Leads technical recruiting for Engineering, Data, Product, Design, Security, and IT, scaling R&D teams through strategy, operations, and high-performing recruiter management. Requires 7+ years recruiting leadership in high-growth tech environments with data-driven approach.
Lead full-cycle technical recruiting for engineering roles at a high-growth cloud platform company. Partner with hiring managers, own sourcing strategies, and optimize recruitment processes using data-driven insights. Requires 7+ years experience in tech recruiting.
Manages San Francisco office employee experience by planning events, handling vendor relations, and fostering inclusive culture. Requires 3+ years in employee engagement or office management with strong organizational skills.
Leads SF office operations and designs employee engagement programs like offsites, travel, and onboarding to build trust and accelerate priorities in a distributed team. Requires 6+ years in workplace/employee/people ops with strong systems-building and vendor management skills.
Owns full employee lifecycle, HR operations, compliance, and systems like Rippling as first HR hire at AI startup. Requires 4-7 years HR experience, California law familiarity, and startup scaling expertise in onsite San Francisco role.
Lead full-cycle recruiting for senior business roles across Sales, HR, Legal, Finance in a high-growth environment. Partner strategically with leaders, source top talent, optimize processes, and deliver data-driven insights with 5+ years experience.
Drives end-to-end recruitment for executive leadership, AI/ML engineering, and product roles in a high-growth healthtech company. Partners with C-suite on talent strategies, executes diverse sourcing, and ensures exceptional candidate experiences. Requires 3+ years recruiting experience and bachelor's degree.
Partners with engineering and product leaders to source, recruit, and close senior technical roles in AI/ML, software engineering, and product management. Leverages advanced sourcing, market insights, and data-driven strategies to build high-impact technical teams remotely.
Owns full-cycle recruiting for GTM roles including Sales, Customer Success, Marketing, and Partnerships in a high-growth startup. Builds pipelines, partners with leaders on strategy, and delivers exceptional candidate experiences. Requires 4+ years recruiting experience, ideally in GTM.
Owns company-wide compensation strategy, programs, equity grants, and review cycles. Advises leaders on competitive offers and leveling in high-growth tech environment. Requires 8+ years experience and strong analytical skills.
Hands-on technical recruiter owning full-cycle hiring for AI/ML engineers, infrastructure, full-stack, and GTM roles at a fast-growing AI startup. Leverages AI tools for sourcing and screening while managing agencies and candidate experience.
Coordinates candidate interview days, manages scheduling and logistics, partners with hiring managers, and improves recruiting processes to create exceptional experiences in a fast-paced environment.
Partner with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manage full recruitment lifecycle, build diverse pipelines, analyze metrics, and promote Brex's design employer brand in a hybrid Seattle role.
Partner with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manage full recruitment lifecycle, build diverse pipelines, analyze metrics, and promote Brex's design employer brand in a hybrid NY-based role.
Partners with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manages full-cycle recruiting, builds diverse pipelines, analyzes metrics, and promotes Brex's design employer brand in a hybrid SF role.
Designs and delivers compensation programs including salary structures, incentive plans, and variable pay for Customer Experience teams. Partners with leadership, Revenue Operations, and Finance to align with business goals; requires 8+ years compensation experience.
Designs and delivers compensation programs including salary structures, incentives, and variable pay for Customer Experience. Partners with leadership, Revenue Ops, and Finance to align with business goals. Requires 6+ years in compensation, tech preferred.
Strategic recruiter partnering with research teams to source and hire top AI/ML researchers and engineers. Requires deep technical recruiting experience in specialized fields like ML/AI and high-stakes negotiations.
Build and scale People Operations systems for onboarding, compensation, benefits, compliance, performance, and culture at a high-growth AI company. Requires 5-10 years HR generalist experience in high-volume, non-exempt workforce environments.
Talent Acquisition Manager responsible for sourcing, headhunting, screening, and hiring top GTM talent in tech/SaaS. Requires 7+ years in TA for fast-growing environments, strong headhunting skills, and advisory experience with hiring managers.
Lead full-cycle recruiting for Engineering, Product, and Design roles at an AI startup. Source elite technical talent, partner with leadership on hiring plans, and deliver high-touch candidate experiences.
