Company
Micro1
Annual salary
$70k – $110k/yr
Location
Remote
Listed
54d ago
- Min. degree:
- Master's
- Level:
- Manager
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Scale the human data engine behind frontier AI systems. Own onboarding, talent coordination, and client success across high-velocity AI training deployments. Operate at the intersection of contributors, internal teams, and enterprise clients — keeping projects moving and making sure the right people are activated at the right time.
This is a hands-on operations role, not a traditional people-management role. You’ll coordinate large groups of contributors across teams rather than manage a team of direct reports.
You’ll have real ownership, work closely with teams across the company, and see the impact of your work directly in the AI systems our customers are building.
What you'll do
- Run large-cohort onboarding and activation — fast, organized, and with a strong contributor experience.
- Coordinate distributed talent pools across multiple AI training and data operations projects.
- Work closely with enterprise clients and internal teams to keep deployments on track.
- Anticipate blockers before they surface and drive them to resolution.
- Track project performance and publish clear weekly updates on milestones, risks, and outcomes.
- Run community syncs and engagement initiatives that keep contributors informed and engaged.
- Partner with product, engineering, and other teams as model and client needs change.
- Use data to improve onboarding, quality, and retention over time.
What you need
- Strong written communicator. Clear, structured, and direct.
- Highly organized and comfortable coordinating a lot of moving pieces.
- Proactive — you spot gaps, follow through, and don’t wait for someone else to solve the problem.
- Comfortable working with data, dashboards, and KPIs.
- Able to move quickly when priorities or requirements change.
- You don’t need extensive management experience for this role. We’re looking for someone who is great at coordination and execution, not someone whose strength is managing a large team of direct reports.
Nice to have
- Experience in human data, AI training, data operations, talent operations, or working with technical clients is a plus, but not required.
About Micro1 and legal notices
Compensation & Benefits Notice
The national pay range for this full-time position is base salary of $50,000 –$70,000 USD. All employees are eligible for equity compensation, and employees may also receive performance-based bonuses, dependent on role and subject to company policies. micro1 provides a comprehensive benefits package, including up to 100% reimbursement for health-insurance premiums, paid time off, a 401(K) plan with a company match, and additional benefits designed to support a high-performing, remote-first workforce.
micro1 is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation during the application process, reach out to support@micro1.ai.
Our hiring process utilizes artificial intelligence tools to assist in candidate screening and assessment. Our AI tools are designed to complement, not replace, human decision-making.
Disclaimer
The information contained in this job posting, including but not limited to role responsibilities, qualifications, compensation, and benefits, is provided for informational purposes only and does not constitute a binding offer of employment. micro1 reserves the right to amend, modify, or withdraw any portion of this posting at its sole discretion and without prior notice. All employment decisions are made in accordance with applicable laws and regulations.
Skills & Categories
Frequently Asked Questions
How do I apply for the Talent Operations Manager role at Micro1? +
Use the Apply button on this page. It opens Micro1's own application form, so you apply directly with them.
What does this Micro1 role pay? +
Micro1 lists $70k – $110k/yr.
Is this role remote? +
The listing is remote. Check Micro1's posting for any country or time zone requirements.
Do I need a degree? +
The listing asks for a Master's or equivalent. Micro1 makes the final call on what counts.
Interview Prep
Sample questions for a Operations Manager role, written in-house to help you prepare.
How do you prioritize competing operational tasks when everything seems urgent?
I evaluate each task by actual business impact and how time-sensitive it genuinely is, rather than by who's asking loudest, since urgency is often inflated by whoever raised the request. I communicate the prioritization clearly so stakeholders understand where their task actually sits, rather than leaving them to assume it's been forgotten.
What's your approach to identifying operational risks before they become actual problems?
I look at processes with single points of failure, like a critical task that only one person knows how to do, since those tend to be where risk concentrates even if day-to-day operations look smooth. I build in redundancy for the highest-impact risks rather than trying to address every possible risk equally.
How do you communicate an operational change to a team in a way that gets genuine buy-in rather than just compliance?
I explain the reasoning behind the change and how it affects their day-to-day work specifically, rather than just announcing what's changing, since people are more likely to actually adopt a change they understand the purpose of. I also build in a channel for feedback rather than treating the announcement as final and closed.
What's your process for deciding whether an operational inefficiency is worth the cost of fixing versus living with?
I weigh the cumulative cost of the inefficiency over time against the cost and disruption of fixing it, rather than fixing everything that's technically suboptimal. A minor inefficiency in a low-volume process might not be worth the disruption of changing it, while the same inefficiency in a high-volume process usually is.
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