Back to jobs

Head of Recruiting

San Francisco Bay Area, CA

We’re on a mission to democratize AI by building the definitive AI data development platform. The AI landscape has gone through incredible change between 2016, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the world’s largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!

Head of Recruiting

Location : Bay Area - Hybrid - 3x per week minimum in either SF or Redwood City offices.

 

About Snorkel AI

 

At Snorkel AI, we’re redefining how people and organizations build AI applications. Snorkel started as a research project in the Stanford AI Lab in 2016, creating a higher-level interface to machine learning through programmatically labeled and managed training data. From deploying in some of the world’s largest and most sophisticated tech organizations, to empowering scientists, doctors, and journalists — we’ve seen firsthand how this approach democratizes and accelerates AI. Now, we’re building Snorkel Flow to bring our technology to everyone!

 

Position Overview 

 

Snorkel is seeking an experienced Head of Recruiting. In this role, you will act as a trusted partner to the VP of People and a recruiting expert to the executive team, managing our overarching recruiting strategy and driving cross-functional growth. You will help set the vision and strategy while also rolling up your sleeves to ensure we deliver against our ambitious goals. Startup experience is a must - this stage of Snorkel’s growth requires a recruiting leader who has seen the evolution of a recruiting team into a recruiting machine. This is a unique opportunity to have a catalytic impact shaping the talent landscape within a rapidly growing AI technology company. This is an incredibly high-leverage role for an organized, inspiring, and results-oriented leader. You will play a pivotal role in maturing our recruiting function, transforming it into an efficient engine that drives the company's growth. You will be responsible for developing and executing strategies that ensure we attract and hire the best talent in the market, while also fostering a culture of continuous improvement within the recruiting team.

 

We are open to various levels for this role, ranging from Director to Sr Director. Our compensation range for the Bay Area (depending on level) ranges from $200K-$280K.

 

Key Responsibilities

 

This role reports into the VP of People, and will have the following key responsibilities:

 

Team Building & Development:

  • Lead the expansion of our recruiting team, hiring, mentoring, and developing recruiters at various stages of their careers.
  • Foster a collaborative, high-performance culture that promotes growth and learning within the team.
  • Ensure the team is equipped with the skills and knowledge to meet the evolving needs of the company and complex AI space.

Process Development & Operational Excellence:

  • Design and implement scalable recruiting processes that can evolve as the company grows from an early stage to maturity.
  • Apply operational rigor to every aspect of the recruiting process, ensuring efficiency, consistency, and a seamless candidate experience.
  • Continuously refine processes based on feedback, data insights, and best practices to maintain operational excellence.

Strategic Planning & Execution:

  • Lead the development and execution of the overall recruiting strategy, aligning it with Snorkel AI's business goals.
  • Manage recruiting budgets, tools, and resources, ensuring they are used effectively to support the team and meet hiring targets.
  • Collaborate with cross-functional teams to ensure the recruiting strategy aligns with broader company objectives.
  • Move the business away from external recruiting agencies and partnerships, bringing more of the strategic hiring in-house

Influence & Data-Driven Decision Making:

  • Utilize data, market insights, and recruiting metrics to influence and inform leadership decisions on talent strategy.
  • Develop and implement a comprehensive recruiting health scorecard to measure and monitor team performance, ensuring accountability and continuous improvement in efficiency and effectiveness
  • Partner closely with senior leaders and hiring managers (HMs) to understand their hiring needs, providing strategic guidance and insights to shape recruitment efforts.
  • Develop and maintain a deep understanding of the talent market, identifying trends and opportunities to give Snorkel AI a competitive edge in attracting top talent.

Hands-On Recruiting:

  • Be prepared to engage directly in the recruiting process when needed, from sourcing to interviewing to closing candidates.
  • Work closely with hiring managers to understand their needs and provide tailored recruiting support.
  • Ensure a world-class candidate experience throughout the recruitment process.

Qualifications

 

  • 10+ years of relevant experience, with at least 5 in a leadership role, including direct experience supporting Executives in a hiring process
  • At least 5 years of experience in a true start-up environment, ideally leading a team and building processes and operations
  • Ability to thrive in an ambiguous, fast-paced environment and comfortable making hard decisions
  • Superb communication and interpersonal skills, with the ability to build strong relationships with both candidates and internal stakeholders.
  • Proven experience in building and leading high-performing recruiting teams, ideally in a fast-growing tech company.
  • Strong operational mindset with a track record of developing and refining recruiting processes at scale.
  • Demonstrated ability to use data and market insights to influence senior leadership and drive recruiting strategies.
  • Strategic thinker with the ability to execute on both short-term and long-term goals.
Be Your Best At Snorkel
 
Snorkel AI is on a mission to make machine learning practical for everyone, and it starts with building a team that welcomes, represents and gives opportunity to all. We work at the frontier of AI and software engineering, and believe that underrepresented communities need to play a part in shaping the future of these fields. At Snorkel AI, we actively work to create an environment that values end-to-end ownership, diverse forms of impact, and opportunities for personal growth.
 
Snorkelers are supported by an amazing team and an amazing set of benefits. For Full-time employees, we offer comprehensive medical, dental, and vision plans for Snorkelers and their families, plus a yearly wellness stipend. Our 401k program lets Snorkelers plan for their future and our parental leave program lets new parents take up to 20 weeks of paid time off. Learn more about these benefits and more — like our workstation setup allowance — on our Careers page.
 
Snorkel AI is proud to be an Equal Employment Opportunity employer and is committed to building a team that represents a variety of backgrounds, perspectives, and skills. Snorkel AI embraces diversity and provides equal employment opportunities to all employees and applicants for employment. Snorkel AI prohibits discrimination and harassment of any type on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. All employment is decided on the basis of qualifications, performance, merit, and business need.
 
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

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...
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 Snorkel AI’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.