Leads talent operations team supporting 40+ recruiters, owning recruiting tech stack, headcount planning, interview operations, compliance, and candidate experience in a high-growth environment. Requires 8+ years experience with expertise in scalable recruiting systems.
Partners with leadership on people strategy, talent planning, org design, and performance management. Coaches managers and employees while analyzing people data to drive retention and business growth. Requires 8+ years HR experience.
Build and scale PeopleOps function for growing AI startup, managing HR systems like Rippling, compliance, employee engagement, and manager coaching. Requires 6+ years experience in high-growth SaaS, strategic operations, and in-office NYC presence.
Manages provider recruiting operations for court reporters, owning market targets, building scalable funnels, onboarding, and performance tracking. Requires 3+ years in high-volume staffing or marketplaces with leadership experience.
Remote Talent Acquisition Consultant focused on screening resumes with AI tools, conducting initial interviews, coordinating multi-stage processes across time zones, and sourcing candidates to support US, Japan, and South Korea hiring. Requires 3+ years TA experience and cross-cultural skills.
Manages end-to-end people cross-functional processes for M&A deals at OpenAI, from diligence to onboarding. Requires 8+ years experience with 4+ in M&A program management, strong project skills, and discretion in high-stakes environments.
Technical Recruiter manages full-cycle recruiting for engineering, operations, and business roles at a robotics/AI startup. Sources passive technical talent, partners with hiring managers, and ensures excellent candidate experience. Requires 2+ years in technical recruiting.
Lead Nuro's Talent Acquisition team to scale recruiting for engineering, AI/ML, and operations roles. Build data-driven strategies, manage executive searches, and optimize hiring processes in a high-growth autonomous vehicle company.
Lead People Operations as a strategic partner to the COO and executive team at a fast-growing AI infrastructure company. Own HR strategy, scalable systems, compliance, compensation, culture, and a small People team in a remote, high-growth startup environment.
Leads HR strategies for the Real Estate team focused on data center development, driving organizational development, change management, employee growth, engagement, and retention. Partners with leadership on performance management, career development, and talent planning in a fast-paced environment.
Identifies and sources technical candidates for engineering roles by collaborating with hiring managers, crafting engaging outreach, and leveraging creative strategies to fill high-volume and challenging searches. Focuses on data-driven metrics in a remote-first environment.
Strategic compensation lead partnering with R&D founders and leadership to design compensation models for attracting and retaining technical talent. Handles job architecture, market pricing, equity strategies, and high-stakes decisions with strong analytical skills.
Strategic Technical Sourcer maps talent pools, builds proactive pipelines for engineering roles, and engages top passive technical candidates using data-driven strategies and specialized channels like GitHub and arXiv. Requires 2+ years sourcing experience in high-growth tech.
Strategic Talent Acquisition Partner owning full-cycle recruiting, workforce planning, and data-driven hiring strategy for a high-growth AI infrastructure company. Partners with leadership to anticipate talent needs and raise the hiring bar with 2+ years FLC experience required.
Designs and manages compensation plans focused on GTM roles, translating strategy into scalable incentives. Partners with leadership to ensure competitive, compliant plans using advanced Excel modeling. Requires 7+ years in sales comp design for enterprise SaaS.
Owns full-cycle recruiting for operations and other roles, partnering with GMs to build scalable hiring systems using tools like Ashby and Mercor's product. Focuses on technical operators for AI labs, driving metrics, candidate experience, and brand in a fast-growth environment.
Leads people strategy at a high-growth AI fintech startup, building performance management, compensation frameworks, and culture initiatives from foundational to strategic level. Partners with CEO on talent decisions, org design, and scaling from 50 to 200+ employees; requires 5-8+ years HR experience in startups.
Partners with engineering leaders to source, engage, and hire top technical talent while optimizing interview processes and meeting aggressive hiring goals. Requires 8+ years full-cycle recruiting experience in competitive markets.
Leads full-cycle talent acquisition for high-growth SaaS startup, owning candidate pipelines, automated workflows, and employer branding to hire top technical talent. Requires 2-4+ years experience in fast-paced environments and onsite NYC presence.
Strategic HR leader overseeing all people functions including recruiting, employee lifecycle, culture, and retention for a fast-growing real estate tech company. Requires 6+ years experience scaling people programs in startups.
