You’ll approach talent supply the way strong growth operators approach marketplaces: diagnose, experiment, measure, and scale what works.

You don’t need to be deeply technical, but you must be experienced in owning non-revenue growth funnels, highly analytical, operationally sharp, and comfortable partnering with Product/Engineering to automate what shouldn’t be manual.

What You’ll Do

• Own the global talent acquisition funnel end-to-end as a growth and operations problem: channel strategy, acquisition experiments, conversion metrics, activation flows, qualification design, vendor/partner strategy, and handoff into Operations
• Diagnose issues quickly using data: top-of-funnel supply, channel performance, stage conversion, activation drop-off, cycle time, quality signals, cost-per-qualified, and throughput constraints — then propose clear fixes, tradeoffs, and experiments
• Design, test, and iterate on growth strategies to support rapid ramp needs (e.g., 500–1,000+ contributors within 2–3 weeks) while maintaining quality and cost targets
• Develop and manage a strong partner ecosystem (platforms, agencies, universities, contractor networks, and BPO/ops partners) to scale acquisition, screening, and onboarding efficiently
• Standardize and automate processes wherever possible (screening workflows, evaluations, QA checks, routing, comms, reporting), partnering with internal product/engineering teams as needed
• Create growth dashboards and operating cadences that keep leadership aligned on supply, risk, quality, conversion, and readiness for upcoming delivery needs
• Partner closely with Delivery Ops, Product, and Customer Success to forecast workforce demand, translate demand into growth plans, and ensure smooth activation and onboarding
• Lead and mentor a lean, high-output team (and/or vendor resources) with a focus on leverage, experimentation velocity, and measurable outcomes, not headcount
• Serve as an internal consultant to leadership: bring growth options, provide “the math,” recommend a path, and drive decisions to execution

What You’ll Bring

• NOTE: This is not a traditional marketing or GTM role. While growth thinking is important, the focus is on marketplace supply, operations, and systems rather than revenue marketing
• 7+ years of experience in growth marketing, growth operations, marketplace growth, BizOps, or operations roles with direct funnel ownership (talent or workforce domains a plus, but not required)
• Demonstrated experience owning end-to-end acquisition and activation funnels, including channel strategy, experimentation, conversion optimization, and scaling supply in high-volume environments
• Strong analytical toolkit: funnel analysis, KPI design, ROI/cost modeling, experimentation mindset, and comfort operating with imperfect information
• Proven ability to find leverage: eliminate manual work, introduce automation, restructure workflows, and build repeatable systems that scale
• Excellent cross-functional leadership skills; able to influence Product/Engineering, Ops, and Exec stakeholders and drive decisions in ambiguous environments
• High agency, fast learner, and comfortable being given a problem (not a checklist) and owning the solution end-to-end

Nice To Have

• Experience supporting AI/ML data operations, annotation workforces, or large-scale contributor marketplaces (e.g., data labeling, testing, trust & safety, crowdsourcing)
• Experience with growth tooling and automation across sourcing/ops (ATS/CRM, outreach tools, workflow automation, vendor management systems, dashboards/BI)
• MBA, consulting, or banking background

Only shortlisted candidates will be contacted for an interview! Equal Opportunity We are an equal-opportunity employer and value diversity at our company. At SuperAnnotate diversity means to us making an effort to reflect the many experiences and identities of the outside world, and treating each other with fairness and without bias. Every day we foster an environment where people of all backgrounds not only belong, but excel to succeed as a company and grow together. We offer equal opportunity regardless of sex, sexual orientation, national origin, color, race, age, marital status, disability, gender identity, veterans and more.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Note: In addition to the annual base salary, employees are eligible for an annual bonus paid out quarterly.