People Business Partner supporting employee relations, leave and accommodation programs, organizational design, performance management, talent strategies, and change initiatives. Requires strong communication, a people-first approach, and a preferred bachelor’s degree; SHRM-CP or PHR is a plus.

Strategic HR Business Partner supporting Operations through workforce planning, manager coaching, employee relations, and people-program execution. Requires 7+ years of HRBP experience, including operational or frontline workforce support and experience partnering with senior leaders.

Manages People Solutions operations, HRIS data quality, automation initiatives, escalations, and a team of coordinators. Requires 5+ years in People or HR Operations, enterprise HRIS expertise, process-improvement experience, and people-management skills.

Coordinates recruiting operations and candidate experience while managing NYC office logistics and culture initiatives. The role requires 1–3 years of recruiting coordination, people operations, HR administration, or office management experience and is fully in-office.

Coordinates end-to-end interviews and candidate communications across technical and non-technical hiring, while improving recruiting workflows with AI tools. The role requires high-growth recruiting operations experience, strong communication, process ownership, and comfort with ambiguity.

Leads and scales broad HR operations for a growing global technology company, overseeing employee relations, performance, compensation, compliance, systems, and a small distributed team. Requires 8+ years of progressive HR experience and on-site work in Sunnyvale.

Build and operate Crusoe’s contingent workforce program, establishing governance, classification guidelines, workflows, SOPs, and risk controls. The role requires 5+ years of contingent workforce or contractor program experience, strong cross-functional collaboration, and hands-on program-building skills.

Senior Technical Recruiter responsible for full-cycle hiring across technical functions in Gurgaon. The role requires 4+ years of in-house technical recruiting experience, sourcing and closing expertise, data-driven recruiting practices, and a bachelor’s degree or equivalent experience.

Partners with Engineering, Product, and Design leaders on organizational effectiveness, manager coaching, compensation, retention, talent planning, and employee relations. Requires 7+ years of progressive experience, strong data-driven judgment, and experience in high-growth environments.

Coordinates in-person employee onboarding, new-hire travel, support inquiries, and workplace events in San Francisco. Requires 1–3 years of relevant coordination experience, strong communication and organization skills, and comfort facilitating sessions and working onsite three days weekly.

Manage and optimize Workday configurations for US Payroll, absence, and time tracking. Partner with HR Operations and IT to ensure compliant, scalable HR systems.

The Senior Talent Acquisition Business Partner will develop talent strategies and recruit sales and technical go-to-market teams across EMEA. The role requires senior recruiting experience, strong stakeholder and negotiation skills, and the ability to use AI-driven sourcing and recruitment analytics.

Leads company-wide compensation strategy, including executive advising, sales incentives, benchmarking, planning cycles, compliance, and team development. Requires 10+ years of compensation experience, leadership experience, and deep expertise in variable pay design.

Provides HRIS administration, employee support, onboarding and offboarding, and People Operations process documentation. Requires 3+ years of HR experience, Rippling, Workday, and Jira experience, strong organization, and discretion with confidential information.

Operations Associate overseeing UK office operations, employee onboarding, events, vendors, and HR initiatives. The role requires strong organization, problem-solving, cross-functional communication, and experience building operational processes in a high-growth environment.

Supports compensation and benefits programs through analysis, administration, audits, reporting, and employee-facing support. Requires a bachelor’s degree or equivalent experience, 2+ years in compensation and benefits, and advanced spreadsheet and analytical skills.

Own full-cycle recruiting and hiring strategy for Operations teams in Mexico City, partnering with leaders and cross-functional teams to scale hiring. The role requires 4+ years of in-house recruiting experience, strong sourcing and communication skills, and a data-driven approach.

The Staff People Partner independently coaches managers, leads complex employee relations matters, and supports individual talent and compensation decisions. The role requires 10+ years of consultative People experience, advanced generative AI use, strong judgment, and the ability to improve manager practices and People processes.

Coordinates interviews, candidate communications, ATS data, job postings, and talent-operations improvements across a fast-paced recruiting environment. Requires strong organization, communication, technology fluency, and stakeholder management.

Coordinates complex, high-volume recruiting operations while supervising scheduling automation, managing pipeline capacity, resolving escalations, and improving processes. Requires 4+ years of recruiting coordination experience, strong judgment, AI-tool fluency, and excellent stakeholder communication.

HR Business Partner advising senior leaders and managers on organizational design, workforce planning, employee relations, and talent programs. The role requires 5+ years of HRBP experience, strong judgment, and the ability to improve performance and compensation processes in a fast-moving organization.

Partners with business leaders and managers to execute HR strategy, support talent and performance initiatives, resolve employee matters, and guide organizational change. Requires a bachelor's degree and at least five years of progressive HR experience, including three years in an HRBP role.

Own full-cycle, high-volume recruiting for Business and Core teams across Stripe’s Singapore Delivery Center. The role requires 4+ years of recruiting experience, strong stakeholder partnership, data-driven process improvement, and the ability to build diverse candidate pipelines.

Sources and screens candidates for US go-to-market hiring, building talent pipelines across sales, business development, customer success, and partnerships. Requires 2–3 years of recruiting or sourcing experience, recruiting-tool proficiency, and availability for an EST night shift from Bengaluru.

Own and build a global total rewards function spanning compensation, equity, benefits, and perks for a high-growth SaaS company. The role requires strong analytical, strategic, and execution skills, with experience creating compensation infrastructure and advising senior leaders.