Owns full-cycle recruiting for GTM roles including AEs, CSMs, and marketers at an early-stage AI startup. Collaborates with founders on sourcing, candidate experience, and strategic hiring to build scalable teams. Requires 5+ years GTM recruiting experience, preferably at startups.
Leads full-cycle recruiting for technical and product roles at an early-stage AI startup, sourcing candidates, collaborating with founders on hiring strategy, and ensuring delightful experiences. Requires 5+ years technical recruiting experience, especially at startups, with strong communication and spotting top talent.
Owns full-cycle recruiting for go-to-market, operations, finance, and corporate roles at a high-growth fintech startup. Partners with leadership to source top talent, design processes, and scale teams in a competitive market, requiring 7+ years experience.
Build and lead recruiting from scratch for a high-growth AI startup, owning sourcing, interviewing, processes, and metrics to hire top technical and forward-deployed talent. Requires hands-on operations focus, analytical mindset, and startup recruiting experience.
Owns full-cycle recruiting for technical and non-technical roles at a high-growth SaaS startup, building candidate pipelines via innovative sourcing like LinkedIn, managing ATS reporting, and partnering with leadership. Requires 1-8 years experience in fast-paced environments and strong networking skills.
Strategic People Partner embedded with EPD, GTM, and Ops leaders at a high-growth AI startup. Drives business outcomes through proactive people strategies, data-driven insights, AI automation, and leadership coaching. Requires 8+ years HRBP experience in tech.
Senior Manager, People Business Partner shapes people strategy for G&A teams, manages a PBP team, advises on performance, employee relations, and organizational development. Requires 8+ years HRBP experience in fast-growing tech companies.
Own end-to-end executive searches, partnering with C-level leaders to build leadership pipelines through sourcing, networking, and market intelligence. Requires 6+ years executive recruiting experience in high-growth tech, strong research, and stakeholder skills.
Leads full-cycle recruiting with focus on engineering, operations, and GTM at a fast-growing fintech startup. Builds and scales recruiting function and team while hands-on sourcing and closing top talent in a competitive market. Requires 5+ years tech recruiting experience.
Leads technical recruiting for Engineering, Data, Product, Design, Security, and IT, scaling R&D teams through strategy, operations, and high-performing recruiter management. Requires 7+ years recruiting leadership in high-growth tech environments with data-driven approach.
Lead full-cycle technical recruiting for engineering roles at a high-growth cloud platform company. Partner with hiring managers, own sourcing strategies, and optimize recruitment processes using data-driven insights. Requires 7+ years experience in tech recruiting.
Manages San Francisco office employee experience by planning events, handling vendor relations, and fostering inclusive culture. Requires 3+ years in employee engagement or office management with strong organizational skills.
Leads SF office operations and designs employee engagement programs like offsites, travel, and onboarding to build trust and accelerate priorities in a distributed team. Requires 6+ years in workplace/employee/people ops with strong systems-building and vendor management skills.
Owns full employee lifecycle, HR operations, compliance, and systems like Rippling as first HR hire at AI startup. Requires 4-7 years HR experience, California law familiarity, and startup scaling expertise in onsite San Francisco role.
Lead full-cycle recruiting for senior business roles across Sales, HR, Legal, Finance in a high-growth environment. Partner strategically with leaders, source top talent, optimize processes, and deliver data-driven insights with 5+ years experience.
Drives end-to-end recruitment for executive leadership, AI/ML engineering, and product roles in a high-growth healthtech company. Partners with C-suite on talent strategies, executes diverse sourcing, and ensures exceptional candidate experiences. Requires 3+ years recruiting experience and bachelor's degree.
Partners with engineering and product leaders to source, recruit, and close senior technical roles in AI/ML, software engineering, and product management. Leverages advanced sourcing, market insights, and data-driven strategies to build high-impact technical teams remotely.
Owns full-cycle recruiting for GTM roles including Sales, Customer Success, Marketing, and Partnerships in a high-growth startup. Builds pipelines, partners with leaders on strategy, and delivers exceptional candidate experiences. Requires 4+ years recruiting experience, ideally in GTM.
Owns company-wide compensation strategy, programs, equity grants, and review cycles. Advises leaders on competitive offers and leveling in high-growth tech environment. Requires 8+ years experience and strong analytical skills.
