Own full-cycle technical recruiting: source candidates across multiple platforms, run personalized outreach, coordinate interviews, and manage talent brand for a fast-growing healthcare data startup.

Talent Sourcer responsible for developing and executing innovative sourcing strategies to build high-quality passive pipelines and hire top GTM/Sales talent in a scaling B2B SaaS company. Requires expert SaaS Sales sourcing experience, data-driven optimization, and ability to partner with hiring leaders.

Talent Coordinator supporting recruitment operations at an AI startup. Coordinates interviews, manages ATS records, posts jobs, assists with onboarding, and supports office operations in a 5-day onsite NYC role.

Build and operate Astera’s recruiting engine, owning candidate scheduling, communication, pipeline tracking in Ashby, and logistics for twice-annual residency cohorts. Requires 2+ years in operations or executive support with exceptional organization and communication skills.

Own full-cycle recruiting for junior advisors, associate advisors, and RIA support roles. Partner with practice leads to source and close wealth management talent across New York, Dallas, and remote markets.

Own and scale Notion's global early career recruiting strategy across internships, new grads, and early-in-career pipelines. Lead a team of recruiters, drive AI adoption, and partner with business leaders to attract top emerging talent.

Build and run the operational backbone of recruiting at a fast-scaling AI healthcare startup. Own Ashby architecture, reporting, hiring processes, tech stack, and referral programs.

Work directly with the CEO to build exceptional talent acquisition capabilities, developing differentiated strategies for identifying, attracting, and hiring top talent across critical functions.

Strategic HR Business Partner to R&D leadership, driving organizational design, talent strategy, workforce planning, and large-scale change initiatives aligned to business goals.

Technical Sourcer who identifies, engages, and pipelines engineering talent using AI-augmented sourcing strategies and close collaboration with recruiters and hiring managers.

Leads People Business Partnering, regional compliance, and People Operations across APJ, advising leaders and adapting global programs to local requirements. The role requires significant HRBP or regional HR leadership experience, APJ employment-practice knowledge, and strong cross-cultural influence skills.

Build and own Fluidstack's early careers function from scratch, designing university recruiting strategy and running full-cycle recruiting for intern and new grad roles across technical and non-technical teams.

Compensation Manager who owns end-to-end comp planning, market benchmarking, and incentive design while partnering with leadership to build tools and frameworks that support talent decisions. Requires 4+ years of compensation experience and strong analytical skills.

The recruiter will develop and lead strategic searches for AI/ML researchers, research engineers, and technical scientists, partnering closely with research leadership on priorities, evaluation, and closing. The role requires significant technical recruiting experience and comfort with complex, ambiguous searches.

Senior Technical Recruiter focused on Product & Design hiring. Own full-cycle recruiting, build talent pipelines, advise hiring managers, and mentor teammates at a fast-growing AI company.

Own full-cycle recruiting and build recruiting infrastructure from scratch for a startup. Requires 5-7 years experience and comfort with modern recruiting tools.

Supports OpenAI executives with complex calendar management, travel coordination, expense processing, and event planning in a hybrid San Francisco role. Requires 4-7 years of administrative experience and strong organizational skills.

Own end-to-end university recruiting and intern program for a Series A startup, building campus relationships (starting with Waterloo), running events like Hack the North, and growing into full-cycle technical recruiting for Engineering, Data Science, and Product roles. 2+ years campus recruiting experience required; partner closely with Head of Talent and R&D leaders.

Own end-to-end employee lifecycle operations and build scalable People processes at a fast-growing AI infrastructure startup. Requires 2+ years of People Ops experience, preferably in high-growth environments.

Align HR strategy with business goals, partnering with leadership on talent management, employee engagement, and leadership development for young managers. Requires 6+ years HR experience with 3+ years as a business partner.

Lead a team of 8+ recruiters to drive 200 GTM hires per quarter. Own hiring strategy, reporting, analytics, and stakeholder engagement for NAMER.

Senior HR Business Partner embedded with Finance, Legal, People, and Security & IT. Advises C-suite leaders on org design, talent strategy, performance management, and employee relations in a high-growth tech environment.

Senior HRBP to build foundational people programs, coach leaders across Product/Engineering/GTM, and establish performance, feedback, and management systems for a scaling AI startup.

Own full-cycle recruiting for GTM roles (Sales, Marketing, CS, Ops) at a Series B fintech. Partner with senior leaders, drive sourcing and closing, and use data/AI to scale hiring processes.

Strategic HR Business Partner supporting GTM leaders across Sales, Marketing, and Recruiting. Focuses on org design, performance management, talent strategy, and building scalable People systems in a high-growth environment.

