Talent Programs & Intelligence Lead

Sayari is the judgment infrastructure for trustworthy AI in economic security and commercial risk. The Sayari Commercial World Model resolves 11.7B+ primary-source records from 250+ jurisdictions, forming the ground truth of global commerce. A Judgment Ontology, encoding over a decade of investigative tradecraft, and Superconductor, an agentic orchestration platform, deliver AI that reasons like an expert analyst, shows its work, and traces every finding to its source.

Sayari’s People team operates with a flat and high-span structure, relying on smarter systems that evolve quarterly rather than just growing busier. This role owns that system: program design, process architecture, AI-enabled workflows, and the reporting infrastructure across the full hire-through-engagement lifecycle.

This is a Principal-level, individual-contributor role with no direct reports. Influence is driven by better processes and data, not organizational hierarchy. Sayari seeks a builder and operator, not a traditional program manager—someone who thinks like a product manager, operates like a systems designer, and deeply understands talent to determine where AI can responsibly replace human judgment and where it cannot.

Job Responsibilities

Manager Leverage

• 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

Employee Lifecycle Architecture

• Own the experience and operating architecture from attract through exit, identifying manual work, inconsistent experiences, and process friction
• Design the sourcing-to-hire workflow and set standards for recruiters in the ATS
• Architect onboarding program design and cadence
• Architect offboarding processes and exit-signal capture

Scalable Talent Programs

• Operationalize the career pathing and leveling framework, including criteria and progression logic
• Own performance cycle mechanics: ratings design, calibration process, and results rollup
• Run the engagement and pulse survey program, including cadence, action-planning process, and theme synthesis

AI-Enabled Talent Operations

• Act as workflow architect for the AI era, determining what should be human, automated, or eliminated for each major talent workflow
• 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

Talent Intelligence & Signals

• Build reporting infrastructure to turn people data into actionable decisions for People leadership
• Design intervention signal infrastructure for funnel lag, profile and compensation misalignment, disengagement, attrition, and structure or goal mismatch
• Serve as a thought partner to People leadership, HRBPs, and recruiters on intervention deployment

What Success Looks Like

• HRBPs spend more time on strategic partnership and less on repeatable admin, supporting a higher-span org without quality degradation
• Recruiters spend more time with candidates and hiring leaders, with AI-enabled workflows handling coordination
• Managers handle more routine lifecycle tasks independently, with guidance at the right moment
• People leadership gains faster, better visibility into talent and organizational health

Skills & Experience

Needed

• 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 independently rather than delegating
• Experience driving lifecycle-wide change adoption across leaders outside your reporting line (cross-functional, individual-contributor influence role)
• Experience in high-growth or PE-backed organizations navigating structural change
• Sound judgment on where AI can responsibly replace human process and where it cannot
• Comfort owning an ambiguous mandate from design through sustained operation, acting as a strategic quarterback for the domain

Nice to Have

• Background as a Talent Management or OD lead, a People Operations generalist who grew into a builder role, or an operations-minded former consultant who stayed to build rather than just recommend