Director of Expert Supply Growth

We need to output HTML fragment with sections: About the role (but we already have "About The Role" heading in posting; we need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We must not repeat job title as heading. We need to include sections only when posting has real specific content. We have content: About Snorkel (intro) maybe not needed as a section? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should create sections for those headings that have content. We have "About The Role" content: description of role, hybrid location, responsibilities bullet list. That maps to "About the role" heading. We have "What You’ll Do" which is responsibilities. Could map to Responsibilities. We have "Qualifications" section. We have "Bonus Points" maybe could be Skills? But we have no explicit Skills section; we could treat Bonus Points as Skills or maybe not create a Skills section if not substantive? The instruction: prefer a few substantive sections over many thin ones. We could combine Qualifications and Bonus Points into Qualifications? Or we could have Qualifications and Skills separate if there is content. Bonus Points includes experience with AI training data, etc. That could be considered Skills. But we already have Qualifications covering experience etc. Might be better to have Qualifications and Skills separate: Qualifications for required experience, Skills for bonus/preferred skills. However the instruction says include a section ONLY when posting has real, specific content for it. Bonus Points is specific content, so we could make a Skills section. We have Pay: salary range $200,000-$310,000, equity compensation. So we need a Pay section. We have Schedule: hybrid (3 days/week in office) in San Francisco, CA or New York City. So Schedule section. We have Benefits? Not explicitly listed besides equity compensation (which is part of pay). No other benefits mentioned. So we should not create Benefits section unless there is real content. There's no explicit benefits like health, 401k, etc. So omit Benefits. We have About Snorkel intro maybe could be omitted as not a required heading. Could be placed as a

before sections? The instruction: output only HTML fragment, no /. We can include a

for the intro snippet "About Snorkel Snorkel AI is the frontier AI data lab..." but that's not under a heading. It's okay to have stray

before sections. However we should avoid boilerplate like navigation etc. This intro is substantive. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from the posting, but we can format them into appropriate tags. We must not repeat job title as heading. The job title is "Director of Expert Supply Growth". Not to be used as heading. We must not put Job ID/requisition numbers as headings; none present. We need to remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At the end there is EEO statement etc. Must remove that. Also "Be Your Best at Snorkel" section maybe is boilerplate? It's about company culture; could be considered substantive? It's not a required heading but could be kept as a

maybe. However it's somewhat generic but still part of posting. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. "Be Your Best at Snorkel" is not EEO; it's a culture pitch. Might keep. But we need to see if it's duplicated lines? Not duplicated. It's okay to keep. We also need to remove "Please contact us to request accommodation." That's part of EEO; remove. We need to keep all substantive info: About Snorkel, About The Role, What You’ll Do, Qualifications, Bonus Points, salary range, equity, hybrid schedule, Be Your Best at Snorkel (maybe). Also maybe the line "All offers include equity compensation." Already in pay. We need to format lists: responsibilities bullet points under What You’ll Do. Also maybe under Qualifications we have bullet-like sentences but not list; we could keep as

paragraphs. We need to use

• for any list of duties/requirements/benefits. So for responsibilities we should make a list. Also for Qualifications we could make a list of requirements (8+ years experience etc). That is a list of qualifications. So we should use
  • . Similarly Bonus Points could be a list under Skills. Pay: we can put in

    . Schedule:

    . Now we need to decide headings: About the role, Responsibilities, Qualifications, Skills, Pay, Schedule. Possibly also About Snorkel? Not a standard heading but we could just put a

    intro. We must not emit a heading followed by filler/placeholder text. All headings have content. Let's extract content precisely. About Snorkel paragraph: "Snorkel AI is the frontier AI data lab, helping teams build the data and environments behind high-performing frontier and agentic AI. We combine technology with research-driven AI data development to create datasets, benchmarks, evals, and custom solutions for real-world AI systems. Founded out of the Stanford AI Lab in 2019, Snorkel works with leading AI labs and enterprises to move from better data to better outcomes. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!" We keep that as a

    . About The Role heading: we will use

    About the role

    then content: "We are hiring a Director of Expert Supply Growth to build and lead the engine that brings high-quality experts into Snorkel’s AI Expert Network. This role is hybrid (3 days/week in office) in San Francisco, CA or New York, NY. This role owns supply acquisition end to end: translating demand for specific skills and domains into a channel strategy, then ensuring those channels produce qualified experts who activate, complete accepted work, and remain available when the business needs them. You will lead a portfolio that includes scaled acquisition, referrals and community, partnerships with industry organizations and higher-education institutions, and BPO and staffing partners. You will decide which levers to use by domain, geography, worker type, lead time, quality, and economics, then build the team, systems, partnerships, and operating cadence required to scale them." We can keep as

    maybe multiple paragraphs but we can combine. Responsibilities: from "What You’ll Do". We'll list each bullet as

