Own and scale the operational backbone of the People function, bringing HR operations in-house and building reliable systems for onboarding, benefits, leave, compliance, and employee support. The role requires 6+ years of People Operations experience, HRIS ownership, and California employment-law knowledge.

Leads global HRBP strategy for R&D, partnering with technical executives to shape AI-native organizational design, talent systems, succession planning, and change initiatives. Requires 15+ years of progressive HR experience and 5+ years leading HRBP teams supporting technical organizations.

The Senior Sales Recruiter will own end-to-end hiring for sales teams across EMEA, partnering with regional leaders to source, attract, and close high-performing candidates. The role requires at least three years of sales recruiting experience, strong influencing skills, and professional fluency in English and German.

Leads the recruiting and people operations pod for a rapidly scaling fellowship, owning high-volume selection, the employer-of-record employee lifecycle, compliance, and employee relations. Requires 5+ years across recruiting and HR operations, people-management experience, and demonstrated use of AI and automation.

Owns enterprise-wide learning programs, including onboarding, education initiatives, and LMS operations. The role requires 4+ years of generalist Learning & Development experience, instructional design expertise, program management skills, and experience measuring learning effectiveness.

Owns global People Operations processes across India, the US, and EOR populations, including employee lifecycle transactions, HRIS data integrity, compliance, and process improvement. Requires a bachelor’s degree, 5+ years of People Operations experience, and hands-on HRIS expertise.

Supports New York office operations and People & Culture initiatives, including events, benefits administration, employee experience, and workplace coordination. The role suits an organized, proactive early-career professional with strong interpersonal skills and 0–2 years of experience.

Technical Recruiter supporting full-cycle hiring across R&D, Engineering, Product, Data, and AI initiatives on a 12-month project. The role requires complex technical recruiting experience, AI/ML talent-market familiarity, strong sourcing, and data-driven hiring-manager partnership.

Own end-to-end recruiting across technical and non-technical roles, partnering closely with hiring managers and closing candidates in a fast-growing fintech startup. The role requires 4–6 years of full-cycle recruiting experience, strong sourcing and closing skills, and the ability to manage multiple requisitions independently.

Leads strategic talent discovery and pipeline development for specialized technical and corporate hiring, using market intelligence, advanced sourcing platforms, and AI-powered workflows. Requires 8+ years of sourcing experience and strong consultative partnership, analytics, and stakeholder-influence skills.

Senior executive sourcer will develop market intelligence, proactive pipelines, and AI-powered sourcing systems for specialized engineering and technical hiring. The role requires 8+ years of technical sourcing experience and expertise engaging passive, cleared, and niche talent.

Leads technical talent discovery and market intelligence for specialized aircraft engineering hiring. The role requires 8+ years of technical sourcing experience, advanced sourcing-platform expertise, and hands-on use of AI workflows and automation.

Supports employee lifecycle and HR operations across the APJC region while improving workflows through automation and AI-assisted solutions. The role requires strong organization, data skills, communication, and attention to detail.

Own end-to-end technical recruiting for a startup, partnering directly with leadership and hiring managers across engineering, product, design, and customer success. The role requires 3+ years of in-house technical recruiting experience, strong outbound sourcing, technical literacy, and comfort working autonomously.

Own and automate global People Operations processes across the employee lifecycle, including HRIS workflows, onboarding, mobility, and offboarding. The role requires hands-on systems-building experience, strong process design and documentation skills, and comfort operating across countries and entities.

Own and scale Hex’s recruiting infrastructure, analytics, workflows, and AI automation while improving process adoption and candidate experience. The role requires 6+ years in recruiting or talent operations and strong ATS administration, workflow-building, and analytical capabilities.

Leads targeted, full-cycle sourcing and recruiting for difficult-to-fill GTM roles, focusing on passive candidates across Sales, Customer Experience, Marketing, and Business Operations. Requires 5+ years of recruiting experience, strong GTM acumen, and demonstrated outbound sourcing success.

