Own the employee onboarding lifecycle and serve as the primary People Operations contact during US hours, combining compliance, logistics, employee experience, documentation, and automation. Requires 2–5 years of People Operations or HR coordination experience, HRIS expertise, and I-9 knowledge.

Partners with Product-Led Growth Go-To-Market leaders and employees on performance, employee relations, talent processes, and manager effectiveness. The role also builds AI-powered workflows and helps managers adapt team practices for an AI-first organization.

Senior HR generalist partnering with leaders and the Head of People to build scalable HR operations, performance, compensation, compliance, and employee relations programs. Requires 6+ years of progressive HR experience, independent ownership, and strong knowledge of employment law.

Leads the design, operation, and scaling of compensation programs, including annual cycles, market benchmarking, pay equity, compliance, and executive advising. Requires 8+ years of compensation or related analytical experience, strong systems and data skills, and experience with automation and compensation survey methodologies.

Supports HR operations, talent acquisition coordination, and workplace programs while maintaining accurate employee data and a seamless Atlanta office experience. Requires 1–3 years of relevant experience, strong organization and communication skills, and proficiency with HR systems and productivity tools.

Leads full-lifecycle recruiting for technical and senior engineering roles, developing sourcing strategies, partnering with hiring managers, and managing multiple candidate pipelines. Requires 5+ years of recruiting experience, including technology or startup and defense or adjacent-industry experience.

Own full-cycle recruiting across technical and non-technical functions, building proactive pipelines for both defined and ambiguous roles. The position requires at least three years of recruiting experience, strong sourcing ability, and comfort partnering with hiring managers in a fast-growing startup.

Design and scale global onboarding curricula while owning facilitation for EMEA cohorts. The role requires instructional design, engaging facilitation, cross-functional stakeholder management, and experience improving programs through feedback and scalable systems.

Supports learning and development programs by creating AI-assisted content, coordinating instructor-led sessions and offsites, analyzing engagement data, and improving employee learning experiences. Requires current study in a related field, Google Workspace proficiency, coordination experience, and hands-on generative AI use.

Supports talent acceleration programs through project planning, cross-functional logistics, feedback analysis, and process documentation. The internship requires project management, analytical, organizational, communication, and responsible generative AI skills.

Leads Replit’s learning platform and onboarding and enablement experiences, initially for Support and eventually across the company. The role combines instructional design, live facilitation, hands-on platform building, cross-functional leadership, and measurement of learning impact.

Leads Recruiting Operations strategy, tooling modernization, predictive talent intelligence, process redesign, and governance while managing and developing the team. Requires substantial recruiting operations leadership, people management, recruiting technology expertise, data fluency, and compliance familiarity.

Supports the full employee experience at a small, growing company through recruiting coordination, onboarding, HR systems, benefits, payroll, employee support, facilities, and events. Requires 3+ years of relevant experience, strong operational ownership, and comfort with HR technology.

Leads strategic talent sourcing and market intelligence across European markets for highly specialized technical and business roles. Requires 8+ years of sourcing experience, deep EU talent-market expertise, advanced sourcing-platform skills, and hands-on use of AI-powered workflows and automation.

Owns Crusoe’s pre-employment screening and drug/alcohol testing programs, managing vendors, compliance, cross-functional handoffs, and process improvement. Requires 5+ years in People or Recruiting Operations, regulatory knowledge, and strong process-design skills.

Own day-to-day operations for Broccoli AI's offices, managing facilities, furniture/equipment, vendors, budgets, events, and new hire onboarding to create an exceptional workplace experience. Requires 3-5+ years in office management or facilities with strong organizational and vendor skills.

Strategic People Business Partner supporting EMEA go-to-market leaders across the United Kingdom, Spain, and Israel. The role requires 8+ years of HR experience, multi-country employment-practice knowledge, and strength in employee relations, organizational design, and change leadership.

