Position Summary

Two Sigma's Talent Acquisition team is scaling to meet significant hiring demand across our Modeling & Trading, Engineering, and Corporate functions. We're looking for a Talent Acquisition Program Manager to serve as the team's central program management office - someone who can bring structure, rigor, and innovation to how we attract and hire world-class talent. This is a newly created role reporting to the Head of Talent Acquisition. You'll operate as a force multiplier across the entire TA organization, driving cross-team programs, standardizing best practices, and leading process improvements that make our recruiters more effective and our candidates' experience exceptional. The candidate must be a proven collaborator and self-motivated with sharp attention to detail. If you are passionate about joining a fast-paced, diverse team where creative versatility drives brand excellence, we would love to meet you!

You will take on the following responsibilities:

• Program and Process Leadership. Own and drive TA's strategic project portfolio, including candidate experience design, evaluation and assessment frameworks, interviewer training, recruiter onboarding, and operational efficiency initiatives. You'll identify what's broken or missing, build the plan, and drive execution across teams.
• Data and Reporting. Build and maintain reporting that gives the TA Team and business leaders meaningful access to recruiting performance, pipeline health, and capacity.
• AI and Technology Adoption. Lead the identification, piloting, and implementation of AI tools and platforms in recruiting. You'll evaluate what's available, determine what fits our workflows, and drive adoption across the team.
• People Leadership. Manage a team of TA Coordinators, owning their development, performance, and career growth. Day-to-day task direction for Coordinators will largely come from the Recruiters they support, so you'll need to build a model that balances central management with embedded flexibility.
• Operational Excellence. Address systemic inefficiencies across the recruiting process, from interview loop design to recruiter time allocation, shifting the team's energy from administrative work toward proactive sourcing and strategic partnership with hiring managers.

You should possess the following qualifications:

• You likely have 8+ years of experience in talent acquisition, recruiting operations, or program management within a high-performance, technical environment. Beyond that, we're looking for someone who brings:
• Demonstrated experience building and scaling recruiting programs, processes, or operations from the ground up rather than maintaining existing ones.
• A strong analytical orientation; comfort with data, metrics, and using evidence to drive decisions and influence collaborators.
• Experience managing or implementing recruiting technologies, with genuine curiosity about how AI and automation can improve outcomes.
• People management experience, ideally of coordination or operations staff in a matrixed or embedded support model.
• The ability to operate independently, prioritize across competing demands, and maintain momentum on long-term projects while handling day-to-day needs.
• Excellent communication skills and the credibility to partner with HR leaders, recruiters, hiring managers, and business leaders.

You will enjoy the following benefits:

• Core Benefits: Fully paid medical and dental insurance premiums for employees and dependents, competitive 401k match, employer-paid life & disability insurance
• Perks: Onsite gyms with laundry service, wellness activities, casual dress, snacks, game rooms
• Learning: Tuition reimbursement, conference and training sponsorship
• Time Off: Generous vacation and unlimited sick days, competitive paid caregiver leaves
• Hybrid Work Policy: Flexible in-office days with budget for home office setup

The base pay for this role will be between $130,000 and $170,000. This role may also be eligible for other forms of compensation and benefits, such as a discretionary bonus, health, dental and other wellness plans and 401(k) contributions. Discretionary bonus can be a significant portion of total compensation. Actual compensation for successful candidates will be carefully determined based on a number of factors, including their skills, qualifications and experience.