Top Artificial Intelligence HR & Recruiting Jobs

Own full-cycle recruiting for engineering and go-to-market roles in a high-growth startup. Responsibilities include sourcing, pipeline development, candidate evaluation, interview coordination, offer closing, hiring-manager partnership, funnel analytics, and building scalable recruiting systems. The role requires working in person five days per week in the company’s NYC office.

Coordinates core People Operations, including onboarding, offboarding, HRIS and benefits administration, employment compliance, documentation, recruiting logistics, ATS maintenance, immigration case tracking, and contract administration. The role requires meticulous organization, discretion with sensitive information, strong communication, reliable follow-through, and the ability to build processes. It is full-time and on-site in Berkeley, California.

Designs, delivers, and measures organization-wide learning and talent enablement programs, including leadership development, onboarding, manager training, e-learning, workshops, and role-specific education. Partners with subject matter experts, HR business partners, and leaders to identify capability gaps, create scalable learning experiences, facilitate training, manage concurrent projects, and improve outcomes through analytics. The role also applies AI-powered workflows and emerging learning technologies to accelerate content development and increase enablement impact.

Own compensation analytics, market benchmarking, salary structures, job leveling, internal equity, merit and bonus modeling, and HR reporting. Manage core People Operations processes including onboarding, offboarding, records, payroll coordination, benefits, and HR systems administration. Partner with HR, business, recruiting, mobility, legal, and employee relations teams to support data-driven HR services and maintain compliant policies and procedures.

The Staff People Partner coaches managers through complex performance, employee relations, talent, compensation, and organizational matters. They independently investigate and resolve sensitive employee situations, advise on promotions and mobility, surface organizational insights, and collaborate with People, Legal, Compensation, and other specialists. The role also requires building AI-enabled workflows to improve research, documentation, decision support, manager effectiveness, and People Team scalability.

Own full-cycle recruiting for GTM roles, including account executives, account managers, sales managers, growth, customer success, and operations positions. Build sourcing strategies, screen candidates, create interview processes, partner with hiring managers, manage recruiting metrics in Greenhouse, and deliver a strong candidate experience. This hands-on individual contributor role requires independently sourcing and closing sales talent while building the company’s recruiting infrastructure.

Leads Santa Clara University’s comprehensive transfer admission strategy, including recruitment, outreach, application evaluation, yield, advising, events, community college partnerships, and student support. Manages 1–3 staff, oversees transfer communications and Slate CRM administration, develops articulation pathways, analyzes recruitment data, and recommends improvements to policies, processes, and services. The role requires collaboration with academic departments and external partners, occasional evening and weekend availability, and travel to conferences and recruitment activities.

Senior HR Business Partner supporting Engineering, Product, Marketing, and SEO/Content teams. Advises leaders on organizational growth, workforce planning, performance, compensation, employee relations, learning and development, employment law, and global People & Culture programs. The role partners with regional teams and immigration counsel, supports distributed teams, mentors HR colleagues, and works onsite in Cambridge at least three days weekly.

Own recruiting operations for engineering hiring, including scheduling, ATS management, interview-loop coordination, funnel analytics, process improvement, candidate experience, and onboarding logistics. Partner with technical recruiters, hiring managers, interviewers, and leadership to manage requisitions, identify bottlenecks, improve workflows, maintain dashboards, and support high-velocity hiring.

Serves as a strategic and hands-on HR partner to leaders and managers, providing coaching on performance, employee relations, organizational effectiveness, compensation, talent planning, and workforce decisions. Owns company-wide performance and compensation programs, develops scalable People processes, analyzes employee data, supports compliance and immigration matters, and acts as deputy to the People Lead in a fast-growing AI healthcare company.