Own end-to-end recruiting for engineering, infrastructure, data, and product-adjacent roles, partnering with technical leaders on hiring strategy and candidate assessment. Requires 5+ years of technical recruiting experience, strong outbound sourcing, and the ability to influence stakeholders in a high-growth environment.

Leads and scales Apollo’s global Talent Acquisition organization, partnering with executives to forecast hiring needs and build recruiting infrastructure. Requires 10+ years of recruiting experience, global team leadership, and expertise in AI-enabled recruiting, metrics, process design, and systems.

Senior HR leader serving as a strategic advisor and hands-on builder across manager coaching, performance management, compensation, organizational effectiveness, employee relations, and immigration. Requires 10+ years of progressive HR experience and strong judgment in complex, fast-changing environments.

Leads all human resources functions for a high-volume fulfillment center, partnering with site leadership on employee relations, workforce programs, compliance, and employee lifecycle management. Requires 5+ years of progressive HR experience, including onsite operational experience.

The People Partner advises technology leaders on people strategy, organizational design, talent planning, and change management. The role requires 10+ years of HR business partner experience, strong analytical and project management skills, and the ability to influence senior stakeholders.

Coordinates candidate interviews, debriefs, onsite logistics, and communication while resolving scheduling issues and supporting a welcoming experience. Requires at least one year of recruiting or HR experience, strong organization, and excellent communication skills.

Coordinates high-volume interviews and onsite candidate experiences while partnering with recruiters, interviewers, and cross-functional teams. Requires strong organization, communication, discretion, and the ability to adapt quickly in a fast-paced environment.

Sources and attracts specialized technical talent for engineering and technical teams, partnering with hiring leaders on difficult searches, market intelligence, and candidate engagement. Requires 5+ years of technical sourcing experience and strong expertise with recruiting tools and research techniques.

Leads full-cycle recruiting for G&A functions including Risk and Recruiting, partnering with senior leaders on search strategy, talent assessment, sourcing, and closing. Requires 5+ years of recruiting experience and strong market research, stakeholder partnership, and execution skills.

Technical Recruiter partnering with engineering and program leaders to hire software, ML, and technical talent for Applied Intuition's defense business unit focused on autonomy and national security. Requires 3+ years technical recruiting experience with strong sourcing skills, especially in defense.

Owns full-cycle engineering recruiting across a global scope, advising senior engineering leaders, shaping hiring strategy, calibrating technical assessments, and closing competitive technical talent. Requires 6+ years of engineering-focused recruiting experience and strong knowledge of technical talent markets.

Coordinates end-to-end interviews, candidate communications, ATS records, and virtual interview logistics for a fully remote recruiting team. Requires recruiting or administrative scheduling experience, strong organization, polished writing, and proficiency with Microsoft Office and ATS platforms.

Leads global People Operations during a temporary maternity-leave coverage period, managing a small team and overseeing HR operations, compensation, compliance, performance reviews, payroll, benefits, and company events. Requires 7+ years of progressive HR experience and direct-management experience.

Own end-to-end recruiting for international go-to-market teams across Sales, Marketing, Partnerships, and Growth. The role requires staff-level recruiting experience, strong judgment, global sourcing ability, data-driven decision-making, and effective stakeholder management.

Own full-cycle, high-volume recruiting for a remote startup, including sourcing, screening, hiring-manager partnership, and offers. The role requires at least three years of recruiting experience, ATS proficiency, strong communication, and independent execution.

Own full-cycle recruiting for go-to-market and general and administrative teams while partnering with leadership to build scalable hiring processes and strong candidate experiences. Requires 5+ years of recruiting experience, broad technical and business-function coverage, and strong sourcing skills.

Partners with customer-facing technology leaders to manage full-cycle recruitment for architecture, services, presales, and value engineering roles. Advises hiring managers using talent-market insights while delivering strong candidate experiences and improving recruiting processes.

Senior Technical Recruiter responsible for full-cycle hiring across engineering, product, and data science, while partnering with leaders, building talent pipelines, and managing candidate experience. Requires 6+ years of technical recruiting experience and strong knowledge of technical roles.

Sources senior Sales and GTM talent across North America by developing targeted pipelines, market maps, and outbound strategies. Requires 5+ years of sourcing or recruiting experience, strong sales-talent-market knowledge, senior stakeholder management, and a data-driven approach.

Recruits and screens local performers for AI data-collection sessions while building relationships across Columbus’s creative communities. The part-time coordinator manages candidate communications and pipeline tracking in a flexible hybrid contract role.

Own full-cycle recruiting for go-to-market teams, partnering with leaders to build sourcing strategies, manage funnels, and deliver an excellent candidate experience. The role requires 3–5 years of high-growth recruiting experience, strong cross-functional influence, and a data-driven, equitable approach.

Leads global recruiting operations, systems, programs, analytics, and enablement for a high-growth organization. Requires 10+ years of recruiting operations leadership, expertise in recruiting and AI platforms, global compliance knowledge, and strong executive stakeholder management.

Leads a global operations recruiting team while personally managing senior-level searches and advising executive stakeholders. Requires 9+ years of recruiting experience, people-management expertise, strong recruiting analytics, and proficiency with enterprise recruiting systems.

Build and run the people operations foundation for Modal’s growing London hub, covering employee operations, UK compliance, workplace experience, and recruiting coordination. The role requires 5+ years in People Operations or a People and Talent generalist role and strong knowledge of UK employment practices.

Coordinates day-to-day People Operations, onboarding, employee programs, HR administration, and San Francisco office culture. Requires 1–3 years of HR or People Operations experience, strong organization and communication, HRIS familiarity, and discretion.