Senior Talent Operations Program Manager

AlphaSense

19h•$153,000 - $192,000

About The Position

We're hiring a Senior Talent Operations Program Manager to own the systems, processes, and data that power hiring across AlphaSense. This is a hands-on, individual-contributor role for someone who sees recruiting as a system of interconnected workflows and wants to make that system faster, cleaner, and more measurable. You'll be the operational backbone of our TA function—designing how we hire, ensuring our tech stack is fully leveraged, safeguarding data integrity, and turning recruiting data into decisions.

Requirements

8+ years in Recruiting/Talent Operations, ideally in a high-growth, global, or distributed environment.
Hands-on administration of an ATS (Greenhouse strongly preferred) plus at least one CRM, interview-intelligence, or scheduling/candidate-experience platform (e.g., Gem, BrightHire, GoodTime, Guide), with comfort navigating configurations, permissions, and integrations.
Strong data fluency—able to pull, interpret, and visualize recruiting data and translate it into pragmatic recommendations; advanced spreadsheet skills and experience with a BI/reporting tool.
Strong program and project management skills—able to scope, prioritize, and run cross-functional initiatives to measurable outcomes while managing a roadmap across competing demands.
Proven track record leading process improvements and tool rollouts with measurable gains in efficiency or experience.
Fluency with automation and AI-enabled tooling, with a bias toward using technology to eliminate manual, repetitive work.
Excellent communication and stakeholder-management skills—able to influence without authority, tailor the message to each audience, and present recruiting data and recommendations clearly to leadership.
Systems thinking, high ownership, and a service mindset; able to prioritize across competing projects and build trust with recruiters, hiring managers, and cross-functional partners.

Responsibilities

Map, standardize, and continuously improve recruiting workflows end to end—intake, sourcing, interview loops, offers, and closeout—removing bottlenecks and driving consistency across regions and functions.
Establish operating rhythms, SLAs, and clear ownership so hiring managers, recruiters, and candidates have a predictable, high-quality experience.
Serve as primary admin and SME for the recruiting stack—Greenhouse (ATS), Gem (CRM/analytics), BrightHire (interview intelligence), and Guide (candidate experience)—including configuration, permissions, integrations, and troubleshooting in partnership with IT, and manage the vendor relationships.
Identify and implement automation and AI-enabled workflows across the stack to reduce manual effort and scale recruiting operations without adding headcount.
Own the accuracy and consistency of recruiting data across Greenhouse and its downstream systems (including handoffs to Workday), defining data-entry standards and auditing for quality.
Build and maintain dashboards and reporting on core funnel and efficiency metrics (e.g., time-to-fill, time-to-hire, pass-through rates, source effectiveness), and develop forward-looking analytics that inform hiring strategy.
Build and maintain playbooks, documentation, templates, one-pagers, and training that support recruiters, coordinators, and hiring managers across the full recruiting lifecycle.
Onboard and train recruiters and hiring managers on process and tools; drive adoption of new tools and processes through user-centric change management.
Partner with TA leadership and Finance to support capacity modeling, target setting, and headcount reconciliation with clean data and reporting.
Collaborate with People Systems, IT, and Legal on integrations, security, and process design.