About Rubrik

Rubrik is one of the fastest-growing companies in Silicon Valley, revolutionizing data protection, and management in the emerging multi-cloud world. We are the leader in cloud data management, delivering a single platform to manage and protect data in the cloud, at the edge, and on-premises. Enterprises choose Rubrik to simplify backup and recovery, accelerate cloud adoption, enable automation at scale, and secure against cyber threats. We’ve been recognized as a Forbes Cloud 100 Company two years in a row and as a LinkedIn Top 10 startup.

Rubrik provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Rubrik complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Job Introduction

Corporate IT has traditionally been measured by how well it works a queue: tickets raised, tickets closed, SLAs met. That era is ending. Automating a ticket only makes a broken model faster. We want to remove the ticket.

We are hiring a Director of Corporate IT to lead Employee Experience globally at Rubrik and rebuild it with AI at the center. The goal is ticketless service: from hire to retirement, an employee’s access, devices, tools, and answers arrive before they have to ask. Our north star is “My Digital Twin”, an agentic layer carrying an employee’s full context alongside the organization’s memory: role, team, entitlements, assets, policy, and history. A system with that context does not need a form. It provisions, anticipates, explains, and repairs.

This is a multi-year journey, starting from a real environment that thousands of employees depend on daily. You will own both halves: run the global service organization at a high standard today, and dismantle the parts of it that AI should replace tomorrow. Neither can slip.

The team you will lead spans the US, India, and other regions, and the employees you serve are spread across every Rubrik site. The role is based onsite in Bangalore and forms part of the onsite management team there, while the mandate, the standards you set, and the roadmap you own are global.

The environment

A globally distributed estate: Windows, macOS, and Linux endpoints, virtual desktops, conference rooms across sites in multiple regions, and a broad portfolio of third-party SaaS and open source applications.

• Collaboration and identity tools: Google Workspace, Okta, Slack, etc.
• Endpoint and MDM: VMware Workspace ONE, Jamf, Microsoft Intune, etc.
• VDI and remote desktop environments
• AV and conferencing: Google Meet, Zoom, room systems, digital signage, event production
• ITSM: Atlassian (Jira Cloud, Confluence, Opsgenie, Jira Service Management)
• Public cloud provider environments: GCP, Azure, AWS, etc.
• Enterprise AI: Claude Code and Claude Cowork, Glean, and other LLM and agent platforms
• and others

What you will be doing

Run the business: operational excellence today

• Own the global end-user service portfolio: Tech Lounge, ticketing, email and Slack support channels, escalations, and reporting, delivered consistently across regions and time zones.
• Own endpoint device management and client systems engineering across Windows, macOS, and Linux, the VDI estate, and AV and conferencing technology including room reliability and all-hands production.
• Own administration, governance, and adoption of enterprise AI tooling for employees.
• Hire, develop, and coach a globally distributed team of support staff and systems engineers across the US, India, and other locations, and grow site and functional leaders under you.
• Set one global service standard while respecting local needs: follow-the-sun coverage, consistent tooling and policy, shared knowledge, and a single escalation model across sites.
• Run IT service management to established practice (for example ITIL), own office-wide communications for incidents, outages, and changes, and keep a continual improvement focus across every technology area.
• Own the procurement forecast and vendor relationships for corporate and end-user IT globally, including India, partner with Information Security on identity, endpoint, and access, and carry IT-managed systems through SOC 2, SOX, and PCI audits.
• Represent operations in cross-functional programs under the Global IT Strategy & Operations pillar, spanning Global Service Desk, IT Supply Chain, AVOps, and InfraOps.

Change the business: build toward ticketless

• Own the global ticketless roadmap: a multi-year sequence with milestones that can be measured and defended, and a rollout sequence across regions rather than a pilot that never leaves one site.
• Re-architect hire-to-retire as event-driven rather than request-driven, so joiner, mover, and leaver events trigger provisioning, entitlements, device readiness, and access removal with no human in the loop.
• Build the organizational memory that “My Digital Twin” depends on: a trustworthy graph of people, roles, entitlements, assets, policies, and history, with data quality good enough for autonomous action.
• Deploy AI agents against the biggest sources of employee friction and redesign the service catalog around intent instead of forms, holding agents to resolution rather than deflection.
• Set the guardrails for autonomous IT: identity-aware authorization for agents, least privilege, human approval where it genuinely matters, and audit trails.
• Move the measurement model from SLAs to experience outcomes, and redeploy your team as automation lands into automation engineering, knowledge ownership, and experience design.

What we are looking for

Leadership and operating track record

• Experience leading corporate IT, end-user services, or workplace technology at global scale, including managing managers and senior technical staff in more than one region.
• A track record of running a demanding environment well while changing it. We will ask for specifics on both.
• Fluency with AI and automation applied to operations: agents, workflow orchestration, integration across identity and ITSM systems, retrieval over internal knowledge. You need to know what is achievable, what is hype, and where the failure modes are.
• Hands-on depth in endpoint device management and client systems engineering across Windows, macOS, and Linux, MDM platforms, VDI, and AV and conferencing across multiple sites.
• Depth in identity and access (Okta or equivalent), SaaS administration, and public cloud environments.
• Practical experience putting enterprise AI tools in employees’ hands at scale, beyond pilots.
• Vendor management and procurement, plus IT technical program management with globally distributed teams, and the working habits that make distributed leadership effective across time zones.
• Executive presence and influence in a matrix organization, with the ability to develop senior leaders and build a culture of integrity, service excellence, accountability, and best practice sharing across sites.
• Security and compliance are treated as design constraints rather than obstacles, with exposure to SOC 2, SOX, or PCI cycles.

AI-native depth, in a CorpIT context

•     Demonstrated hands-on fluency with current generative AI tools, and the judgment to know where they help and where they don’t.

•     Experience with AI-powered digital employee experience management platforms and endpoint telemetry, used to fix problems before employees report them.

•     Experience deploying AI assistants or agents inside a corporate stack of identity, MDM, ITSM, and collaboration tools, including where human-in-the-loop approval belongs.

•     Experience automating the employee lifecycle end to end, where joiner, mover, and leaver events drove provisioning and access through agentic tooling working from organizational memory rather than from a form.

•     Experience running a service as a product measured on employee outcomes rather than ticket counts, with knowledge treated as a maintained asset.

How we will know it is working

• A rising share of employee needs met with a north-star goal of no ticket ever filed.
• New hires are productive on day one, consistently and without expediting.
• Role changes and departures reflected in access automatically, within minutes.
• Autonomous resolution measured on quality and employee satisfaction, not closure.
• Support capacity per employee improves while experience scores rise, with clean audits throughout.