Coordinates high-volume recruiting workflows from interview scheduling through offer handoff, partnering with recruiters, hiring managers, and People Operations. Requires recruiting coordination experience, strong communication and organization, ATS proficiency, and comfort working remotely across time zones.

Owns HR operations and the full employee lifecycle for Netherlands and EMEA employees, including Dutch payroll, EOR coordination, immigration, employee relations, and workplace experience. Requires 5+ years of HR experience, Dutch and English fluency, and four days per week in the Eindhoven office.

Recruiter responsible for full-cycle hiring across Risk, Partnerships, and Operations in APAC. The role partners with senior leaders on complex searches, talent-market strategy, sourcing, candidate experience, and recruiting process improvements, requiring 10+ years of recruiting experience.

Owns end-to-end recruiting for a global portfolio of roles, proactively sourcing and closing passive candidates while partnering with hiring managers to maintain a high talent bar. The role requires 2–5 years of recruiting experience, strong stakeholder management, ATS proficiency, and fluent English.

Own full-cycle recruiting for GTM and sales roles, spanning high-volume hiring through senior leadership searches. The role requires 6+ years of recruiting experience, strong data-driven sourcing and advising skills, and success in high-growth environments.

Own full-cycle recruiting for Operations, spanning high-volume frontline hiring and senior leadership searches. The role partners with Operations leaders, builds scalable sourcing programs, uses recruiting data to improve pipelines, and requires 4+ years of recruiting experience.

Coordinates complex interviews, candidate communications, onsite logistics, and recruiting operations while improving hiring processes. Requires 1–3+ years of coordination experience, strong communication and organization, and hybrid availability in San Francisco.

Own compensation strategy, job architecture, market benchmarking, review cycles, data systems, benefits strategy, and equity framework development as the company’s first dedicated Compensation Partner. Requires 6+ years of compensation experience, strong analytics, equity expertise, and cross-functional partnership.

Leads design, facilitation, analytics, and stakeholder management for complex CX learning programs. Requires 5+ years of L&D experience, strong coaching and program-management skills, data-driven decision-making, and experience delivering AI-enabled learning solutions.

Serves as a strategic HR partner to Sales, Marketing, Customer Success, and Revenue Operations leaders, providing manager coaching, employee-relations guidance, performance management, talent insights, and organizational support. Requires 5–8 years of progressive HR experience and strong GTM business fluency.

Own full-cycle recruiting across G&A functions, balancing high-volume pipelines with strategic searches and advising hiring managers on profiles, market insights, and process improvement. The role requires strong stakeholder management, data-driven prioritization, and experience using AI and automation to scale recruiting.

Supports compensation and benefits programs through market analysis, reporting, audits, administration, and process improvement. Requires 3+ years of analytical HR or Total Rewards experience, advanced spreadsheet skills, and a bachelor’s degree or equivalent experience.

Leads end-to-end talent acquisition for teams across JAPAC and SAMEA, partnering with senior stakeholders, shaping hiring strategies, managing recruiters, and improving candidate experience. Requires strong recruiting expertise, stakeholder management, data-informed judgment, and coaching ability.

Senior People Partner supporting Commercial, Marketing, Operations, and Patient Support teams through organizational design, performance management, variable compensation, employee relations, and workforce analytics. Requires 8+ years of HR experience and deep expertise supporting revenue organizations.

The HR Business Partner will support a growing Engineering organization by shaping people strategy, advising leaders and managers, and leading performance, talent, organizational design, and employee experience initiatives. The role requires 5+ years of HRBP or adjacent experience, strong data-driven judgment, and comfort using AI tools.

Coordinates interviews, candidate communications, recruiting events, and compliance workflows for Vanta’s London and Dublin hiring operations. The role requires at least two years of recruiting coordination experience, strong organization, and the ability to improve processes in a fast-paced international environment.

Own entry-level recruiting searches, sourcing, screening, and candidate closing while partnering on Client Success and Client Experience hiring. The role suits someone with 0–2 years of recruiting or high-volume client-facing experience who can manage multiple candidates in a hybrid environment.

