Director of Expert Supply Growth

About the Role

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.

What You’ll Do

• 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.

Qualifications

• 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.

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.