Partners with organizational leaders to improve manager effectiveness, performance outcomes, and team health during rapid growth. The role requires 7+ years of HRBP experience, strong coaching and influencing skills, independent judgment, and a pragmatic business approach.

Own full-cycle recruiting for global Operations and corporate-function roles, partnering with leaders on hiring strategy, sourcing, and candidate experience. The role requires approximately three years of recruiting experience, strong stakeholder management, and the ability to build scalable processes in a fast-paced remote environment.

Leads global workplace strategy, office portfolio management, events, vendors, budgets, and employee engagement across 10 locations. Requires 10+ years of workplace or facilities experience, 7+ years managing people and managers, and substantial international commercial real estate expertise.

Leads and develops Talent Acquisition Partners while shaping recruiting strategy, advising senior business leaders, and improving hiring performance through data and market intelligence. Requires 8+ years of full-cycle recruiting experience and at least 2–5+ years leading recruiting teams.

Coordinates interviews, candidate communications, background checks, recruiting systems, offers, and talent acquisition operations. The role requires at least two years of corporate experience, recruiting or HR experience, and familiarity with ATS or CRM platforms.

The Business Recruiter will own full-cycle hiring for business and operations functions, building elite talent pipelines, partnering with executives, and closing high-caliber candidates. The role requires 2–5+ years of agency or in-house recruiting experience and comfort in a fast-paced, five-day in-office environment.

Leads full-cycle recruiting for G&A functions including Recruiting and Risk, partnering with senior leaders on search strategy, talent assessment, sourcing, and closing. Requires 5+ years of recruiting experience and strong judgment in complex or specialized searches.

Leads Harvey’s global benefits and leave strategy across the United States and international markets, while managing the benefits team, vendors, annual program cycles, compliance, and budget. Requires 10+ years in benefits, international experience, and strong plan-design, financial, and team leadership expertise.

Sources and engages candidates across diverse functions, manages high-volume pipelines, and partners with recruiters to support rapid hiring. Requires 2+ years of sourcing experience, strong written communication, ATS proficiency, and a creative, organized approach.

Partners with Engineering and Product leaders to shape talent strategy, organizational design, performance, compensation, and employee relations. Requires 2–5 years of technology HRBP experience, direct ownership of compensation and leveling, strong coaching and influencing skills, and comfort using workforce data and AI tools.

Own fal’s global mobility and immigration function, managing employment-based cases, counsel, vendors, policies, compliance, and automation across the Americas, EMEA, and APAC. The role requires U.S. bar admission and deep hands-on experience with U.S. and Canadian immigration matters.

The Senior Business Recruiter will lead full-cycle hiring for go-to-market functions including Sales, Customer Success, Partnerships, and Revenue Operations across North America. The role requires 5+ years of recruiting experience, strong sourcing skills, and the ability to advise senior stakeholders in a high-growth technology environment.

Leads and transforms the talent acquisition function through full-cycle recruiting, strategic sourcing, recruiting technology ownership, and AI-enabled workflow automation. The role partners with hiring managers and leadership and requires at least six years of technology recruiting experience, including go-to-market hiring.

Leads India and Asia-Pacific recruiting for Engineering and IT, managing recruiting leaders and owning senior technical searches. The role requires deep India technology-market knowledge, experience scaling distributed recruiting organizations, and data-driven talent strategy expertise.

Coordinates high-volume recruiting operations, including interview scheduling, candidate communications, ATS accuracy, and offer logistics. The role requires 1–3 years of recruiting coordination or comparable operations experience, strong organization, judgment, and communication skills.

Sources, vets, and onboards specialized experts to build the supply side of an AI data-services business. The role requires 2–5 years of high-volume recruiting experience, sourcing-tool expertise, AI workflow fluency, and ownership of funnel metrics.

Sources, vets, and onboards specialized AI annotators and domain experts while building scalable sourcing channels and maintaining an engaged expert roster. The role requires 2–5 years of high-volume recruiting experience, sourcing-tool expertise, and comfort with AI workflows and funnel metrics.

