Director of Talent- Programs & Operations

CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com. What You'll Do As the Director of Talent - Programs & Operations, you will scale and modernize the engine that powers CoreWeave's hiring. You'll lead a high-impact team and own the operations, programs, systems, and infrastructure that allow us to attract, hire, and retain top-tier talent as we grow at the pace of the AI economy. This role sits at the intersection of recruiting strategy, operations, programs, and candidate experience. You'll design and run the programs that scale our function — interviewer enablement, internal mobility, employer brand, vendor partnerships, and hiring manager enablement — while owning the systems, data, and processes that make our recruiting org run. Throughout, you'll bring an innovative, AI-forward approach to how the work gets done: leveraging the best of modern tooling, automation, and intelligent workflows to operate faster, smarter, and at a higher standard than traditional TA functions. You'll partner closely with TA leadership, People, Finance, Legal, and engineering teams to ensure recruiting operates with the speed, rigor, and ambition of the company we're building. Key Responsibilities Lead and scale the Recruiting Programs & Operations function, owning systems, programs, analytics, compliance, and recruiter enablement across global TA. Drive an AI-first recruiting strategy — evaluating, deploying, and optimizing tools across the stack (Greenhouse, Gem, Glean, Claude, agentic sourcing and scheduling platforms, interview intelligence, candidate CRM) to compress time-to-hire and elevate quality of hire. Build and operationalize agentic and automated workflows across sourcing, screening, scheduling, candidate communications, interviewer enablement, and reporting — shifting recruiter time from administrative work to strategic talent advisory. Design and run the recruiting programs that scale the function — interviewer enablement, internal mobility, recruiter onboarding, hiring manager partnership, vendor management, and referrals. Own the recruiting data layer: build dashboards and predictive analytics that inform pipeline health, pass-through rates, funnel diagnostics, headcount progress, and executive decision-making. Architect the recruiting tech roadmap — including ATS/CRM optimization, integrations, AI tooling evaluation, vendor strategy, and governance — in close partnership with IT and Engineering. Oversee employer brand strategy and execution in partnership with our Talent Program & Events Manager, with a particular focus on positioning CoreWeave in priority technical markets. Partner with HR, Legal, and People Operations to ensure compliance with all hiring-related regulations across jurisdictions, including emerging AI-in-hiring frameworks (NYC AEDT, EU AI Act, state-level AI hiring laws), bias audits, and responsible AI deployment. Lead cross-functional initiatives across TA, People Ops, Finance, and business leaders to align process, reporting, and goals across the hiring lifecycle. Drive continuous improvement and innovation — treating recruiting workflows and programs as products, iterating on them with the same rigor an engineering team applies to its systems. Who You Are 10+ years of experience in Recruiting Operations, Talent Operations, or HR Operations, with at least 5 years leading teams in a fast-paced, high-growth environment. Hyperscaler, AI, or cloud infrastructure experience is a strong plus. Demonstrated track record deploying AI and automation in recruiting — not as experiments, but as production workflows that meaningfully changed how a team operates. You can speak fluently to the difference between AI-enabled and AI-first, and you've built toward the latter. Deep expertise across modern recruiting infrastructure (Greenhouse, Gem, Workday, sourcing CRMs, interview intelligence platforms, scheduling automation, agentic AI tools). Strong program management muscle — you've built and run the programs (interviewer enablement, internal mobility, referrals, vendor management) that allow TA teams to scale without breaking. Strong data orientation — comfortable building dashboards, running funnel diagnostics, and translating metrics into narratives that influence executive decision-making. Experience overseeing employer branding, recruitment marketing, or candidate engagement strategy. Working knowledge of global hiring compliance and the evolving regulatory landscape around AI in employment. An operator's mindset — you simplify complexity, build leverage, and ship. A collaborative leader who can manage a team with diverse responsibilities across systems, programs, coordination, compliance, and brand. What Sets You Apart You treat recruiting as a system worth engineering — you're as comfortable in a workflow diagram as in a candidate conversation. You're an early adopter of AI tooling and have strong opinions on what works, what doesn't, and where the field is going. You believe great recruiting operations and programs are a competitive advantage — and you've built ones that proved it. The base salary range for this role is $182,000 to $242,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibilit