Talent Ops Specialist

About the role

Meet Siena Siena is the Agent of Record for consumer brands. One agent that owns the entire customer journey, running on a shared intelligence layer no point tool can replicate. Consumer brands run ten or more disconnected tools to manage their customers. We collapse that stack into a single agent. It started with support, the hardest surface a brand has, and it expands from there: Shopping Agent, Social Agent, Siena working alongside a brand's own operators. One agent across every surface, with shared memory, shared context, and shared tools. Hundreds of brands already run real customer volume on Siena in production. This is built, working, and growing, and we are racing to build what comes next. The team We are a small, fully distributed, global team. We have built leverage into how we work, which is what lets a team this size move at the speed we do. We hire athletes. Everyone here owns real outcomes, defaults to writing over meetings, communicates with directness, and acts the moment they see something worth acting on. Low ego, high standards, fast clock. If you want to own real problems rather than close tickets, keep reading. The Role Hiring at Siena is moving fast, and it's about to move faster. So we’re looking for the next athlete to join our Talent Ops team. You'll own the candidate's first experience of Siena end to end: triage, first screen, feedback, follow-through. You're accountable for the quality and experience of everyone who makes it through your part of the process, as well as the experience of the ones who don't. Recruiting at Siena is owned, not handed off. You'll stay close to the candidate, close to the Talent Ops Manager, and close to the tools that run the work, so nothing gets lost between hand-offs. What you'll own Inbound triage and first-round screens across our highest-volume and highest-stakes roles Every candidate's answer, on time. This is the standard the function is built around. Scheduling and logistics across a growing slate of live roles Ashby, kept immaculate. Pipelines, notes, statuses, always current. If it's not clean in Ashby, it didn't happen. AI in your workflow. Claude and tools like it aren't optional; you use them to run the work, not just draft an email Occasional sourcing support when volume calls for it. Outbound stays with the Talent Ops Manager, but you'll pitch in when the moment needs it What you bring Agency background, whether that meant volume at pace or a handful of searches done with real precision You treat every candidate like a relationship, not a transaction - including the ones who don't move forward. Time at a boutique agency, or a startup at Series A or earlier. You've worked without a playbook and you're comfortable building one Comfortable building real workflows with Claude or similar. This isn't optional here, it's how the job gets done. This role is not for you if You want a fully scoped queue and clear instructions before you'll act. This role runs on judgment, not a checklist. You think candidate feedback is optional once someone's a no. Here, it's the standard the whole function is built around. You're waiting for the next direction before you'll take real ownership. The ownership is yours, just check on alignment You want to skip the AI tooling and do things the old way because it's familiar. That's not on the table here. You're looking for a pure headhunting or closing role. This is the operational and candidate-experience layer, and it's just as demanding. You need a manager checking your work daily to feel confident it's right. You'll be trusted to run this, and expected to flag it yourself when something's off. The deal Six-month fixed-term contract, with potential to transition to a permanent role at the end of the term based on performance and business need Why Siena? Real ownership. You will own problems, not tasks, with the autonomy to solve them your way and the trust to do it without a manager in your inbox. Work that ship

Skills