Associate Director, Growth (Talent Operations)

SuperAnnotate AI•San Francisco, CA

1d•$170,000 - $200,000•Hybrid

About The Position

SuperAnnotate is hiring an Associate Director, Growth to own the function responsible for sourcing, attracting, and onboarding specialized human talent for its AI data programs. Reporting directly to the Chief Business Officer, this hands-on leadership role will scale contributor pipelines across domains and geographies at the intersection of talent strategy, recruiting operations, and data-driven execution. The role partners with program and operations leaders to meet contributor demand while building long-term infrastructure. It is a full-time, hybrid position based in San Francisco. The Associate Director will set talent supply strategy for specialized talent pools, build and automate contributor acquisition workflows, and design and deploy AI-enabled workflows and agents for sourcing, screening, and onboarding. They will lead and develop a growing recruiting team, manage acquisition across concurrent customer programs, and create forward-looking supply plans aligned with program demand. The position owns the function’s budget, channel spend, and vendor decisions, and tracks pipeline health, time to first accepted work, contributor quality, retention, and workforce utilization. SuperAnnotate builds, evaluates, and improves data for AI models across modalities and stages of training. It serves frontier AI labs and enterprises and is backed by NVIDIA, Dell Technologies Capital, and Databricks. The role offers ownership, direct access to executive leadership, and the opportunity to build a team and function that shape customer delivery. The advertised annual base salary is $170,000–$200,000, with eligibility for an annual bonus paid quarterly.

Requirements

At least 7 years of experience in talent acquisition, workforce operations, or recruiting program management.
At least 2 years leading a recruiting team.
Experience running high-volume recruiting or sourcing programs; workforce, gig economy, or human data experience is preferred.
Hands-on experience designing and deploying workflows, agents, or systems with an AI-first mindset, including building and operating them rather than only using AI tools.
Ability to define what a system should do, test and 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 evaluation data is produced and judged.
Fluency with sourcing automation and recruiting technology, and the ability to incorporate them into scalable workflows.
Comfort making decisions with incomplete information as priorities and program scopes shift.

Nice To Haves

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.

Responsibilities

Set talent supply strategy for specialized and hard-to-find pools, including domain experts, subject matter professionals, and contractor workforces.
Develop the contributor acquisition system from sourcing through first accepted work, automating steps that do not require human involvement.
Design and deploy AI-enabled workflows and agents for sourcing, screening, and onboarding, and measure their impact on contributor quality.
Test messaging, targeting, and channels, and allocate effort toward approaches that produce contributors who meet quality standards.
Own the function’s budget, channel spend, and vendor decisions.
Document the processes and standards used by the team.
Manage and develop a growing team of recruiters, set goals, hold the team to KPIs, and build a high-performance culture.
Develop a team that independently solves sourcing problems and uses AI in its daily work.
Run high-volume acquisition across multiple concurrent customer programs while maintaining quality standards.
Build the forward supply plan with Operations, Program, and executive leadership, keeping it aligned with program demand.
Report on pipeline health, time to first accepted work, contributor quality, retention, and workforce utilization.
Identify risks, blockers, and capacity gaps before they affect delivery.