Back to jobs

Onboarding & Training Lead

Palo Alto, CA or San Francisco, CA

About Glean:

Founded in 2019, Glean is an innovative AI-powered knowledge management platform designed to help organizations quickly find, organize, and share information across their teams. By integrating seamlessly with tools like Google Drive, Slack, and Microsoft Teams, Glean ensures employees can access the right knowledge at the right time, boosting productivity and collaboration. The company’s cutting-edge AI technology simplifies knowledge discovery, making it faster and more efficient for teams to leverage their collective intelligence.

Glean was born from Founder & CEO Arvind Jain’s deep understanding of the challenges employees face in finding and understanding information at work. Seeing firsthand how fragmented knowledge and sprawling SaaS tools made it difficult to stay productive, he set out to build a better way - an AI-powered enterprise search platform that helps people quickly and intuitively access the information they need. Since then, Glean has evolved into the leading Work AI platform, combining enterprise-grade search, an AI assistant, and powerful application- and agent-building capabilities to fundamentally redefine how employees work.

 
About the Role:
 
Glean is seeking an Onboarding & Training Lead to build and run a high-touch, scalable onboarding experience for new hires globally. In this role, you’ll own the end-to-end new hire journey—from pre-boarding through the first 90 days—designing programs that are engaging, community-building, and tightly connected to our culture and ways of working. You’ll also drive lightweight training initiatives, with a particular focus on manager enablement and core skills training, partnering closely with HRBPs, Recruiting, Workplace, and functional leaders to ensure new hires and managers have the tools, training, and clarity they need to be successful.
 
You will:
  • Design and run new hire onboarding
    • Own the company-wide onboarding strategy and calendar- from pre-boarding communications through day 1, week 1, and 30/60/90-day milestones for new hires globally.
    • Elevate our in-person and hybrid onboarding experience, ensuring new hires feel welcomed, informed, and connected, whether they’re joining an office hub or remotely.
    • Facilitate live onboarding sessions (e.g., company overview, culture and values, tools and systems, “how we work” norms) and coordinate guest speakers from across the business.
  • Drive follow-up touchpoints and community
    • Implement structured 30/60/90-day touchpoints, including checklists, surveys, and manager prompts to ensure new hires are ramping effectively and have what they need to succeed.
    • Stand up lightweight new hire communities (e.g., cohorts, buddy programs, new-hire office hours) and recurring connection points such as welcome events or new hire happy hours.
    • Partner with Workplace and local office leads to ensure physical space, events, and onsite experiences reinforce a positive onboarding journey.
  • Lead lightweight L&D and manager enablement
    • Coordinate and run monthly manager meetings and enablement sessions on core topics such as performance, feedback, 1:1s, and onboarding best practices.
    • Curate and maintain a self-serve learning library (playbooks, templates, checklists, videos) for managers and new hires, leveraging tools like Glean, LinkedIn Learning, and internal documentation.
    • Partner with functional enablement teams (e.g., Sales Enablement) to extend relevant role-based onboarding content into the company-wide experience where appropriate.
  • Measure, improve, and report on impact
    • Define and track key onboarding and learning metrics, such as time-to-productivity, new hire satisfaction in the first 90 days, and manager feedback on readiness.
    • Use data and qualitative feedback to continuously iterate on programs, content, and delivery, ensuring we stay aligned with business needs and employee expectations.
    • Partner with People Analytics and Systems teams to build simple dashboards or recurring reports that give leaders visibility into onboarding health and trends.
  • Program operations and cross-functional partnership
    • Own the operational backbone of onboarding: schedules, comms, registration flows, documentation, and internal FAQs, in partnership with HR Ops, IT, Workplace, and Recruiting.
    • Ensure smooth handoffs between Recruiting, HR, IT, and managers so that laptops, access, workspace, and key systems are ready for new hires on day one.
    • Maintain clear, accessible documentation for all onboarding and core learning programs, including process maps, facilitator guides, and participant materials.
About you:
  • 4+ years of experience in HR, People Ops, L&D, or Employee Experience, with a strong focus on new hire onboarding, program management, or internal training in high-growth environments.
  • Proven ability to design and run scalable programs end-to-end - from needs assessment and content design to facilitation, measurement, and iteration.
  • Comfortable facilitating live sessions (virtual and in-person) with groups of managers and new hires; you bring energy, clarity, and structure to every session.
  • Data-informed and operationally minded - you use metrics, surveys, and feedback to decide where to focus and how to improve.
  • Strong cross-functional collaborator who can partner with HRBPs, Recruiting, Workplace, IT, and business leaders and influence without formal authority.
  • Excellent written and verbal communication skills; able to translate complex information into simple, actionable guidance for new hires and managers.
  • Comfortable in a fast-paced, ambiguous environment; you enjoy building, iterating, and improving as the company grows.
Location:
  • This role is hybrid (4 days a week in our SF Bay Area offices)
Compensation & Benefits:
 
The standard base salary range for this position is $140,000 - $155,000 annually. Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits.
 
We offer a comprehensive benefits package including competitive compensation, Medical, Vision, and Dental coverage, generous time-off policy, and the opportunity to contribute to your 401k plan to support your long-term goals. When you join, you'll receive a home office improvement stipend, as well as an annual education and wellness stipends to support your growth and wellbeing. We foster a vibrant company culture through regular events, and provide healthy lunches daily to keep you fueled and focused.
 
We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race.
 
#LI-HYBRID

Create a Job Alert

Interested in building your career at Glean? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Glean’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.