Leads the people function across performance, employee relations, policies, benefits, HR systems, engagement, and onboarding while managing Talent & Recruiting. Requires 10+ years of progressive people operations and HR partnering experience, including hands-on work in a small company.

Business Recruiter responsible for partnering with hiring managers, sourcing and screening candidates, and managing 8–10 requisitions in a high-growth environment. Requires 3+ years of full-cycle recruiting experience and experience hiring for G&A or GTM functions.

Leads employee listening, engagement analytics, onboarding, talent programs, and People Experience initiatives while advising leaders and HRBPs. Requires a bachelor's degree, 3+ years of relevant People/HR or program management experience, strong analytics and communication skills, and HRIS and reporting-tool proficiency.

Supports semi-monthly payroll processing, employee benefits administration, compliance, recordkeeping, and employee inquiries for a hybrid New York City People team. Requires 1–2 years of payroll and benefits experience, ADP or comparable HRIS expertise, and strong Excel skills.

Leads strategic HR partnership for Finance, Legal, Operations, and People organizations, owning organizational design, workforce planning, performance management, talent development, culture, and employee relations. Requires 10+ years in HR or People Operations and strong experience influencing senior leaders.

Manages compensation programs spanning hourly wage structures, multi-jurisdictional compliance, sales incentive plans, pay equity, and executive reporting. Requires 7+ years of compensation experience, strong sales compensation expertise, advanced spreadsheet modeling, and Workday configuration experience.

Source and engage exceptional candidates for complex, high-volume recruiting needs while partnering with recruiters and stakeholders on strategic talent searches. The role requires at least three years of recruiting or sourcing experience and strong candidate engagement skills.

Own full-cycle recruiting for Legal Engineering and additional Sales and Operations roles, partnering with founders and hiring managers to build teams and scalable recruiting processes. The role requires 5+ years of recruiting experience, strong communication, and comfort in a fast-paced hybrid startup environment.

Own and improve recruiting systems, workflows, data infrastructure, and automation at Rillet. The role suits a hands-on operator who can build practical tools, diagnose process issues, and drive adoption across the recruiting team.

Tech Recruiter responsible for scaling technology hiring across APAC, managing full-cycle recruitment, advising leadership, and building recruiting strategies and pipelines. Requires 6–10 years of recruiting experience, strong stakeholder partnership, data-driven process improvement, and professional Mandarin fluency.

The Sales Recruiter will build recruiting strategies and deliver high-quality hires across evolving go-to-market and customer-facing roles. The role partners closely with Sales leadership, using sourcing, market research, assessment design, and recruiting data to improve hiring outcomes.

Owns people data, reporting, HRIS governance, benefits administration, and employee records for a rapidly scaling, multi-country organization. The role requires 5+ years of people analytics and reporting experience, HRIS implementation expertise, and strong data-quality and operational skills.

Own the end-to-end Sales recruiting engine, beginning with Enterprise Account Executives and expanding across the revenue organization. The role requires 5+ years of full-cycle recruiting experience, strong outbound sourcing, sharp sales-talent calibration, and the ability to partner directly with sales leadership.

Coordinates high-volume interviews and candidate experience while supporting sourcing across engineering, GTM, and G&A searches. The role requires recruiting coordination experience, strong organization and communication, and familiarity with applicant tracking and sourcing tools.

Build and lead the foundational People function for a rapidly scaling AI healthcare company, spanning performance, development, culture, compensation, workforce planning, and hiring. The role suits a pragmatic, entrepreneurial player-coach with strong interpersonal skills and exposure to recruiting or people development.

Own full-cycle recruiting for go-to-market teams, partnering with Sales leaders to build talent pipelines, calibrate hiring profiles, and improve recruiting operations. The role requires 5+ years of recruiting experience, strong GTM talent expertise, consultative influence, and data-driven process management.

