Own end-to-end recruiting for GTM roles across North America and Europe, partnering with senior commercial leaders to build pipelines and close high-impact hires. The role requires 5+ years of full-cycle recruiting experience, strong direct sourcing skills, and expertise evaluating enterprise sales and technical commercial talent.

Own end-to-end recruiting for engineering and technical roles, partnering with senior engineering leaders to build sourcing strategies and pipelines across North America and Europe. The role requires 5+ years of full-cycle recruiting experience and strong technical talent sourcing skills.

Owns end-to-end recruiting for senior engineering management and individual contributor roles, including sourcing, candidate calibration, stakeholder alignment, closing, and compensation negotiation. Requires 8+ years of software engineering hiring experience, including Staff+ and Director-level recruiting.

Leads regional HR partnership and recruiting across North America and Europe, advising leaders on complex people matters while managing external employment partners and company-wide HR initiatives. Requires 10+ years of progressive HR experience, strong generalist expertise, and multi-country operational experience.

Own full-cycle recruiting and hiring strategy for expanding go-to-market teams across APAC. The role partners with senior leaders, drives strategic sourcing and talent-market analysis, and uses recruiting data and technology to scale hiring.

Coordinates end-to-end candidate experience, manages interview scheduling and ATS data in Ashby, and supports recruiting projects to scale hiring. Requires 1+ year in recruiting/admin role, strong organization, and onsite presence 4-5 days/week.

Build Orchard’s recruiting and people operations function as its first dedicated hire, personally leading critical technical and operations recruiting while establishing scalable HR systems, benefits, onboarding, compliance, and culture processes. The role requires startup recruiting ownership, strong sourcing ability, and hands-on people operations experience.

Senior HR Business Partner supporting Engineering and Product leaders on talent strategy, organizational design, manager coaching, performance, and complex people matters. The role requires 8+ years of HRBP experience, startup experience, and a track record of building people programs from 0 to 1.

Owns full-lifecycle recruiting for complex, senior-level searches across corporate functions, partnering with senior leaders to build pipelines and improve recruiting processes. The role requires 8+ years of technology recruiting experience, strong sourcing and analytics capabilities, and success closing hard-to-attract candidates.

Leads People Operations and People Systems strategy, HRIS governance, employee-lifecycle process improvement, compliance, analytics, and AI adoption. The role requires 8+ years of progressive People Operations experience, including leadership of HRIS or People Systems teams.

Leads the People Partner function supporting Product, Design, and Engineering, advising executive leaders through growth, reorganization, and change while developing a high-performing team. Requires substantial People Partner leadership experience, executive partnership, and fluency in technical and design organizations.

Leads a large, distributed provider enrollment operation across government and commercial payers, improving application throughput and reducing denials. Requires extensive enrollment experience, large-team people leadership, and familiarity with CAQH, PECOS, and workflow tools.

The Corporate Recruiter will manage full-cycle recruiting for People and Finance functions, develop talent pipelines, and partner with hiring managers on search strategy. The role requires at least three years of recruiting experience, strong sourcing expertise, and excellent stakeholder communication.

Serves as a strategic people partner to senior Engineering and Product leaders, driving organizational design, workforce and talent strategy, leadership effectiveness, analytics, and M&A integration. Requires 12+ years of HR Business Partner experience supporting highly technical organizations and a bachelor's degree.

Own People Operations systems, process transformation, data governance, compliance, and technology programs in a high-growth technology environment. The role partners across Payroll, Finance, IT, Legal, vendors, and People leadership to build scalable, documented, and user-friendly operations.

Owns the design, governance, compliance, and continuous improvement of global employee benefits programs. The role leads ambiguous cross-functional initiatives, manages vendors and brokers, analyzes program costs, and communicates recommendations across People, Finance, Legal, and regional teams.

The Recruiter will lead full-cycle hiring for go-to-market functions in Singapore and across APAC, partnering with executives and hiring managers to build talent strategies and representative pipelines. The role requires 5+ years of in-house recruiting experience, advanced sourcing skills, and SaaS or scaling technology expertise.

