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Mercor is an AI data company on a mission to organize human intelligence to power the AI economy. The company operates a platform where millions of domain experts train frontier AI models, and is expanding into enterprise with Mercor Enterprise, helping Fortune 500 companies capture and translate expertise into AI agents. Mercor is a profitable Series C company valued at $10 billion.
As Talent Intelligence & Analytics Manager, you'll be the go-to expert on the AI talent market for Mercor's recruiting and leadership teams. You'll own the data and research layer underneath all recruiting efforts across GTM, Applied AI, Operations, and beyond.
Key responsibilities include: tracking the competitive AI talent landscape (where frontier labs and Mag 7 companies source talent, team structures, offer positioning); analyzing Mercor's hiring funnel (pass-through rates, time-in-stage, source yield, quality of hire) and translating findings into actionable recommendations; building dashboards and real-time reporting on pipeline health and hiring capacity; partnering with business and recruiting leadership to answer market and pipeline questions; running research projects on talent-market trends and compensation evolution; building and maintaining compensation benchmarking across roles and markets; and presenting findings directly to leadership with clear narratives and recommendations.
You'll need 5+ years in people analytics, talent intelligence, or recruiting analytics at high-growth tech or AI companies. Strong SQL and data modeling skills are essential, along with proficiency in dashboard tools (Hex, Looker, Tableau). You should have genuine interest in the AI talent market, ability to turn messy data into clear narratives, strong communication skills, and a high-motor, outcome-oriented approach. Familiarity with Ashby or quick tool adoption is important. Nice-to-haves include strategy, market research, or competitive intelligence background; interest in human data/AGI; compensation benchmarking experience; and ability to support multiple recruiting functions simultaneously.
Ideal qualities: agility and adaptability to move fast and pivot with business shifts; operational rigor to bring order to unstructured environments; growth mindset to learn in a rapidly evolving frontier industry; commitment to outcomes with ownership mentality; and genuine enthusiasm for building a best-in-class talent function.