  • . Let's extract bullet points: - Define the long-term expert acquisition strategy. Determine how Snorkel will attract, develop, and retain the expert capabilities that strengthen its AI Expert Network as a strategic asset. - Build a differentiated base of human intellectual capital through distinctive sourcing channels, trusted communities and partnerships, and durable expert relationships. - Focus investment on capabilities and network strengths that improve the company’s ability to serve customers and are difficult for competitors to replicate. - Own the end-to-end supply growth strategy. Translate current and projected demand into acquisition targets by skill, domain, geography, worker type, and timing. Set the operating plan and stay accountable through successful activation and first accepted work. - Lead the channel portfolio. Decide the right mix across paid acquisition, recruiting, referrals and community, organic growth, industry and higher-education partnerships, BPO and staffing partners, and new levers. Design and own Snorkel’s expert referral program, including its incentives, operating model, and performance measures. Shift investment as demand and channel performance change. - Own efficient growth across channels. Set and manage CAC targets for every acquisition channel, and continually bring them down through better targeting, conversion, partner economics, and operating efficiency. Build reliable attribution, set test budgets and success thresholds, and scale or stop channels based on the cost of producing qualified, activated experts who complete accepted work—not leads or sign-ups alone. - Develop industry and higher-education partnerships. Build relationships with professional associations, domain-specific industry groups, colleges, graduate programs, research labs, and other institutions that can provide scarce expert talent. Turn one-off relationships into repeatable programs. - Expand and manage the BPO and vendor portfolio. Source and onboard partners, shape commercial models with Finance and Legal, set clear expectations for capacity, quality, and turnaround time, and expand or exit relationships based on performance. Manage geographic and partner-concentration risk. - Own the growth scorecard. Define the metrics, source data, targets, and decisions needed to run the function. Create visibility into cost per activated expert, speed to activation, domain match, quality, retention, availability, and channel return. - Improve the full acquisition funnel. Partner with Supply Planning, Expert Community Experience, Delivery, Product, Engineering, Analytics, Marketing, Finance, and Legal to remove friction from sourcing through qualification, onboarding, activation, and first accepted work. - Diagnose performance and turn insight into action. Identify gaps early, find the root causes, size the opportunity, and make clear trade-offs across speed, quality, cost, and risk. Measure whether changes work and adjust quickly when they do not. - Build durable systems and a strong team. Create the playbooks, operating cadence, forecasting inputs, partner-management routines, and talent needed to scale across domains and geographies. Hire, coach, and lead the people running each growth lever. That's a lot; we need to keep all. Qualifications: from "Qualifications" paragraph: "8+ years of experience in growth, marketplace or talent supply, workforce acquisition, partnerships, recruiting, or operations, including 5+ years leading teams. Experience scaling the supply side of a marketplace, talent network, staffing platform, professional-services business, or other model that depends on attracting scarce, specialized talent. A record of leading a multi-channel growth portfolio. You have owned more than one major lever and know how to make trade-offs across paid acquisition, recruiting, partnerships, referrals, community, and external vendors. Strong analytical and experimental judgment. You can define a funnel, establish credible attribution, evaluate channel economics, set test thresholds, and make investment decisions with incomplete information. Experience building and managing strategic partnerships. This may include professional associations, universities, research institutions, staffing firms, BPOs, or other workforce partners. Strong general-management instincts. You can connect acquisition decisions to revenue delivery, quality, speed, cost, and risk rather than optimize a channel in isolation. Excellent cross-functional and executive communication. You can align senior leaders, make the decision and trade-off clear, and create accountability across teams you do not directly manage. High ownership in ambiguous, fast-moving environments. You can set direction, build from zero, operate hands-on when needed, and create structure without waiting for a detailed brief. AI-forward. You use AI tools to accelerate research, analysis, experimentation, content, and operating workflows while applying strong judgment to the output." We can make each as
  • . Bonus Points (Skills): from "Bonus Points": "Experience with AI training data, model evaluation, expert networks, or technology-enabled services. Experience acquiring technical or domain-specific experts in areas such as coding, STEM, law, healthcare, finance, or other advanced fields. Existing relationships with professional associations, universities, graduate programs, or research institutions. Experience managing a global BPO, staffing, or workforce-vendor portfolio, including commercial terms, quality expectations, and concentration risk. Experience partnering with product and engineering teams to improve acquisition, matching, onboarding, or activation workflows." We'll make a Skills section with
    • . Pay: "The salary range for this position based off of tier 1 locations such as San Francisco Bay Area, and New York is $200,000-$310,000. All offers include equity compensation." We'll put in

      . Schedule: "This role is hybrid (3 days/week in office) in San Francisco, CA or New York City."