Leads the systems, programs, and operational infrastructure that support a growing technology company’s workforce, including benefits, immigration, compliance, policies, and employee operations. Requires 7+ years of end-to-end People Operations or HR experience in a fast-growing startup or tech environment.

Serves as the primary resource for employee lifecycle questions, documentation, HRIS data integrity, and compliance processes. The role requires 2+ years of People Operations experience, strong judgment, analytical skills, and process improvement expertise.

Leads full-cycle recruiting for technical, business, and go-to-market roles, partnering with senior stakeholders on complex searches and hiring strategy. The role requires 7+ years of recruiting experience, strong technical talent-market expertise, data-driven execution, and informal team leadership.

Own and build scalable HR operations infrastructure for a distributed workforce, including HRIS, payroll, benefits, employee lifecycle processes, reporting, and compliance. The role requires 4+ years of HR operations experience, HRIS ownership, U.S. employment-law knowledge, and comfort operating in a fast-growing startup.

The Technical Recruiter will own full-cycle hiring for technical teams across APAC and Canada, sourcing and assessing candidates while partnering with hiring managers and founders. The role requires at least 3 years of technical recruiting experience, including contract hiring across APAC.

Coordinates interviews, candidate logistics, sourcing, screening, and recruiting operations for go-to-market hiring in a B2B SaaS environment. Requires 2+ years of talent acquisition experience and familiarity with ATS, HRIS, scheduling, and sourcing tools.

The Senior GTM Recruiter will lead full-cycle recruiting across go-to-market, general and administrative, enterprise, and operations teams. The role requires at least 3 years of recruiting experience, strong stakeholder and project management skills, and experience scaling software or high-growth technology organizations.

Coordinates global talent-management operations, including performance cycles, employee surveys, succession reviews, and administration of an AI-driven 360 platform. The role requires 5+ years of HR or program-management experience, strong operational discipline, Workday familiarity, and effective cross-functional communication.

Owns HRBP partnerships, employee relations, performance and talent programs, manager coaching, and people operations while improving HR systems and automating workflows. The role requires 5–8 years of HR experience, including substantial HRBP experience, startup or high-growth exposure, and strong business acumen.

This generalist People role coordinates high-volume recruiting across Europe and India, manages HR administration, and runs day-to-day Amsterdam office operations. It requires strong organization, communication, confidentiality, autonomy, and comfort working onsite four to five days per week.

Supports HR operations for employees and foreign nationals in Serbia, including immigration documentation, government submissions, employee records, HRIS updates, and local compliance. The role requires 2–5+ years of relevant experience, fluent Serbian, and strong confidentiality and communication skills.

Coordinates end-to-end interviews, candidate communications, onsite logistics, and ATS operations while partnering with recruiters and hiring teams. The role requires at least two years of scheduling or ATS experience, strong organization, responsiveness, and familiarity with technical recruiting processes.

Strategic HR Business Partner supporting leaders through high-growth and high-change conditions. The role builds performance, accountability, culture, communication, and leadership-judgment systems while handling sensitive employee situations with independent judgment.

Runs day-to-day People Operations workflows, systems, benefits, compliance, vendors, and company-wide people programs. The role requires 4–6+ years of HR Operations or generalist experience, strong program management and systems-thinking skills, and experience with automation and AI tools.

Leads business recruiting strategy across corporate and provider-facing functions, manages senior recruiters, and advises executives on workforce planning, organizational design, and hiring decisions. Requires 12+ years of recruiting experience, strong people leadership, executive influence, and hands-on search expertise.

Own Vapi’s candidate-facing recruiting programs, including employer brand, technical events, referrals, early-career pipelines, and talent community development. The role requires strong event execution, recruiting analytics, writing, and the ability to build a function from scratch in a fast-growing AI startup.

