Coordinates complex recruiting processes, interview logistics, candidate communication, and recruiting operations across distributed teams. The role requires strong organization, proactive problem-solving, communication skills, and experience with recruiting systems and collaboration tools.

Own full-cycle recruiting for sales roles, partnering with Sales leadership to source, evaluate, and close exceptional talent. The role requires 5+ years of recruiting experience, strong sourcing and advisory skills, and comfort operating in a fast-paced early-stage environment.

The People Partner will advise Research leaders and managers, support employee relations and performance processes, and help scale people programs in a fast-growing AI company. The role requires at least six years of related experience, North American employment-law fluency, and strong coaching and conflict-resolution skills.

Own full-cycle recruiting for Stripe’s Core Business functions, partnering with senior leaders on hiring strategy, specialized searches, sourcing, and candidate experience. The role requires 4+ years of in-house recruiting experience and strong stakeholder, data, and organizational skills.

Talent Acquisition Partner owning full-cycle recruiting across technical and business functions, from intake through offer. The role requires 6+ years of recruiting experience, strong talent strategy and stakeholder advisory skills, and the ability to manage complex searches in a distributed technology environment.

Own full-cycle technical recruiting for Engineering, Product, Design, and Data roles while partnering strategically with hiring leaders and building scalable recruiting infrastructure. The role requires strong passive sourcing, offer-closing, analytics, and AI recruiting-tool expertise.

Supports regional People Operations across APAC by managing employee transactions, Workday data and reporting, payroll documentation, compliance, and process improvements. Requires 5+ years of HR operations experience, Workday expertise, and English and Vietnamese communication skills.

Own high-volume sourcing and pipeline generation for hard-to-fill engineering, sales, and operations roles. The role requires 4+ years of sourcing or recruiting experience, strong personalized outreach, familiarity with AI sourcing tools, and comfort managing a 1099 contract workload.

Sources and engages exceptional go-to-market talent, initially focused on post-sales and accounting-related roles. Requires 1–3 years of recruiting or sourcing experience, strong writing skills, familiarity with LinkedIn Recruiter, and a curious, resourceful approach.

Senior People Partner supporting Product and Engineering leaders through coaching, employee relations, organizational design, talent development, and scalable HR programs. Requires technology-company HR experience, technical organization partnership experience, and strong North American employment-law knowledge.

Develops Cohere’s employer brand and recruitment marketing campaigns to attract leading AI talent globally. The role requires 6+ years of employer branding or recruitment marketing experience, strong content and analytics capabilities, and cross-functional collaboration skills.

Sources and develops pipelines of business talent across go-to-market and corporate functions, partnering with hiring teams and using market intelligence and analytics to improve recruiting outcomes. Requires 4+ years of business-role sourcing experience and an established professional network.

Designs and scales global early-career and internship programs for technical talent, partnering with universities and internal stakeholders. Requires 5+ years of early-career recruiting experience, STEM campus recruitment expertise, program management, and strong metrics analysis skills.

Leads and scales the company’s recruiting function, managing Talent Partners while developing hiring strategy, processes, metrics, and systems. Requires 10+ years in talent acquisition and at least 3 years managing and scaling a recruiting team.

Leads end-to-end technical recruiting for engineering teams, advising hiring managers, building passive talent pipelines, and improving scalable, inclusive hiring programs. Requires 7+ years of recruiting experience in high-growth technology companies, strong stakeholder management, data-driven decision-making, and negotiation skills.

Own the people workstream across Payward’s M&A lifecycle, leading HR diligence, deal mechanics, executive risk recommendations, and post-close integration. The role requires 8+ years of relevant experience, strong compensation and equity modeling skills, cross-border deal expertise, and judgment in ambiguous, confidential transactions.

The Senior Technical Sourcer will lead sourcing campaigns for software and hardware engineering roles, engaging passive candidates and improving recruiting processes. The role requires at least five years of sourcing or recruiting experience and proficiency with modern sourcing tools and alternative talent-identification methods.

Supports recruiting operations by coordinating candidate interviews, improving hiring processes, and partnering with recruiters, sourcers, and hiring managers. The role requires a bachelor’s degree, operational experience, strong customer service skills, and a contract work arrangement.

Leads executive recruiting searches for senior engineering leadership roles, partnering with executives and cross-functional teams from talent mapping through onboarding. Requires 10+ years of technology-industry executive search experience and strong sourcing, stakeholder management, and negotiation skills.

Leads confidential executive searches across Payward’s multi-brand platform, partnering with the Board, CEOs, and senior leadership on C-level, VP, Board, and Advisor mandates. Requires 6+ years of executive recruiting experience, strong negotiation and selection judgment, and San Francisco Bay Area location.

Coordinates recruiting workflows end to end, including interview scheduling, candidate communications, ATS management, and process improvement. The role requires at least one year of professional experience, excellent organization and communication, and onsite work five days per week.

Leads the global recruiting coordination function for internship, new graduate, and entry-level hiring while managing and developing a coordinator team. The role requires recruiting operations experience, strong process and stakeholder-management skills, and at least one year of people leadership.

Own full-lifecycle recruiting across sourcing, screening, interview coordination, negotiation, and closing while partnering with leadership to improve hiring processes. The role requires 2–5 years of recruiting experience, strong sourcing and closing skills, and the ability to manage multiple searches independently.

Leads the strategy, infrastructure, and team responsible for university recruiting and internship programs across technical and business functions. Requires significant experience scaling early-career talent programs, strong operational and stakeholder-management skills, and executive presence.

