Job Description
About AlphaSense:
The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content.
The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us!
About the Role:
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.
What You'll Do:
Process design & optimization
- 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.
Systems & tech-stack ownership
- 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.
Data integrity & reporting
- 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.
Recruiter & hiring-manager enablement / training
- 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.
Cross-functional partnership
- 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.
What you'll bring:
- 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.
For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below.
You may also be offered a performance-based bonus, equity, and a generous benefits program.
Base Compensation Range
$153,000—$192,000 USD
AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination.
In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works.
Recruiting Scams and Fraud
We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note:
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AlphaSense never asks candidates to pay for job applications, equipment, or training.
- All official communications will come from an @ email address.
- If you’re unsure about a job posting or recruiter, verify it on our Careers page.
If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.
Originally posted on Himalayas