Leads full-cycle recruiting for senior technical, engineering leadership, and go-to-market roles while building proactive talent pipelines and scalable recruiting operations. Requires 6+ years of technical recruiting experience, strong sourcing expertise, and the ability to partner strategically with hiring leaders in a high-growth SaaS environment.

Own the execution of People Operations, including offers, onboarding, immigration coordination, employee records, and process improvement. The role requires 3–6 years of relevant experience, strong organization and communication, discretion, and comfort operating in a fast-paced startup.

The People Associate will support recruiting coordination, onboarding, people operations, office management, and employee events while helping scale the San Francisco workplace. The role requires at least three years of relevant experience, meticulous execution, and familiarity with people-team systems and workflows.

Leads people strategy for the R&D organization, advising executive technical leadership on organizational design, career architecture, culture, workforce planning, and talent programs. Requires 8+ years of HR experience, including senior R&D partnering in a high-growth technology or SaaS environment.

Partners with Product Management and Product Design leaders on performance, organizational change, talent programs, employee relations, and workforce insights. The role requires 10+ years of People Partner or HRBP experience in high-growth technology organizations, strong execution, judgment, and data fluency.

Processes compensation-related HR transactions, validates data across HR and payroll systems, produces reports, and improves shared-services procedures. Requires 4+ years in HR Operations or Shared Services, strong spreadsheet skills, compensation knowledge, and proficiency with HRMS and ticketing tools.

Build and lead the company’s total rewards function, covering compensation philosophy, equity programs, benefits, job architecture, and review cycles. The role partners with founders, People, Finance, and Recruiting and requires at least six years of relevant experience in a high-growth technology or SaaS company.

Own full-cycle recruiting and hiring strategy for Stripe’s expanding GTM teams in EMEA. The role partners with senior leaders, uses recruiting data and market insights, and delivers strategic sourcing and candidate experience initiatives.

Owns full-cycle recruiting for critical technical roles, partnering with hiring managers to source, assess, and close exceptional talent. Requires 7+ years of recruiting experience, strong technical sourcing judgment, and the ability to operate independently in a fast-moving technology startup.

Own full-cycle recruiting for technical go-to-market and field engineering roles in Singapore, partnering with senior leaders on sourcing, talent strategy, and closing. The role requires technical recruiting experience in software, data, or AI and the ability to scale teams in a high-growth environment.

Build and manage university recruiting programs, including campus strategy, events, candidate pipelines, internship operations, and full-cycle recruiting for interns and new graduates. Requires 5+ years of university recruiting experience, strong communication, data-driven problem-solving, and cross-functional collaboration.

The HR Operations Coordinator manages onboarding, payroll data, employee changes, terminations, and HR support for clients and employees in an international EOR model. The role requires at least three years of HR operations experience, HRIS and ticketing-system proficiency, strong organization, and excellent communication.

Own complex full-cycle technical recruiting for senior individual contributors through director-level roles, partnering with engineering leaders and executives. The role requires 8+ years of experience, expert sourcing and closing skills, and strong judgment in compensation, leveling, and stakeholder management.

Leads full-cycle recruiting across Product, Data Science, and Fin/Ops, partnering with hiring managers to develop sourcing strategies and deliver strong candidate experiences. Requires a bachelor's degree or equivalent, 5+ years of recruiting experience, structured methodologies, advanced sourcing, and ATS expertise.

Leads Decagon’s global workplace strategy and operations, including real estate, office expansions, build-outs, budgets, vendors, and multi-site office leadership. The role requires 6–8+ years of workplace, real estate, or operations experience and strong people-management skills.

The recruiter will evaluate early-career candidates through application review and structured interviews, make evidence-based advancement decisions, and help improve a high-volume selection process. The role requires early-talent recruiting experience, strong judgment, ATS discipline, and comfort working with rubrics and AI tools.

Owns full-cycle recruiting for emerging talent, including internships and early-career roles across Engineering, Product, and other teams. The role requires 5+ years of recruiting or sourcing experience, strong pipeline operations, exceptional relationship-building, and an experimental approach to talent acquisition.