Leads the operational training function for Zoox’s remote and ground Fleet Operations workforce, including certification, quality, LMS systems, infrastructure, and a distributed training organization. Requires 10+ years in operational training and 3+ years managing training staff.

Own and evolve global compensation, equity, benefits, job architecture, and leveling systems for a rapidly scaling, distributed AI company. The role requires 5+ years in compensation or total rewards, scalable systems experience, and strong analytical and leadership-partnering skills.

Leads technical talent sourcing for engineering and leadership roles, partnering with recruiters and hiring managers to build pipelines, advise on talent markets, analyze sourcing performance, and mentor sourcers. Requires 7+ years of technical sourcing experience and strong knowledge of engineering roles.

Owns the strategy, launch, renewal, vendor management, and ongoing operation of benefits programs across assigned countries for Rippling’s global Employer of Record product. Requires 7+ years of global benefits experience and strong cross-functional execution skills.

Recruiter supporting General & Administrative hiring by sourcing, screening, and closing candidates while partnering with leaders to improve interview processes and candidate experience. Requires 2–5 years of full-lifecycle recruiting experience and strong sourcing, negotiation, and organizational skills.

Principal Recruiter serving as the first Singapore-based Talent Acquisition partner, owning APJ Go-to-Market hiring and complex senior searches. The role advises regional executives, builds talent networks, and uses market intelligence to shape hiring strategy.

Leads global People Operations and HR service delivery across the employee lifecycle, owning systems architecture, Workday partnership, operational integrity, automation, and team development. Requires 10+ years in People Operations or HR Shared Services and substantial experience scaling teams and processes.

Senior HR Business Partner supporting People, Communications, and G&A leaders through coaching, employee relations, organizational design, workforce planning, and scalable people programs. Requires high-growth technology experience and strong North American employment-law knowledge.

Owns Nuro’s U.S. immigration program and internal global mobility coordination, managing case workflows, compliance deadlines, audits, and employee support. Requires 3+ years of relevant experience and hands-on knowledge of H-1B, OPT, TN, O-1, and PERM cases.

Senior HR Business Partner supporting Engineering leaders through organizational strategy, employee relations, manager coaching, talent programs, and compensation processes. Requires 7+ years of HRBP experience, strong business acumen, data-driven judgment, and hands-on use of AI-enabled tools.

Sources and engages passive candidates for high-priority roles, builds qualified talent pipelines, and partners with recruiters on candidate handoffs. Requires 3+ years of sourcing or recruiting experience, advanced search expertise, and strong communication skills.

Leads Kaizen’s recruiting function, scaling its systems and team while personally closing senior and executive searches across engineering, go-to-market, operations, and design. Requires experience building talent organizations, managing recruiting teams, partnering with founders, and sourcing hard-to-reach candidates.

Conducts high-volume, full-cycle recruiting for clinical and operations roles in a scaling digital health company. Requires 4+ years of recruiting experience, healthcare or high-growth exposure, and proficiency with LinkedIn, Lever, and Google Workspace.

Own full-cycle recruiting for federal sales, G&A, and operations while building relationship-driven talent pipelines for specialized roles. The position requires 5+ years of recruiting experience, strong sourcing skills, AI fluency, and comfort operating independently in an ambiguous startup environment.

Sources and assesses high-caliber GTM talent for critical revenue roles, partnering with sales leaders on hiring strategy and market intelligence. Requires B2B SaaS or enterprise recruiting experience, MEDDIC/MEDDPICC fluency, strong outbound sourcing, and a data-driven approach.

Sources and assesses high-impact GTM talent for a scaling enterprise software sales organization. The role partners with GTM leaders, conducts deep competency interviews using MEDDIC/MEDDPICC principles, and optimizes recruiting operations through market intelligence and funnel metrics.

The Associate Recruiter will source passive candidates and manage full-lifecycle recruiting across technical and non-technical roles. The role requires strong sourcing expertise, analytical and organizational skills, excellent communication, and the ability to manage shifting priorities in a high-volume environment.

Provides comprehensive administrative and operational support to senior GTM leaders, including scheduling, communications, travel, events, expenses, and ad hoc projects. Requires exceptional organization, discretion, communication, and executive-support experience.

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

Partners strategically with Engineering and Product leaders to improve organizational health, manager effectiveness, leadership capability, and team design as technical organizations scale. Requires extensive People Business Partner or organizational development experience in a technical environment.

Senior People Business Partner supporting go-to-market leaders through organizational-health diagnosis, leadership development, coaching, org design, succession planning, and change management. The role requires 12+ years of senior People or HR Business Partner experience, or 8+ years with a related advanced degree.

Leads end-to-end recruiting across business functions while managing and coaching a distributed recruiting team. Requires 7+ years of technical recruiting experience, enterprise GTM hiring expertise, and strong stakeholder-management skills.

Own and improve centralized recruiting programs, leading change management, enablement, training, cross-functional initiatives, and data-driven operational improvements. Requires program and project management expertise, AI tool experience, strong communication, and preferably six or more years in recruiting.

Leads full-cycle recruiting strategy for GTM and G&A organizations, partnering with executives, building talent pipelines, and using recruiting analytics to improve hiring outcomes. Requires 5+ years of recruiting experience and hybrid work from San Mateo.

The Business Recruiter will lead full-cycle recruiting for Go-To-Market and G&A teams, advise hiring managers, source active and passive candidates, and improve recruiting processes. The role requires at least two years of recruiting experience and is hybrid in San Mateo.

Owns core people operations, including employee lifecycle processes, payroll coordination, HR systems, benefits support, and process improvement. Requires 4+ years of HR operations experience, strong judgment, attention to detail, and independent execution in a fast-paced environment.