At LinkedIn, we’re redefining how talent teams operate in the age of AI. We’re building a world-class Talent Acquisition team while creating world-class Talent Acquisition products. One of the most unique aspects of working in Talent at LinkedIn is the opportunity to influence both.

This is not a traditional project manager role. We’re looking for a builder with product instincts—someone who can prototype, test, and iterate innovative recruiting tools that empower our teams to be more insightful, efficient, and human.

As part of our Innovation & Solutions team, you’ll work cross-functionally with Engineering, Analytics, Product, and Business partners to unlock the full power of our Talent Acquisition organization. You’ll invent tomorrow while improving today, designing scalable tools, workflows, and data solutions—such as AI-powered candidate debrief reports and interview recaps—that recruiters, candidates, and hiring managers love to use.

What Success Looks Like (Responsibilities)

• Delivering high-impact solutions: You transform ambiguous problems and new technologies into structured, valuable products, such as candidate feedback reports, interview insights, and recruiter-friendly recaps that drive real adoption and impact.
• Driving product thinking within TA: You champion a builder’s mindset, proposing, prototyping, testing, and iterating—not just managing schedules or deliverables.
• Making recruiting better, not just faster: You help us hire smarter by leveraging data and tools to improve candidate experience, decision-making, and recruiter effectiveness.
• Earning trust across teams: You build credibility with technical partners, recruiting leaders, and operations by translating needs into clear requirements, aligning stakeholders, and shipping quality solutions.
• Owning outcomes, not just checklists: You take ownership of the success of solutions in the hands of recruiters, candidates, and hiring managers—not just running projects.
• Protecting integrity in hiring: You implement smart, scalable solutions to detect and prevent candidate fraud—such as identity verification, assessment integrity, and AI-generated content detection—ensuring trust and fairness in every hire.

Qualifications Basic Qualifications

• 6+ years of professional experience in Talent Acquisition, People Ops, Product, Technical Program Management, Project Management or related experience
• Experience with AI tools, HR tech platforms, or analytics solutions
• Experience designing or scaling systems that directly support end users (recruiters, candidates, hiring managers)

Preferred Qualifications

• Demonstrated experience building or launching HR tools, workflows, dashboards, or similar
• Experience working on cross-functional tech/product/analytics initiatives
• Proficiency with tools like Figma, Replit, GPT-4, or similar prototyping/AI tools
• Ability to prototype, pilot, and iterate quickly in agile environments
• AI fluency – the ability to design, develop, and implement no-code or low-code AI-driven solutions and workflows that address complex business challenges. This includes experience applying AI tools such as GPT-4, BrightHire, or transcription/summarization models to real recruiting workflows and the ability to evaluate and prototype where AI can augment recruiter tasks

Suggested Skills

• A builder mindset — you’ve launched tools, products, or workflows and can speak to the thinking behind them
• Passion for solving user problems through systems, not just process
• Comfort working across product, design, analytics, and engineering teams
• Strong communication skills — you can inspire change and simplify complexity
• Technical fluency — you understand how systems connect and where leverage exists
• A sharp eye for insights and a bias toward impact over activity

You Might Be a Fit If…

• You think like a product manager, but thrive inside the complexity of recruiting—mapping journeys, identifying pain points, and designing solutions that scale across people, tools, and process.
• You have deep experience driving cross-functional programs across TA, HR, or other teams—and know how to bring clarity, velocity, and structure to ambiguity.
• You're not just curious about AI—you’ve already applied it to real workflows, using tools like GPT-4 or other AI products that transcribe/summarize content to streamline interviews, sourcing, or candidate communications.
• You can prototype and implement no-code or low-code AI solutions, evaluate where automation creates leverage, and partner with others to test and scale what works.
• You see innovation as a team sport and thrive at the intersection of strategy, experimentation, and execution—able to drive momentum while staying grounded in what makes recruiting work.

LinkedIn is committed to fair and equitable compensation practices.

The pay range for this role is $116,000 to $189,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.

The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits.

Additional Information Equal Opportunity Statement We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.

LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at accommodations@linkedin.com and describe the specific accommodation requested for a disability-related limitation.

Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:

• Documents in alternate formats or read aloud to you
• Having interviews in an accessible location
• Being accompanied by a service dog
• Having a sign language interpreter present for the interview

A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.

LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

San Francisco Fair Chance Ordinance Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.

Pay Transparency Policy Statement As a federal contractor, LinkedIn follows the Pay Transparency and non-discrimination provisions described at this link: https://lnkd.in/paytransparency.

Global Data Privacy Notice for Job Candidates Please follow this link to access the document that provides transparency around the way in which LinkedIn handles personal data of employees and job applicants: https://legal.linkedin.com/candidate-portal.