Based in San Francisco, California, Turing is the world’s leading research accelerator for frontier AI labs and a trusted partner for global enterprises looking to deploy advanced AI systems. Turing accelerates frontier research with high-quality data, specialized talent, and training pipelines that advance thinking, reasoning, coding, multimodality, and STEM. For enterprises, Turing builds proprietary intelligence systems that integrate AI into mission-critical workflows, unlock transformative outcomes, and drive lasting competitive advantage.
Recognized by Forbes, The Information, and Fast Company among the world’s top innovators, Turing’s leadership team includes AI technologists from Meta, Google, Microsoft, Apple, Amazon, McKinsey, Bain, Stanford, Caltech, and MIT. Learn more at www.turing.com
About the Role
This role is the operational backbone of the People Team - owning the systems, workflows, governance, and standards that let Recruiting and People Operations execute efficiently, consistently, and at scale, from sourcing through offboarding.
This is a player-coach role. You'll personally own the operating model and systems roadmap, and lead a team of three - two People Operations Specialists and a Senior Systems/HRIS lead - who help build and run it.
This isn't a maintenance role. We need someone hungry to build something that doesn't fully exist yet, who takes ownership without waiting to be told, and who's comfortable holding people - including their own team - accountable.
What You'll Own
Area 1: Systems & Infrastructure
Own the systems architecture that powers the People function - the platforms, the data, and how they connect.
- Own the HRIS and ATS end-to-end: configuration, data integrity, permissions, and ongoing maintenance
- Own data standards and governance across the People systems stack, ensuring information is complete, accurate, and usable for reporting
- Establish operational KPIs, SLAs, and executive dashboards built on trustworthy, well-governed data
- Partner with our AI Optimization and API/engineering teams to scope and prioritize custom integrations and AI-enabled automation - you own what needs to be built and why; they own the technical build
- Serve as the first point of contact when systems or integrations break, coordinating with the technical teams on resolution and driving root-cause fixes rather than one-off patches
Area 2: Operations (Recruiting through People Operations)
Own the end-to-end operational infrastructure across the full employee lifecycle - from sourcing through offboarding - so Recruiting and People Operations function as one connected system rather than two handoffs.
- Design and document workflows spanning sourcing, hiring, preboarding, onboarding, and the full employee lifecycle
- Define and maintain operational policies, governance, and service-level expectations across both recruiting and people operations
- Own the handoff between Recruiting and People Operations, so there's no ambiguity or dropped data when a candidate becomes an employee
- Standardize documentation, approvals, and operational controls across the lifecycle
- Drive automation opportunities that reduce manual work and improve consistency, in partnership with technical teams where needed
- Continuously evaluate operations using data to identify bottlenecks and drive improvement
How You'll Work
You are the internal business operations leader embedded within the People organization.
Functional leaders define what great looks like.
You design - and lead the team that delivers - how great gets delivered consistently.
You partner with leaders across Recruiting, People Operations, HR Business Partners, Talent Development, AI Optimization, IT, Finance, and Legal to build an operating model that is scalable, measurable, and continuously improving.
Your work brings the same operational discipline expected from organizations like FP&A, Revenue Operations, and Product Operations by introducing:
- Service-level agreements (SLAs)
- Process governance
- Standard operating procedures
- Workflow architecture
- Systems governance and optimization
- Operational metrics
- Executive dashboards
- Data governance
- AI-enabled automation, in partnership with our AI Optimization and engineering teams
- Continuous improvement methodologies
Who You Are
- Hungry and ownership-driven - you want to build something that doesn't fully exist yet, not maintain what's already there
- Strong fluency with HR systems - HRIS, ATS, and how they connect to adjacent tools - even if you're not the one writing the integration code
- Experienced managing and developing a small team, ideally including technical or systems talent
- Comfortable holding people accountable and having hard conversations - with your own team and with functional stakeholders
- A background in People/HR Systems or Operations, or a BizOps/IT Operations background with genuine interest in making People systems and infrastructure the domain
- Bonus: experience partnering with engineering or data teams to scope and prioritize technical builds
Success Looks Like
After 12 months:
- The People systems stack (HRIS, ATS, and their connections) is well-governed, reliable, and documented, with clear ownership of every piece
- Recruiting and People Operations function as a single, connected operating model with seamless handoffs and no ambiguity in ownership
- The People Operations Specialists have successfully absorbed recruiting operations support and maintenance, with no drop in service levels
- Executive leaders have trusted dashboards built on complete, consistent, timely data
- Manual work has been meaningfully reduced through automation, delivered in partnership with technical teams
- Operational bottlenecks are proactively identified and resolved using data rather than anecdotes
- Your team operates with enough clarity and ownership that things keep moving smoothly
You are the Business Operations leader for the People Team - the person who owns the systems and operating model the business runs on, and leads the team that keeps it running. Your customers are the functional leaders across Recruiting and People. Your product is an operating system, delivered through infrastructure you govern and a team you lead.
