Talent Ops Specialist

United States Digital Space LLC; London; Remote; GBP 45,000 - 60,000; Full time

Benefits offered by this job

Equity or stock grants

Learning budget

AI tooling budget

Job summary

SienaSiena is hiring for a Talent Ops role on a fast-moving, fully distributed team. You’ll own the candidate’s first experiences end-to-end—triage, first screen, feedback, and follow-through—ensuring quality and consistency across all applicants.

You’ll stay close to the Talent Ops Manager, manage tooling like Ashby and Claude AI, and contribute to a high-output operation where ownership and judgment trump checklists.

Qualifications

• 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.

Responsibilities

• 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

Skills

Agency background

Candidate relationship

Startup experience

Claude AI

Tools

Ashby

Claude AI

Job description

Meet SienaSiena 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, the company 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 the company 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 the company 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 the company 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 the company 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 the company?

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 ships and matters. What you build reaches real consumer brands fast.

• A category we are creating. The Agent of Record is new ground, with unsolved problems and cutting-edge models, not a crowded field to compete in.

• A team that respects your judgment. Globally distributed, async-first, low bureaucracy. We hire adults and treat you like one.

• Great salary plus equity or stock grants. Own a piece of what you build.

• Learning budget. If you are growing, so are we.

• AI-fluency by default. Few places will push your work with production AI further or faster.

Our values

The people who thrive here are curious, customer-obsessed, and take ownership without being asked. They fix problems first and explain later. They're direct about feedback—both giving and receiving it—because they care more about getting things right than being polite.

They maintain high standards while moving at startup speed, and they build real relationships with teammates because they know that's how great work gets done. When things get tough, they adapt and keep pushing forward.

Our approach to AI

The people who thrive here treat AI like a natural extension of themselves. They've built their own ecosystem of agents - some for research, others for debugging, writing, analysis, or writing code. They know which AI works best for what problem.

Everyone gets premium accounts (ChatGPT, Claude, Perplexity Pro, Cursor, Lovable) plus a quarterly budget for new tools. But the magic happens in how we share knowledge. Demo days where someone shows off a clever workflows. Slack threads about which model handles a specific use case better. Learning from each other's AI workflows.

At the company, we’re not just looking for people who can do a job. We’re looking for people who want to break boundaries, create the future, and reshape industries. If that’s you, we look forward to your application.

We use AI-assisted screening tools as part of our hiring process. All decisions are made by humans. You can request a human-only review at the company provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Compensation: $60K – $80K (pro-rated for the 6-month term), depending on experience