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.

Trusted by U.S. Customs and Border Protection, HM Revenue & Customs, and Fortune 500 enterprises, Sayari is used by thousands of professionals across 35+ countries to secure supply chains and dismantle illicit networks. Headquartered in Washington, D.C., with offices in London, Singapore, Tokyo, and Tel Aviv.

Principal, Individual Contributor
· People Team

Sayari is the judgment infrastructure for trustworthy AI in economic security and commercial risk. The Sayari Commercial World Model resolves 10.6B+ 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.

Trusted by U.S. Customs and Border Protection, the U.S. Treasury, and Fortune 500 enterprises, Sayari is used by thousands of professionals across 35+ countries to secure supply chains and dismantle illicit networks. Headquartered in Washington, D.C.

Sayari's People team runs flat and high-span by design, and that only works if the systems underneath get smarter every quarter instead of just busier. This role owns that system: program design, process architecture, AI-enabled workflow, and the reporting and signal infrastructure built on top of it, across the full hire-through-engagement lifecycle.

This is a Principal-level, individual-contributor role with no direct reports. Influence runs through better processes and better data, not org chart weight. We're looking for a builder and operator, not a traditional program manager: someone who thinks like a product manager, operates like a systems designer, and understands talent deeply enough to know where AI can responsibly replace human judgment and where it can't.

In Sayari terms, this role is a Multiplier: it exists to make every person who touches talent, HRBPs, recruiters, managers, and employees, more effective, without proportionally growing the People team.

• 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

• Own the experience and operating architecture from attract through exit, looking horizontally across the lifecycle for manual work, inconsistent experience, and process friction
• Design the sourcing-to-hire workflow and the standards recruiters execute against in the ATS
• Architect onboarding program design and cadence
• Architect offboarding process and exit-signal capture

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

• Act as workflow architect for the AI era: for every major talent workflow, determine what should be human, what should be AI, what should be automated, and what should disappear
• 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
• Build the reporting infrastructure that turns underlying people data into decisions People leadership can act on
• Design intervention signal infrastructure across funnel lag, profile and compensation misalignment, disengagement, attrition, and structure or goal mismatch
• Act as a thought partner to People leadership, HRBPs, and recruiters on which intervention to deploy once a signal is raised

• HRBPs spend more time on strategic partnership and less on…