This role improves talent acquisition strategy and operations by sourcing candidates, redesigning evaluation processes, analyzing recruiting funnels, and building talent-brand campaigns. It suits an early-career operator with strong judgment, writing, relationship-building, and analytical skills.

Supports HR operations across onboarding, employee support, payroll, benefits, reporting, and compliance. The role requires at least two years of HR operations experience, payroll coordination, HRIS expertise, and required Sequoia experience.

The Talent Acquisition Partner will recruit go-to-market and technical talent, build proactive candidate pipelines, and partner with business leaders on hiring strategy and candidate experience. The role requires 5+ years of recruiting experience, sourcing expertise, and proficiency with recruiting technology and metrics.

Coordinates R&D recruiting logistics, candidate hosting, ATS administration, hiring metrics, and process improvements. The role requires at least two years of recruiting or talent operations experience, strong organization, reliable follow-through, and comfort supporting a fast-moving technical team.

Sales Recruiter responsible for building recruiting processes, partnering with go-to-market leaders, sourcing and closing candidates, and maintaining a strong talent pipeline. The role requires in-house recruiting experience, hiring manager partnership skills, and success recruiting sales talent in high-growth environments.

The Recruiter will source and hire technical talent, own the full-cycle recruiting process, strengthen recruiting infrastructure, and grow the talent brand and community. The role requires 3–5 years of technical recruiting experience, including in-house startup experience.

Partners with managers to provide coaching on performance management, career development, employee relations, and change navigation. Analyzes data for process improvements and ensures compliance with US employment laws in a fast-scaling tech environment.

Own full-cycle recruiting and hiring strategy for Frontend and Fullstack Engineering teams across AMER. The role partners with stakeholders and recruiting analytics to build diverse pipelines, improve hiring processes, and deliver a strong candidate experience.

Leads the People lifecycle for mergers and acquisitions, from HR due diligence through post-close integration, while coordinating cross-functional teams and retaining acquired talent. Requires 6–10+ years of HR M&A experience, strong project management, HR fluency, and influence without authority.

Partners with leaders and managers on organizational effectiveness, employee relations, talent programs, and engagement while helping transform HRBP workflows through AI and people analytics. Requires a bachelor's degree, substantial HRBP or HR Generalist experience, and expertise supporting global teams.

The Talent Acquisition Specialist II leads full-cycle recruiting for sales roles, partnering with hiring managers and business leaders to develop talent strategies, source candidates, and improve hiring outcomes. The role requires at least three years of sales recruitment experience and strong data, communication, and stakeholder-management skills.

Leads enterprise People Operations transformation while overseeing HRIS Operations and People Services. The role requires 10+ years in people or process operations, experience leading managers, HR technology expertise, and strong operational excellence and stakeholder-management skills.

This hands-on HR business partner will run core people processes, implement and configure Rippling, manage performance and career programs, and support benefits and immigration operations. The role requires 8+ years of HR/HRBP experience and demonstrated success building processes in a growth-stage company.

Supports employer branding, recruitment marketing, people operations, employee engagement, and workplace events for the company’s growing Pakistan team. The role requires a bachelor’s degree, 2–5 years of relevant experience, strong communication and organizational skills, and the ability to coordinate cross-functional programs.

Owns Bestow’s total rewards function across compensation, equity, benefits, benchmarking, and compensation cycles. The role requires 5–8+ years of experience, strong analytical skills, hands-on Pave or similar platform expertise, and close partnership with Finance, Legal, and leadership.

The Founding GTM Recruiter will build and lead recruiting pipelines for commercial roles across Japan, partnering with senior GTM leaders to map talent, shape hiring strategy, and close exceptional candidates. The role requires high-growth technology recruiting experience, strong market knowledge, and fluency in Japanese and English.

Coordinates international recruiting and people operations across APAC, Japan, and MENA, managing interviews, candidate communications, onboarding, HR systems, and operational reporting. Requires a bachelor’s degree, 1–3 years of recruiting operations experience, strong organization, and comfort with ATS and HRIS platforms.