We are client first: We put our clients at the center of everything we do, because their success is the ultimate measure of our value.
We work at Start-Up Speed: We move fast, stay agile and favor action because momentum is the foundation of perfection
We are AI forward: We help our clients build the future of Al and implement it in our own roles and workflow to amplify productivity.
Amazing work culture (Super collaborative & supportive work environment; 5 days a week)
Awesome colleagues (Surround yourself with top talent from Meta, Google, LinkedIn etc. as well as people with deep startup experience)
Competitive compensation
Don’t meet every single requirement? Turing is proud to be an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, disability, protected veteran status, or any other legally protected characteristics. At Turing we are dedicated to building a diverse, inclusive and authentic workplace and celebrate authenticity, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles.
For applicants from the European Union, please review Turing's GDPR notice here.
Skills Required
- Strong fluency with HR systems, including HRIS, ATS, and integrations with adjacent tools
- Experience managing and developing a small team, ideally including technical or systems talent
- Background in People or HR Systems, People Operations, or BizOps/IT Operations with genuine interest in People systems and infrastructure
- Ability to build systems, workflows, governance, and operating models from an incomplete foundation
- Ability to hold team members and functional stakeholders accountable and have difficult conversations
- Experience partnering with engineering or data teams to scope and prioritize technical builds
Turing Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Turing and has not been reviewed or approved by Turing.
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Fair & Transparent Compensation — Feedback suggests USD-denominated pay and access to higher-paying clients can outpace local benchmarks for many non‑U.S. developers. Payout timing and processing are described as predictable once engagements begin, which supports confidence in earnings.
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Wellbeing & Lifestyle Benefits — Feedback suggests remote‑first work with flexible hours is a consistent positive that enhances day‑to‑day balance. The ability to work from anywhere and maintain autonomy is frequently highlighted as part of the overall rewards experience.
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Healthcare Strength — Feedback suggests some U.S. corporate roles include comprehensive health benefits, with individual accounts referencing employer‑covered medical insurance. These signals indicate stronger healthcare support for certain employee populations.
Turing Insights
What We Do
We now live in a remote-first world and every company is in a race to find the best remote engineers. There are so many amazing engineers all over the world. Turing’s mission is to help unleash the world’s untapped human potential. More than 300 companies, including those backed by Google Ventures, Bloomberg, Andreessen, Founders Fund, and Kleiner are already using Turing to spin up their engineering dream teams. Turing’s hiring platform combines the planetary reach and AI to deliver your ideal engineers in order to help you spin up your engineering dream team. Our deep matching intelligence finds the best Turing developers across 100+ skills like React, Node, Python, Golang, Angular, Swift, Java, and many more. As part of our rigorous vetting process, we also review software engineers’ technical abilities, English skills, and remote working capabilities. Turing ensures time zone overlap, transparency, and reliable communication in order to make remote development easy for you after the match. The Turing team has deep expertise in AI and building engineering dream teams in the U.S. at top companies. Turing company is backed by well-known investors like Facebook’s initial CTO (Adam D’Angelo), executives from Google, Facebook, Amazon, Twitter, Founders Fund (investors in Facebook, Tesla, Asana, etc). Turing.com is led by serial A.I. entrepreneurs Jonathan Siddharth and Vijay Krishnan, their last A.I. firm leveraged remote talent and had a successful acquisition.
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