Senior Talent Acquisition Business Partner driving end-to-end recruitment strategy and go-to-market hiring plans for Cloudflare's Americas region. Requires strong stakeholder management, AI-powered sourcing, and data-driven talent acquisition expertise.
Senior individual contributor owning Workday HCM configuration, security, reporting, integrations, and position management while supporting broader People tech platforms and AI/automation initiatives.
Strategic People Business Partner supporting Go-To-Market leaders with organizational design, talent management, and change initiatives. Requires 12+ years HR experience including 5+ years as a business partner.
Owns recruiting tech stack (Ashby), process design, and AI automation for a fast-growing AI company. Partners with Analytics and cross-functional teams to improve hiring velocity and data-driven decisions.
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.
Senior Technical Sourcer responsible for market mapping, proactive candidate generation, and pipeline cultivation for specialized hardware and engineering roles in aerospace and defense.
Strategic HR Business Partner to R&D leadership, driving organizational design, talent strategy, workforce planning, and large-scale change initiatives aligned to business goals.
Recruiting Coordinator managing end-to-end candidate experience, interview scheduling, and recruiting operations in a fast-paced startup. Requires 2-4 years of recruiting coordination experience and strong organizational skills.
Technical Sourcer who identifies, engages, and pipelines engineering talent using AI-augmented sourcing strategies and close collaboration with recruiters and hiring managers.
Lead Snowflake's global mobility and immigration strategy, operations, and vendor ecosystem to support international hiring, workforce expansion, and compliance. Partner with People, Legal, Tax, and Finance to scale programs while leveraging AI and analytics for operational excellence.
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.
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 recruiting operations and candidate experience end-to-end for a fast-growing voice AI startup. Manage interview scheduling, ATS hygiene, recruiting analytics, and process improvement in a hybrid San Francisco role.
HR Business Partner supporting Nuro's Autonomous Vehicle Operator workforce with employee relations, safety escalations, manager enablement, and operational HR processes for a large hourly workforce.
Lead People/HR workstreams for M&A transactions and strategy initiatives in a high-growth tech environment. Requires 6-10+ years experience with 3+ years owning M&A people processes.
Own the full operational backbone of employee experience at Polymarket, managing onboarding, HRIS (Rippling/Deel), benefits, compliance, payroll, and offboarding in a lean, high-growth startup.
Own day-to-day People Operations including onboarding/offboarding, multi-state compliance, benefits, engagement programs, HR metrics reporting, and recruiting support at a fast-growing AI SaaS startup.
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 university recruiting end-to-end including intern programs and campus events, then grow into full-cycle technical recruiting for Engineering, Data Science, and Product roles.
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.
People Operations Generalist supporting full employee lifecycle, HR operations, payroll/benefits coordination, compliance, and process improvement in a hybrid role at a healthcare AI startup.
Strategic HR partner to CTO and 10+ VP/SVP leaders in a 1,200+ person global R&D Engineering organization. Focuses on executive consulting, organizational design, AI-driven workforce transformation, and talent strategy.
Senior Recruiting Operations Analyst driving ATS optimization, capacity modeling, dashboards, and process improvements to scale hiring at a fast-growing AI company.
Full-cycle Business Recruiter partnering with leaders to hire for non-technical corporate functions at a fast-growing startup. Requires 2-4 years in-house recruiting experience and strong ownership of sourcing through offer stages.
Supports payroll processing and HRIS administration for a global workforce, ensuring accurate payroll, compliance, and employee data integrity across multiple locations.
Lead full-cycle recruiting for Customer Success and Marketing teams at a fast-growing AI startup. Partner with leadership to build talent pipelines and drive hiring strategy in a remote-first environment.
First People Ops hire responsible for employee lifecycle, benefits, compliance, and building scalable HR processes on top of Rippling at a $2B AI infrastructure startup.
Own full-cycle recruiting for a fast-growing AI startup, sourcing and closing engineers, operators, and product leaders while building scalable processes from the ground up.
Manage high-volume candidate pipelines across the business while partnering directly with the Head of Talent to scale headcount 3x in 12 months.
Own and administer Farther's full benefits function end-to-end, including health plans, 401(k), leave programs, vendor management, compliance, and open enrollment at a fast-growing fintech RIA.
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.
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.
Own sourcing strategy and build talent pipelines for engineering and research roles at a fast-moving AI startup. Requires 3+ years of technical sourcing experience and ability to evaluate engineering talent through GitHub, papers, and open source.
Coordinate end-to-end new hire onboarding and maintain accurate employee data in Rippling while supporting broader People Ops initiatives. Requires 1-3 years of HR coordination or People Ops experience and strong attention to detail.
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.
Strategic HR Business Partner supporting Finance, Legal, Marketing, Operations and People leaders. 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.
People Operations Specialist responsible for owning HRIS systems, automating HR workflows, managing employee lifecycle operations, payroll/benefits oversight, and global compliance for a fast-growing tech company.
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 recruiting for GTM functions (Sales, Marketing, CS, RevOps) at a high-growth blockchain infrastructure company. Partner with senior leaders to build pipelines and deliver exceptional candidate experiences.
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.
Senior contract recruiter owning full-cycle hiring for marketing, growth, and corporate roles at an early-stage AI music startup. Requires 5-7 years recruiting experience with strong in-house background.
Owns design, standardization, and continuous improvement of global employee lifecycle processes, payroll/benefits operations, HR reporting, and data integrity at a technology company. Provides operational leadership and serves as continuity for the Sr. Director of People Operations.