Hands-on technical recruiter owning full-cycle hiring for AI/ML engineers, infrastructure, full-stack, and GTM roles at a fast-growing AI startup. Leverages AI tools for sourcing and screening while managing agencies and candidate experience.
Coordinates candidate interview days, manages scheduling and logistics, partners with hiring managers, and improves recruiting processes to create exceptional experiences in a fast-paced environment.
Partner with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manage full recruitment lifecycle, build diverse pipelines, analyze metrics, and promote Brex's design employer brand in a hybrid Seattle role.
Partner with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manage full recruitment lifecycle, build diverse pipelines, analyze metrics, and promote Brex's design employer brand in a hybrid NY-based role.
Partners with design leaders to source, assess, and hire top Product, Brand, and Design Leadership talent. Manages full-cycle recruiting, builds diverse pipelines, analyzes metrics, and promotes Brex's design employer brand in a hybrid SF role.
Designs and delivers compensation programs including salary structures, incentive plans, and variable pay for Customer Experience teams. Partners with leadership, Revenue Operations, and Finance to align with business goals; requires 8+ years compensation experience.
Designs and delivers compensation programs including salary structures, incentives, and variable pay for Customer Experience. Partners with leadership, Revenue Ops, and Finance to align with business goals. Requires 6+ years in compensation, tech preferred.
Strategic recruiter partnering with research teams to source and hire top AI/ML researchers and engineers. Requires deep technical recruiting experience in specialized fields like ML/AI and high-stakes negotiations.
Build and scale People Operations systems for onboarding, compensation, benefits, compliance, performance, and culture at a high-growth AI company. Requires 5-10 years HR generalist experience in high-volume, non-exempt workforce environments.
Talent Acquisition Manager responsible for sourcing, headhunting, screening, and hiring top GTM talent in tech/SaaS. Requires 7+ years in TA for fast-growing environments, strong headhunting skills, and advisory experience with hiring managers.
Lead full-cycle recruiting for Engineering, Product, and Design roles at an AI startup. Source elite technical talent, partner with leadership on hiring plans, and deliver high-touch candidate experiences.
Leads talent operations team supporting 40+ recruiters, owning recruiting tech stack, headcount planning, interview operations, compliance, and candidate experience in a high-growth environment. Requires 8+ years experience with expertise in scalable recruiting systems.
Partners with leadership on people strategy, talent planning, org design, and performance management. Coaches managers and employees while analyzing people data to drive retention and business growth. Requires 8+ years HR experience.
Build and scale PeopleOps function for growing AI startup, managing HR systems like Rippling, compliance, employee engagement, and manager coaching. Requires 6+ years experience in high-growth SaaS, strategic operations, and in-office NYC presence.
Manages provider recruiting operations for court reporters, owning market targets, building scalable funnels, onboarding, and performance tracking. Requires 3+ years in high-volume staffing or marketplaces with leadership experience.
Remote Talent Acquisition Consultant focused on screening resumes with AI tools, conducting initial interviews, coordinating multi-stage processes across time zones, and sourcing candidates to support US, Japan, and South Korea hiring. Requires 3+ years TA experience and cross-cultural skills.
Manages end-to-end people cross-functional processes for M&A deals at OpenAI, from diligence to onboarding. Requires 8+ years experience with 4+ in M&A program management, strong project skills, and discretion in high-stakes environments.
Technical Recruiter manages full-cycle recruiting for engineering, operations, and business roles at a robotics/AI startup. Sources passive technical talent, partners with hiring managers, and ensures excellent candidate experience. Requires 2+ years in technical recruiting.
Lead Nuro's Talent Acquisition team to scale recruiting for engineering, AI/ML, and operations roles. Build data-driven strategies, manage executive searches, and optimize hiring processes in a high-growth autonomous vehicle company.
Lead People Operations as a strategic partner to the COO and executive team at a fast-growing AI infrastructure company. Own HR strategy, scalable systems, compliance, compensation, culture, and a small People team in a remote, high-growth startup environment.
Leads HR strategies for the Real Estate team focused on data center development, driving organizational development, change management, employee growth, engagement, and retention. Partners with leadership on performance management, career development, and talent planning in a fast-paced environment.
