizing TA operations through process improvement, automation, tooling, or AI-enabled workflows.
• Strong project management skills, with the ability to manage cross-functional initiatives from design through implementation.
• Excellent stakeholder management skills across Recruiting, People, Finance, Legal, IT, and business leadership.
• Comfort operating in fast-changing environments where systems and processes need to be built, improved, and scaled quickly.

Locations

San Francisco or New York - Hybrid

Compensation range is $ < > . All offers also include equity in the form of employee stock options. Our compensation ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

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