DISCLAIMER: Due to limited recruiting capacity on our People Ops, we will begin reviewing resumes for this role on October 13th. We appreciate your patience and understanding.

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 at once. Others, 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 evaluate how candidates actually work with AI, not how many buzzwords are on their resume.
• Coordinate onboarding and new hire orientation. Own the content and scheduling for onboarding and be accountable for it feeling genuinely welcoming, engaging, and educational, partnering with other teams such as IT to make sure new hires have the tech, systems, and AI tools they need from day one, along with a clear sense of how PI expects people to work with them.
• Flex into broader People Ops work. When recruiting volume is lower, take on other team priorities as they arise. This part of the role is intentionally responsive to what the team needs most at a given time, so expect variety rather than a fixed task list. Depending on the quarter, this may include:

• Finding and automating repetitive People Ops workflows with AI, and sharing what works with the rest of the team
• Supporting programs that help employees build AI fluency and grow their careers as roles evolve
• Planning and executing occasional in-person employee events
• Maintaining HR software systems
• Administering pulse and employee engagement surveys, including coordinating with stakeholders on analysis and ensuring timely data distribution
• Company-wide communications on behalf of People Ops: sharing updates at monthly All Company Meetings, preparing a bi-weekly newsletter, and posting announcements via Slack

WHAT YOU'LL BRING:

• 3+ years of combined recruiting and HR experience, including having run full-cycle recruiting independently before
• Ability to manage multiple open searches and shifting priorities at once, without losing accuracy or momentum
• Hands-on experience managing an applicant tracking system, keeping requisitions, pipelines, and candidate data organized and accurate
• Meticulous with the details that matter: documentation stays accurate even when things move fast
• AI-fluent in your own work, and able to spot it in others. You use AI tools daily to work smarter, and you can translate that into practical ways to assess a candidate's genuine AI fluency and adaptability, which is quickly becoming a baseline expectation across roles rather than a nice-to-have.
• A genuine builder's instinct: you don't just use HR tools. You've built or configured workflows, automations, or AI agents that took real work off someone's plate, and you can walk us through one.
• Curious and adaptable: you treat how you work as something to keep redesigning, not a fixed playbook
• Comfortable holding confidential candidate and employee information with discretion and good judgment
• A people-first mindset: you care as much about the candidate and new hire experience as you do about getting a role filled

NICE TO HAVE:

• Experience with Greenhouse
• Familiarity with PI's own hiring products, like our Behavioral Assessment and Job Assessment
• Experience building AI-literacy or AI-fluency criteria into interview loops or scorecards
• Hands-on experience with automation or agent-building tools (e.g., Zapier, Claude, custom GPTs)
• Experience supporting AI adoption or change management within a team or company
• Experience recruiting in a fast-growing or resource-constrained environment where you had to prioritize and adapt on the fly
• Familiarity with HR compliance basics

This is an exempt, salaried position ($75,000–$105,000) with full access to PI's benefits package, including unlimited PTO and 401(k) with match.