Identifies and sources technical candidates for engineering roles by collaborating with hiring managers, crafting engaging outreach, and leveraging creative strategies to fill high-volume and challenging searches. Focuses on data-driven metrics in a remote-first environment.
Strategic compensation lead partnering with R&D founders and leadership to design compensation models for attracting and retaining technical talent. Handles job architecture, market pricing, equity strategies, and high-stakes decisions with strong analytical skills.
Strategic Technical Sourcer maps talent pools, builds proactive pipelines for engineering roles, and engages top passive technical candidates using data-driven strategies and specialized channels like GitHub and arXiv. Requires 2+ years sourcing experience in high-growth tech.
Strategic Talent Acquisition Partner owning full-cycle recruiting, workforce planning, and data-driven hiring strategy for a high-growth AI infrastructure company. Partners with leadership to anticipate talent needs and raise the hiring bar with 2+ years FLC experience required.
Designs and manages compensation plans focused on GTM roles, translating strategy into scalable incentives. Partners with leadership to ensure competitive, compliant plans using advanced Excel modeling. Requires 7+ years in sales comp design for enterprise SaaS.
Owns full-cycle recruiting for operations and other roles, partnering with GMs to build scalable hiring systems using tools like Ashby and Mercor's product. Focuses on technical operators for AI labs, driving metrics, candidate experience, and brand in a fast-growth environment.
Leads people strategy at a high-growth AI fintech startup, building performance management, compensation frameworks, and culture initiatives from foundational to strategic level. Partners with CEO on talent decisions, org design, and scaling from 50 to 200+ employees; requires 5-8+ years HR experience in startups.
Partners with engineering leaders to source, engage, and hire top technical talent while optimizing interview processes and meeting aggressive hiring goals. Requires 8+ years full-cycle recruiting experience in competitive markets.
Leads full-cycle talent acquisition for high-growth SaaS startup, owning candidate pipelines, automated workflows, and employer branding to hire top technical talent. Requires 2-4+ years experience in fast-paced environments and onsite NYC presence.
Strategic HR leader overseeing all people functions including recruiting, employee lifecycle, culture, and retention for a fast-growing real estate tech company. Requires 6+ years experience scaling people programs in startups.
Owns full-cycle recruiting for GTM roles including AEs, CSMs, and marketers at an early-stage AI startup. Collaborates with founders on sourcing, candidate experience, and strategic hiring to build scalable teams. Requires 5+ years GTM recruiting experience, preferably at startups.
Leads full-cycle recruiting for technical and product roles at an early-stage AI startup, sourcing candidates, collaborating with founders on hiring strategy, and ensuring delightful experiences. Requires 5+ years technical recruiting experience, especially at startups, with strong communication and spotting top talent.
Owns full-cycle recruiting for go-to-market, operations, finance, and corporate roles at a high-growth fintech startup. Partners with leadership to source top talent, design processes, and scale teams in a competitive market, requiring 7+ years experience.
Build and lead recruiting from scratch for a high-growth AI startup, owning sourcing, interviewing, processes, and metrics to hire top technical and forward-deployed talent. Requires hands-on operations focus, analytical mindset, and startup recruiting experience.
Owns full-cycle recruiting for technical and non-technical roles at a high-growth SaaS startup, building candidate pipelines via innovative sourcing like LinkedIn, managing ATS reporting, and partnering with leadership. Requires 1-8 years experience in fast-paced environments and strong networking skills.
Strategic People Partner embedded with EPD, GTM, and Ops leaders at a high-growth AI startup. Drives business outcomes through proactive people strategies, data-driven insights, AI automation, and leadership coaching. Requires 8+ years HRBP experience in tech.
Senior Manager, People Business Partner shapes people strategy for G&A teams, manages a PBP team, advises on performance, employee relations, and organizational development. Requires 8+ years HRBP experience in fast-growing tech companies.
Own end-to-end executive searches, partnering with C-level leaders to build leadership pipelines through sourcing, networking, and market intelligence. Requires 6+ years executive recruiting experience in high-growth tech, strong research, and stakeholder skills.
Leads full-cycle recruiting with focus on engineering, operations, and GTM at a fast-growing fintech startup. Builds and scales recruiting function and team while hands-on sourcing and closing top talent in a competitive market. Requires 5+ years tech recruiting experience.