The RoleGovernments and global enterprises use Sayari to trace supply chains, enforce sanctions, and take apart illicit networks. The work is serious, the customers are demanding, and we are growing across the entire business and eleven countries. The bar for who we hire is high, and we hold it.
This role sits at the center of that. You will run the operating layer of hiring at Sayari: scheduling every interview, partnering daily with our talent acquisition partners and hiring managers, keeping Greenhouse accurate, and building the reporting leadership uses to decide where the company invests next. Candidates meet Sayari through you before they meet anyone else.
It is a visible seat on a small, senior team that moves fast. You will touch every function, work with every hiring manager, and see how a company builds its hiring engine while it scales. There are few better vantage points in a business.
This is a full-time contract engagement reporting to the Senior Director of Talent, with potential to extend based on business need.
What You Will Do- Own interview scheduling end to end. Build and book panels, technical rounds, and executive interviews across US, UK, EMEA, and APAC time zones. Handle reschedules, conflicts, and last-minute changes without the candidate ever feeling it. This is craft work, and it is the backbone of the role.
- Be the candidate's first experience of Sayari. Confirmations, prep materials, interviewer bios, and timely updates. People remember how a process felt long after they forget who interviewed them.
- Partner with our talent acquisition partners and hiring managers. You are their daily operating partner. Set up interview plans, line up panels, keep searches moving, and flag what needs a decision. These relationships are the job as much as the systems are.
- Run Greenhouse as a clean system of record. Requisition setup, stage configuration, interview kits, scorecards, job post publishing, and permissions. When a leader asks what the pipeline looks like, Greenhouse should answer without anyone tidying up first.
- Build and publish the weekly talent report. Pipeline by requisition, stage conversion, time to fill, offer activity, and interview feedback status. One source of truth, distributed on a fixed cadence.
- Keep feedback and approvals moving. Surface interviews waiting on scorecards, track offer approvals, and reconcile the open requisition list against the approved hiring plan.
- Manage the handoff to People Operations. Coordinate the clean transfer from offer accepted to first day so start dates, systems access, and onboarding logistics never slip.
- Write it down. Build the playbooks, interview guides, and manager one-pagers that make the process repeatable and make every recruiter faster.
What You Bring- Two or more years in recruiting coordination, recruiting operations, or HR operations at a company that hires at pace.
- Hands-on Greenhouse experience. Requisition setup, interview kits, scorecards, job posts, permissions, and reporting. You can configure it, not only use it.
- A track record of high-volume scheduling across multiple time zones without dropping detail. Twenty or more interviews in a week should feel familiar.
- Genuine comfort working with busy, senior stakeholders. You follow up well, you read the room, and people are glad to hear from you.
- Real comfort with data and AI. Ability and fluency to leverage AI to process, understand, and report on data
- Writing that is clear and short. A lot of this job is one well-written message that unblocks someone.
Nice To Have- Experience supporting both commercial and government or cleared hiring processes.
- Exposure to international hiring across the UK, EMEA, or APAC.
- Working knowledge of Rippling, Juicebox, LinkedIn Recruiter, or a dedicated scheduling tool such as ModernLoop or GoodTime.
- Experience building reporting or documentation that stayed in use after you moved on.
Why You Will Want This Seat- Scope you would wait years for elsewhere. You own the operating layer of hiring for the whole company, not one function and not one region.
- Proximity to the decisions. Our talent team sits close to the executive team. The reporting you build goes to the people deciding where headcount goes next.
- A mandate to make it better. You are not inheriting a process you have to defend. You are being asked to improve it and write it down.
- Hires worth getting right. You will coordinate interviews for the engineers, analysts, and go-to-market leaders building technology that investigators and government agencies depend on.
- A real contract rate. We pay for this work at the top of the market rather than treating a contract seat as a discount.
What The First Month Looks Like- Weeks 1 and 2. Meet the talent acquisition partners and hiring managers you will support. Take over scheduling for every open requisition. Learn how the process runs today before changing anything.
- Week 3. Publish the first weekly talent report and set the distribution cadence with the Senior Director of Talent.
- Week 4. Share a short written read on where Greenhouse and our process can be tighter, with a prioritized plan and a date for each item.
About This Engagement- Full-time contract, approximately 40 hours per week, remote within the United States on Eastern Time hours.
- Potential to extend based on business need.
- Paid hourly. This is a contract engagement and is not eligible for Sayari benefits, equity, or the company bonus program.
The target rate for this position is $38 - $46 per hour. Final rates are determined by multiple factors including location, local market variances, candidate experience and expertise, internal peer equity, and may vary from the amounts listed above.
Pay Range
$38-$46 USD