Senior Recruiter responsible for full-cycle hiring across EMEA Field Engineering and GTM teams, including sourcing passive talent, advising leaders, building pipelines, and using recruiting data for workforce planning. Requires significant in-house recruiting experience in high-growth software, data, or AI environments.

Recruiter supporting full-cycle hiring and outbound talent sourcing for Field Engineering and GTM roles across EMEA. The role requires technical or customer-facing recruiting experience, strong market-mapping and communication skills, and data-informed pipeline management.

Coordinates complex interview scheduling, candidate communication, ATS accuracy, and recruiting process improvements for a fast-growing global organization. Requires 3+ years of operations experience, advanced calendar management, strong communication, discretion, and proficiency with recruiting and productivity tools.

Senior Recruiter responsible for high-volume hiring across Care Delivery and potentially corporate roles during a six-month engagement. The role requires 5+ years of recruiting experience, strong sourcing and stakeholder-partnership skills, recruiting analytics, and curiosity about applying AI to hiring.

Partners with managers on employee relations, investigations, performance management, terminations, and promotion calibration while building scalable People processes. Requires 5–8 years of HR experience, strong judgment, manager coaching skills, and expertise handling sensitive cases.

Senior HR Business Partner supporting MongoDB’s Technical Services organization by shaping talent strategy, advising senior leaders, leading people cycles, and building scalable people solutions. Requires 10+ years of HR experience and substantial HRBP experience in technology or technical go-to-market environments.

Supports Americas HR shared-services operations across employee lifecycle processes, including payroll, benefits, case management, data administration, onboarding, and offboarding. Requires 3+ years of HR operations experience, ticketing-tool proficiency, strong process discipline, and willingness to work evening shifts.

Own sourcing strategy and execution for senior, niche, and leadership engineering searches, building passive talent pipelines and advising hiring teams. The role requires 6+ years of technical sourcing experience, strong research skills, and proficiency with modern and AI-enabled sourcing tools.

Owns proactive, full-cycle recruiting for a dedicated business unit, partnering strategically with senior hiring managers and building passive-talent pipelines. Requires at least five years of recruitment experience, strong sourcing and stakeholder skills, and hands-on use of LinkedIn Recruiter and ATS platforms.

The Recruiter will manage full-lifecycle hiring across engineering, sales, and administrative functions while partnering with leaders in Japan and the United States. Fluency in Japanese and English and strong communication skills are required; software recruiting experience is preferred.

Leads a recruiting team while remaining hands-on with full-cycle hiring across technical, research, and go-to-market functions. The role requires 5–8 years of recruiting experience, leadership capability, and experience using modern tools and AI-assisted workflows.

Owns full-cycle recruiting and hiring strategy for revenue-generating teams, including sales, marketing, partnerships, customer success, and revenue operations. The role requires 3–7 years of GTM recruiting experience, strong sourcing and executive-partnering skills, and comfort in high-growth startup environments.

Coordinates confidential M&A recruiting and interview operations across corporate development, legal, people, and technical teams. The role requires 3+ years of program management, recruiting coordination, or high-volume scheduling experience, strong organization, discretion, and excellent communication.

Senior Talent Acquisition Partner responsible for full-cycle go-to-market recruiting, primarily for sales and revenue-generating roles. The role requires 5+ years of recruiting experience, in-house sales hiring expertise, and strong sourcing and stakeholder-partnership skills.

Senior Employee Relations Partner advises leaders and People partners through complex, high-risk employee matters, including conflict, performance, exits, and organizational change. The role also develops scalable ER practices and responsibly adopts AI-enabled tools in a fast-growth environment.

Sources and engages corporate leadership talent from Manager through VP and executive levels, building diverse pipelines and advising stakeholders through market intelligence and targeted search strategies. Requires 6+ years of specialized sourcing or talent acquisition experience and proficiency with sourcing and recruiting technology.