Principal Product Manager: Talent and HR Technology

Overview

The Tech for [REDACTED] (t4i) - Enterprise Technology team builds the products [REDACTED] employees and candidates experience every day, spanning core HCM, HR service delivery, learning, talent acquisition, and the AI capabilities that connect them. We are looking for a Principal Product Manager to own the product strategy for [REDACTED]'s hiring ecosystem and lead its evolution from a suite of connected systems into an AI-native talent acquisition platform.

Hiring is one of the highest-leverage workflows in any enterprise, and one of the first being fundamentally reshaped by AI. You will own the end-to-end technology that powers how [REDACTED] attracts, assesses, and hires talent, including our recruiting CRM and ATS ([REDACTED]), interview management, and the integrations that connect the hiring stack to our core HCM ([REDACTED]) and workforce data platforms. You are a product person through and through: a customer advocate for candidates, recruiters, and hiring managers, grounded in the funnel metrics and business outcomes that define hiring success. While talent acquisition is your first focus area, you will operate as an HR technology subject matter expert across the employee lifecycle, because the future of TA technology is inseparable from the rest of the people stack.

Responsibilities

• Own the product vision, strategy, and roadmap for [REDACTED]'s talent acquisition technology ecosystem, spanning first party and third party products across the full candidate lifecycle: sourcing and CRM, requisition to offer, interview management, assessment, background check, and the onboarding handoff into core HR.
• Reimagine hiring workflows as AI-native. Define and ship agentic experiences for sourcing, screening, interview scheduling, interview intelligence, and candidate communication, moving the operating model from systems that recruiters operate to outcomes that humans and agents deliver together, with clear human-in-the-loop checkpoints where judgment and fairness demand them.
• Partner with People and Places leadership, TA leaders, and recruiters to deeply understand [REDACTED]'s talent strategy and translate it into platform decisions, sequencing, and investment cases that hold up in executive review.
• Lead build, buy, and extend decisions in an HR technology market saturated with AI claims. Run structured vendor evaluations covering capability depth, model quality, bias and adverse impact, data rights, security posture, and total cost of ownership, and separate durable AI capability from marketing.
• Establish and enforce robust governance of the recruiting ecosystem: candidate data privacy, responsible AI standards, compliance with emerging AI-in-hiring regulation, auditability of automated decisions, durable implementations, and high data quality.
• Ensure implemented technology meets the transactional, reporting, and analytical needs of the business. Partner with data engineering teams so recruiting data flows accurately into workforce data platforms and powers workforce analytics and downstream AI.
• Manage strategic vendor and partner relationships, including SLAs, roadmap influence, and contract value realization.
• Identify and drive continuous improvement across recruiter productivity, candidate experience, cycle time, cost per hire, risk, and compliance.
• Operate as a player-coach. Lead large, cross-functional programs spanning HR, engineering, legal, privacy, and security, mentor other product managers, and raise the bar for how the team applies AI in its own product craft.

Qualifications

• 10+ years of product management experience, including 5+ years in HR technology at enterprise scale, with demonstrated depth in talent acquisition and recruiting systems.
• HR technology subject matter expertise across the stack: applicant tracking and recruiting CRM (such as [REDACTED], [REDACTED] Recruiting, [REDACTED], or [REDACTED]), core HCM ([REDACTED]), interview intelligence and assessment tools, onboarding, and HR service delivery, with fluency in how candidate and worker data flows across these systems.
• Experience shipping AI-powered product experiences: you can define agent workflows, evaluation criteria and quality bars, guardrails, and human-in-the-loop design at the product level, and you can speak credibly about LLMs, retrieval, and agentic architectures without needing to be an ML engineer.
• AI-native in your own craft: you use AI daily for prototyping, synthesis, analysis, and writing, and you make the people around you better at it.
• Command of the HR technology trust and regulatory landscape: candidate data privacy (GDPR, CCPA), bias audit and adverse impact requirements, emerging AI hiring regulation, and enterprise data governance.
• Technical fluency in integration and data patterns: APIs, iPaaS and workflow automation platforms, event-based integrations, and reporting and analytics architectures.
• A track record of managing enterprise vendors and holding partners accountable to SLA and value commitments.
• Executive presence and communication skills, with the ability to translate complex technical and AI concepts for senior leaders and drive alignment across functions with competing priorities.
• Ability to work through ambiguity, confidence in making tough calls, and a track record of leading through change with a sharp focus on the eventual right outcomes.
• Undergraduate degree in a relevant field, or equivalent experience.

[REDACTED] provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at [REDACTED]®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, [REDACTED] conducts regular comparisons across categories of ethnicity and gender.

The expected base pay range for this position is:

Mountain View $243,000 - $328,500
San Diego, CA $230,000- $311,000