Contract GTM Recruiter responsible for building and scaling Sales, Field Engineering, Customer Success, Partnerships, RevOps, and GTM Leadership teams. Partners directly with executives on talent strategy, org design, and high-bar hiring.

Own full-cycle technical recruiting, partner with hiring managers on strategic hiring plans, and deliver exceptional candidate experience at a high-growth AI startup.

Own full-cycle technical recruiting for engineering, product, security, data, and design roles. Partner with engineering leaders to build high-performing teams in infrastructure, AI, and blockchain.

Own recruiting operations end-to-end: manage Ashby ATS, coordinate complex interviews, run interviewer training, and deliver a high-quality candidate experience at a fast-growing AI insurance startup.

Own full-cycle recruiting for Product Design, Design Engineering, and Brand Design. Partner with design leadership to source, engage, and hire exceptional design talent through community building and AI-enhanced workflows.

Leads People Operations infrastructure and global HR operations from Mexico City, covering HRIS, employee lifecycle processes, payroll, benefits, compliance, mobility, support, and vendor management. Requires 10+ years of experience, deep HRIS expertise, and US payroll and benefits experience.

Own people operations and workplace support for Exa’s growing Singapore office, including onboarding, benefits, work permits, facilities, vendors, and employee data. The role requires 3–5 years of relevant experience, familiarity with Singapore employment requirements, strong organization, discretion, and a service-oriented approach.

Lead Duolingo's talent management programs and PMO, architecting performance systems, succession planning, and manager enablement while driving operational excellence and data-driven insights. Requires 8+ years in talent and program management with strong PMO and analytics experience.

Lead U.S. HR operations including HRIS, payroll, benefits, compliance, and employee lifecycle processes. Requires 10+ years HR experience with HRIS implementation expertise in a high-growth tech environment.

Partner with functional leadership to translate business strategy into people and org strategy. Own the full HRBP lifecycle including org design, performance management, talent development, and retention using data-driven insights.

Build and scale technical recruiting processes at a fast-growing AI startup. Partner with leadership to source, interview, and close top engineering talent while shaping hiring strategy and talent brand.

Strategic HR Business Partner to Product and Engineering VPs, leading org design, talent planning, manager development, and people programs for a fast-growing AI infrastructure company.

Own People Ops end-to-end at a fast-scaling AI company: HRIS (Rippling), compliance, global employment, benefits, policy, and automations. Report to VP of People and build a small team.

Own TA technology infrastructure including ATS configuration, integrations, AI agent development, and automation. Lead governance, compliance, and roadmap for recruiting tech stack.

Lead recruiting analytics for Notion, owning dashboards, funnel metrics, and headcount models that drive hiring strategy and decisions.

The People Business Partner shapes and scales people strategy, advising leaders and managers across talent management, performance, employee relations, organizational design, and workforce planning. The role requires 8+ years of HRBP experience in a high-growth technology environment and strong analytical and interpersonal skills.

First in-house Recruiter owning full-cycle hiring across Engineering, GTM, and Operations. Partner with hiring managers, build pipelines, and scale recruiting processes at a high-growth fintech.

Phone-first Sales Sourcer responsible for sourcing and cold-calling sales candidates on LinkedIn, qualifying talent, and building pipelines to support recruiting efforts. Requires 1+ year of recruiting/sourcing/sales experience and strong cold-calling skills.

Technical Sourcer responsible for building pipelines and executing sourcing strategies for autonomy, ML/AI, embedded, and software engineering roles. Requires 2+ years of technical sourcing experience at a software company and a bachelor's degree.

Senior People Partner partnering with leaders on talent strategy, workforce planning, employee relations, and culture initiatives in a scaling crypto compliance tech company. Requires strategic HRBP experience and tech fluency.

Own and scale core HR operations including onboarding, benefits, compliance, employee relations, and end-to-end US immigration at a fast-growing AI startup.

Own and scale the full People Operations function at a fast-growing govtech startup: onboarding/offboarding, payroll, benefits, compliance, performance management, and recruiting operations.

Own global employer brand strategy and execute high-impact recruiting events, conferences, and university fairs to attract top talent. Requires 5+ years in employer branding or event management with strong content and logistics skills.

Architect compensation systems and AI-enabled workflows at a high-growth AI coding platform. Own salary bands, equity structures, data architecture, and automation for offers, merit, and promotions.

Design and scale HR programs including onboarding, performance, and compensation while serving as an HR business partner to leadership in a fast-moving AI startup.