Own end-to-end recruiting for technical go-to-market, business operations, and planning roles supporting Crusoe’s Spark business. The contract recruiter will advise senior stakeholders, source hard-to-find talent, manage complex requisitions, and assess both technical fluency and customer-facing capability.

Senior individual contributor responsible for sourcing and engaging exceptional talent across technical, product, leadership, and specialized searches. The role requires 6+ years of sourcing or recruiting experience, advanced talent research capabilities, and technical fluency.

Supports engineering intern and new graduate hiring through full-cycle recruiting, university programs, team matching, and recruiting events. The role requires experience advising engineering leaders, managing high-volume technical recruiting, and using AI to improve recruiting processes.

Own full-cycle corporate recruiting across Engineering, Product, Operations, Marketing, and other functions. The role requires 5+ years of recruiting experience, startup experience, strong sourcing capabilities, an NYC tech network, and extensive Ashby expertise.

Serves as a strategic HR advisor to managers and employees, leading employee relations, talent and performance management, compliance, compensation support, and HR analytics. Requires a bachelor’s degree and 5–10+ years of HR experience, including HRBP experience supporting engineering, product, and design teams.

Coordinates high-volume recruiting operations, including interviews, candidate communication, travel, and stakeholder scheduling across multiple recruiting functions. Requires at least two years of recruiting coordination experience, strong organization, and excellent communication skills.

Manages global immigration cases, compliance, relocations, vendors, and employee support for a growing technology company. Requires 5+ years of multinational immigration experience and strong expertise in U.S. employment-based visa programs.

Own recruiting operations for the New York City team, including interview scheduling, Ashby data integrity, candidate experience, onsite execution, reporting, and workflow automation. The role requires 3+ years in recruiting, HR, project, or similar operations and hands-on AI automation experience.

Own full-lifecycle recruiting and help build Mintlify’s talent foundation as its second Talent team member. The role partners with founders and hiring managers, sources passive talent, improves recruiting operations, and closes high-impact hires.

Leads enterprise People programs spanning performance and compensation cycles, employee listening, GenAI adoption, engagement planning, and employee resource groups. This individual contributor director role requires 10+ years of related experience, strategic systems thinking, senior stakeholder influence, and strong execution.

Leads the company’s Total Rewards, HRIS, and People Data strategy, building scalable compensation, benefits, systems, and analytics programs while managing the function’s team, budget, and vendors. Requires 10+ years in total rewards or a related HR discipline and experience in high-growth organizations.

Own full-cycle recruiting for Ramp’s UK GTM expansion, hiring across sales, solutions consulting, partnerships, and customer success. The role requires 5+ years of GTM or sales recruiting experience, strong UK market knowledge, exceptional sourcing and closing judgment, and the ability to influence senior leaders.

Design and deliver evidence-based training and assessments for a distributed workforce producing human data for AI projects. The role requires 3–6 years of operational training experience, strong live facilitation, adult-learning expertise, and the ability to measure programmes against quality and throughput outcomes.

The Senior People Business Partner coaches managers, leads complex employee relations and performance matters, and partners across North America to improve team effectiveness. The role also helps build a scalable Regional HRBP model and values sound judgment, adaptability, and experience with US employment practices.

Own end-to-end recruiting across commercial, technical, product, and engineering functions, initially focusing on go-to-market hiring. The role requires strong sourcing, full-cycle recruiting, candidate communication, and familiarity with the London and/or New York talent markets.

Leads full-cycle recruiting for Business and Go-to-Market teams across EMEA, partnering with senior stakeholders and developing sourcing and hiring strategies. Requires 7+ years of recruiting experience, SaaS and scaling-tech knowledge, and fluency in French.

Leads APAC payroll operations, managing specialists, compliance, external partners, and scalable processes across multiple countries. Requires 7+ years of global payroll experience, team-management experience, client-facing expertise, and strong knowledge of APAC payroll regulations.

