Talent and People Operations Specialist

The Predictive Index, a leader in workplace behavioral science, is an award-winning best place to work (Inc., Glassdoor, Boston Business Journal, The Boston Globe).

Our mission is "Better work, Better world," and we take great pride in PI's power to supercharge workplace relationships and culture to achieve the unthinkable. We're our own best case study!

That includes how we work in an AI world. We're rethinking roles, teams, and careers around people and AI working together, and we're applying what we learn inside PI to the products we build for our clients. You'll be working toward a mission that inspires you, and you'll be surrounded by fun, smart, driven people day in and day out.

There's a reason more than 10,000 companies, including The LA Clippers, Hugo Boss, Nissan, Pendo, AstraZeneca, and Bosch, trust PI to help them hire top talent, design winning teams, and develop leaders at every level. Come discover how we empower our clients to solve their biggest challenges and make their business dreams come true.

The Predictive Index is a place where people with diverse backgrounds, experiences, and perspectives collaborate on amazing, important work. We celebrate our differences, knowing that they are fundamental to our success as an organization. "Better Work, Better World," starts here, in an organization where every member of the PI community is valued, respected, and welcome. We encourage people from underrepresented backgrounds to apply.

THE OPPORTUNITY:

At The Predictive Index, we help organizations understand what makes people tick, and we try to practice what we preach. People Ops is where PI's new way of working shows up first for every employee, from the first interview to the first 90 days. Our People Ops team is growing, and we're looking for someone who can own recruiting end to end while helping build a People Ops function that runs on strong process and genuine care for the employee experience.

Reporting to the Director, People Operations, this role sits at the center of two things: bringing great people into PI, and making sure the systems and moments around them – onboarding, process, day‑to‑day support – actually work. Hiring at PI ebbs and flows. Some stretches you'll be running five or more searches ers, recruiting will take up less of your time, and you'll turn your attention to onboarding, process improvements, or whichever People Ops priority matters most that quarter.

That flexibility is intentional. It reflects how we're designing work at PI: work moves toward whatever matters most, and people and AI each handle what they do best. If you like variety and want to help shape what a modern People Ops function looks like, this rhythm will suit you well.

WHAT YOU'LL DO:

• Own recruiting, full cycle. Partner with hiring managers to understand what they need, source and screen candidates, coordinate and schedule interviews, and manage offers, largely independently. You'll inherit a recruiting process and toolset that already works well. Keeping it that way means managing our ATS (Greenhouse), evaluating our broader recruiting tools over time, and bringing an AI-forward eye to where technology can make the process faster or better for candidates and hiring managers alike, so our people can focus on the work that needs a human touch.
• Hire for how work is changing. Help hiring managers build interview and screening criteria that surface a candidate's real comfort working alongside AI, their adaptability, and their appetite to keep learning, across every team, not just technical roles. The goal is to…