PSG Global Solutions is Hiring!

PSG is the world’s largest and fastest growing provider of outsourced recruiting support to the global staffing and recruiting industry, with over 20% of the top 100 staffing companies utilizing our service today. Our recruiting centers are based in the Philippines, the preferred offshore location for supporting the US and global English speaking countries.

PSG combines the cost advantages of an offshore delivery model with the high-performance approach of a top-tier staffing company to deliver value to its clients. As with any high-performance business, having a strong and highly motivated team is critical to our success. PSG invests heavily in our people, as evidenced by our employee satisfaction score consistently exceeding 90% (we measure it every month).

Privacy Notice

We, at PSG Global Solutions, LLC (a Teleperformance company), are committed to respecting your privacy and the protection of your personal data. PSG Global Solutions, LLC (a Teleperformance company) needs to use your personal data to ensure that we can meet all the requirements in relation to your application to us. We also need to ensure we comply with laws and regulations, can respond to requests from supervisory authorities, handle legal claims, detect, and prevent fraud, and carry out our business activities. Our Privacy Notice is provided to inform you of how PSG Global Solutions, LLC (a Teleperformance company) processes your personal data, and we regularly review it to ensure that it is up to date.

Click here to read the PSG Global Solutions US Candidate Privacy Notice.

Job Description

Senior Product Manager, Generative AI – Digital Recruiter

Location: US

About the Opportunity

This position leads the global design, localization, and innovation strategy for the Conversational AI Digital Recruiter project with Teleperformance. You will serve as the senior product owner for Anna AI, PSG’s generative AI recruiter, ensuring that the AI experience aligns with regional recruiting processes and integrates seamlessly with Workday and PSG’s proprietary CRM/ATS across 80+ countries. The role is accountable for the end-to-end product strategy, roadmap, and success metrics for AI and related recruiter experiences.

Key Responsibilities

• Define the global roadmap and feature localization strategy for the Conversational AI Digital Recruiter.

• Drive integration strategy with Workday and 3rd party applications, including CRM/ATS systems, to enable seamless data flow.

• Collaborate with regional teams to adapt workflows, automations, and language models for local markets.

• Act as the voice of the recruiter and candidate—grounding the roadmap in user research, call-listening, and feedback from PSG delivery teams, operation teams, and clients.

• Define and own product success metrics and KPIs (e.g., recruiter and candidate satisfaction, feature adoption, funnel conversion, time-to-configure new pathways, implementation effort) and partner with Analytics to measure and report impact.

• Prioritize features that support external sales efforts and existing client base with new feature additions, improve client outcomes (reduce time to hire, increase labor productivity), and improve ease of implementation (time and effort to implement new clients & AI use cases)

• Align closely with Implementations, Support, and Change & Training teams to ensure new capabilities are launch-ready, well-documented, and easy to adopt.

• Partner with engineering and data teams to improve user experience, efficiency, and accuracy.

Required Skills & Experience

• 8+ years in product ownership, preferably in HR technology, AI, or global SaaS platforms.

• Proven experience as a Product Manager / Senior Product Manager for data-heavy or AI-enabled products (e.g., conversational AI, automation, or workflow platforms).

• Demonstrated ability to set clear product objectives, define KPIs, and make roadmap trade-offs using user, operational, and financial data.

• Expertise in process digitization, workflow automation, and enterprise integration (preferably Workday).

• Strong stakeholder management across global and cross-functional teams.

• Experience leading multi-country rollouts or localization initiatives.

• Excellent communication, analytical, and decision-making skills.

• Ability to travel up to 20–30%for rollout planning and implementation.

Equal Opportunity Employment

All qualified applicants will receive consideration for employment and will not be discriminated against based on race. color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information or any other consideration prohibited by law or contract.

Compliance with Disability Laws

It is the policy of PSG Global Solutions that qualified individuals with disabilities not be discriminated against because of their disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is also our policy to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. We are prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship.

VEVRAA 

Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans.

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-I.35(c)