Senior Talent Acquisition Business Partner driving end-to-end recruitment strategy and go-to-market hiring plans for Cloudflare's Americas region. Requires strong stakeholder management, AI-powered sourcing, and data-driven talent acquisition expertise.
Senior individual contributor owning Workday HCM configuration, security, reporting, integrations, and position management while supporting broader People tech platforms and AI/automation initiatives.
Strategic People Business Partner supporting Go-To-Market leaders with organizational design, talent management, and change initiatives. Requires 12+ years HR experience including 5+ years as a business partner.
Owns recruiting tech stack (Ashby), process design, and AI automation for a fast-growing AI company. Partners with Analytics and cross-functional teams to improve hiring velocity and data-driven decisions.
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.
Senior Technical Sourcer responsible for market mapping, proactive candidate generation, and pipeline cultivation for specialized hardware and engineering roles in aerospace and defense.
Strategic HR Business Partner to R&D leadership, driving organizational design, talent strategy, workforce planning, and large-scale change initiatives aligned to business goals.
Recruiting Coordinator managing end-to-end candidate experience, interview scheduling, and recruiting operations in a fast-paced startup. Requires 2-4 years of recruiting coordination experience and strong organizational skills.
Technical Sourcer who identifies, engages, and pipelines engineering talent using AI-augmented sourcing strategies and close collaboration with recruiters and hiring managers.
Lead Snowflake's global mobility and immigration strategy, operations, and vendor ecosystem to support international hiring, workforce expansion, and compliance. Partner with People, Legal, Tax, and Finance to scale programs while leveraging AI and analytics for operational excellence.
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.
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 recruiting operations and candidate experience end-to-end for a fast-growing voice AI startup. Manage interview scheduling, ATS hygiene, recruiting analytics, and process improvement in a hybrid San Francisco role.
HR Business Partner supporting Nuro's Autonomous Vehicle Operator workforce with employee relations, safety escalations, manager enablement, and operational HR processes for a large hourly workforce.
Lead People/HR workstreams for M&A transactions and strategy initiatives in a high-growth tech environment. Requires 6-10+ years experience with 3+ years owning M&A people processes.
Own the full operational backbone of employee experience at Polymarket, managing onboarding, HRIS (Rippling/Deel), benefits, compliance, payroll, and offboarding in a lean, high-growth startup.
Own day-to-day People Operations including onboarding/offboarding, multi-state compliance, benefits, engagement programs, HR metrics reporting, and recruiting support at a fast-growing AI SaaS startup.
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 university recruiting end-to-end including intern programs and campus events, then grow into full-cycle technical recruiting for Engineering, Data Science, and Product roles.
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.
People Operations Generalist supporting full employee lifecycle, HR operations, payroll/benefits coordination, compliance, and process improvement in a hybrid role at a healthcare AI startup.
Strategic HR partner to CTO and 10+ VP/SVP leaders in a 1,200+ person global R&D Engineering organization. Focuses on executive consulting, organizational design, AI-driven workforce transformation, and talent strategy.
Senior Recruiting Operations Analyst driving ATS optimization, capacity modeling, dashboards, and process improvements to scale hiring at a fast-growing AI company.
Full-cycle Business Recruiter partnering with leaders to hire for non-technical corporate functions at a fast-growing startup. Requires 2-4 years in-house recruiting experience and strong ownership of sourcing through offer stages.
Supports payroll processing and HRIS administration for a global workforce, ensuring accurate payroll, compliance, and employee data integrity across multiple locations.
Lead full-cycle recruiting for Customer Success and Marketing teams at a fast-growing AI startup. Partner with leadership to build talent pipelines and drive hiring strategy in a remote-first environment.
First People Ops hire responsible for employee lifecycle, benefits, compliance, and building scalable HR processes on top of Rippling at a $2B AI infrastructure startup.
Own full-cycle recruiting for a fast-growing AI startup, sourcing and closing engineers, operators, and product leaders while building scalable processes from the ground up.
Manage high-volume candidate pipelines across the business while partnering directly with the Head of Talent to scale headcount 3x in 12 months.
Own and administer Farther's full benefits function end-to-end, including health plans, 401(k), leave programs, vendor management, compliance, and open enrollment at a fast-growing fintech RIA.
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.
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.
Own sourcing strategy and build talent pipelines for engineering and research roles at a fast-moving AI startup. Requires 3+ years of technical sourcing experience and ability to evaluate engineering talent through GitHub, papers, and open source.
Coordinate end-to-end new hire onboarding and maintain accurate employee data in Rippling while supporting broader People Ops initiatives. Requires 1-3 years of HR coordination or People Ops experience and strong attention to detail.
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.
Strategic HR Business Partner supporting Finance, Legal, Marketing, Operations and People leaders. 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.
People Operations Specialist responsible for owning HRIS systems, automating HR workflows, managing employee lifecycle operations, payroll/benefits oversight, and global compliance for a fast-growing tech company.
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 recruiting for GTM functions (Sales, Marketing, CS, RevOps) at a high-growth blockchain infrastructure company. Partner with senior leaders to build pipelines and deliver exceptional candidate experiences.
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.
Senior contract recruiter owning full-cycle hiring for marketing, growth, and corporate roles at an early-stage AI music startup. Requires 5-7 years recruiting experience with strong in-house background.
Owns design, standardization, and continuous improvement of global employee lifecycle processes, payroll/benefits operations, HR reporting, and data integrity at a technology company. Provides operational leadership and serves as continuity for the Sr. Director of People Operations.