Contract Recruiter responsible for scaling North American go-to-market hiring through full-cycle recruiting, talent sourcing, hiring-manager partnership, and candidate experience management. Requires 5+ years of recruiting experience, including work in high-growth technology startups and B2B SaaS GTM functions.

Leads Instacart’s broad-based compensation strategy, programs, equity approach, and international expansion work while advising senior leaders and managing a compensation team. Requires 10+ years of progressive compensation experience, deep equity expertise, and experience supporting large R&D or Engineering organizations.

Own end-to-end recruiting for Sales roles across EU and UK markets, developing data-driven sourcing strategies, talent pools, and scalable hiring processes. The role requires autonomous full-cycle recruiting experience in B2B SaaS and strong partnership with senior leaders.

Serve as the first senior strategic HR partner for leaders across a rapidly scaling company, owning organizational design, employee relations, performance and compensation cycles, and manager coaching. The role requires 7+ years in high-growth HRBP or People Partner roles, strong U.S. employment expertise, and data and AI fluency.

Coordinates high-volume interview processes while owning and improving the recruiting systems, data, workflows, and automation that support scalable hiring. The role requires strong organization, communication, operational judgment, and comfort with ATS configuration and recruiting metrics.

Own end-to-end recruiting for scarce engineering, manufacturing, hardware, and operations talent supporting Crusoe’s Spark business. The role requires 5+ years of full-cycle recruiting experience, strong passive-sourcing and market-mapping skills, and the ability to partner with senior technical hiring managers.

Owns full-cycle recruiting for ML, robotics, infrastructure, autonomy, and software engineering teams while partnering with engineering leaders on hiring strategy. Requires at least two years of in-house technical recruiting experience and strong direct-sourcing capabilities.

Leads enterprise compensation program portfolios, designing scalable governance, automation, and self-service tooling while advising leadership on market positioning, pay equity, and organizational design. Requires substantial compensation experience, quantitative rigor, and fluency with compensation, HRIS, and analytics systems.

Coordinates end-to-end interviews, candidate communications, scheduling logistics, and onboarding support for a fast-growing talent team. The role requires 1–3 years of relevant coordination or operational experience, strong organization and communication skills, and familiarity with applicant tracking and scheduling tools.

Senior recruiting coordinator supporting complex global interview scheduling, candidate travel, and Talent Acquisition operations across EMEA. The role requires at least five years of recruiting coordination experience, strong ATS and logistics expertise, and excellent judgment, organization, and communication skills.

Sources and engages exceptional passive and active talent for complex, high-volume recruiting needs while partnering with recruiters and stakeholders. Requires 3+ years of recruiting or sourcing experience and demonstrated success converting passive prospects into candidates.

Leads full-cycle recruiting across technical and non-technical functions, building proactive pipelines for both defined and ambiguous roles. Requires 3+ years of recruiting experience, strong sourcing, and the ability to partner effectively with hiring managers in a high-growth environment.

Leads end-to-end technical recruiting for engineering, security, data, and AI/ML roles while partnering with senior stakeholders on hiring strategy, sourcing, interviews, and offers. Requires 10+ years of full-cycle technical recruiting experience and strong recruiting analytics and communication skills.

Leads the global People Business Partner organization and advises executive leadership on organizational design, talent strategy, performance, succession, and scaling. Requires 10+ years of HR experience, senior HRBP leadership in a high-growth technology company, and experience spanning GTM and R&D organizations.

Recruiter responsible for scaling G&A and GTM teams through full-cycle recruiting, sourcing, talent mapping, and candidate evaluation. The role partners strategically with hiring managers and requires at least one year of high-volume recruiting experience plus a relevant bachelor’s degree.

Recruits for Operations and Customer Support teams by partnering with hiring managers, sourcing passive candidates via LinkedIn, owning full-cycle hiring, and ensuring excellent candidate experiences. Requires 1+ years high-volume recruiting experience and BS degree; hybrid in Salt Lake City office 3 days/week.