Owns end-to-end engineering recruiting at a rapidly scaling AI company, partnering with engineering leaders to define roles, source and close exceptional talent, and improve recruiting systems and candidate experience.

The Recruiting Associate will build sourcing strategies and pipelines for Engineering, Product, and Design roles, using referrals, events, AI workflows, and candidate screening. The role requires at least one year of fast-paced recruiting or comparable experience, strong organization, and excellent communication.

Leads Harvey’s global Executive Assistant function, including hiring, team development, support standards, coverage planning, and interim executive support. The role requires prior management of executive-support professionals, experience supporting senior leaders, and strong operational and cross-functional leadership skills.

Leads end-to-end searches for VP-level and above leadership roles, advising C-suite and senior stakeholders while building executive talent pipelines. Requires significant executive recruiting experience, strong assessment skills, technology market knowledge, discretion, and executive communication.

The Senior Recruiter will own full-cycle recruiting for non-technical roles, build proactive candidate pipelines, and partner with leadership on data-driven hiring strategy. The role requires at least three years of recruiting experience, strong sourcing ability, startup experience, and proficiency with Ashby ATS.

Leads People strategy, employee relations, compliance, and operational execution across Duolingo’s multi-country EMEA organization. The role requires regional HR experience, PEO/EOR management, European employment-law knowledge, and the ability to advise leaders while scaling hands-on People operations.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, regulatory compliance, data analysis, and country launches. Requires 5+ years of international benefits experience and strong program management and cross-functional collaboration skills.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, country launches, and data-driven program improvements. The role requires 5+ years of international benefits experience and strong knowledge of EMEA regulations and multi-country operations.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, compliance, data analysis, and launches in new markets. Requires 5+ years of international benefits experience and strong program management and stakeholder coordination skills.

Leads senior technical recruiting for engineering, autonomy, hardware, and operations teams, partnering with executives on hiring strategy and delivering exceptional candidate experiences. The role requires deep technical recruiting expertise, strong judgment, and the ability to improve scalable hiring processes.

The Recruiter will own end-to-end hiring for business and corporate roles, develop proactive sourcing strategies, partner with leadership, and improve recruiting operations. The role requires 2–3 years of full-cycle recruiting experience, startup experience, strong sourcing ability, and proficiency with Ashby ATS.

The Business Recruiter will own full-cycle recruiting for non-technical, non-sales corporate functions, partnering with business leaders to source, assess, and hire high-quality talent. The role requires at least two years of recruiting experience, startup experience, and a data- and process-oriented approach.

Partners with senior business leaders on organization design, employee relations, performance, compensation, leveling, and talent decisions. The role requires 8+ years in People Partnering or HRBP work, strong judgment in complex situations, and experience supporting globally distributed teams.

Partners with senior technical leaders on organizational design, performance, compensation, leveling, and employee relations. The role requires 8+ years of People Partnering or HRBP experience, strong judgment in complex situations, and experience supporting globally distributed technical teams.

Leads global talent acquisition strategy and builds the recruiting organization, infrastructure, employer brand, and hiring processes needed to scale AI, engineering, infrastructure, and data center teams. Requires 10+ years of Talent Acquisition experience and a track record building global functions in fast-scaling technology companies.

Leads the HR strategy and team supporting Flexport’s multi-site fulfillment network, including workforce conversion, compliance, talent acquisition, employee relations, and culture initiatives. Requires 12+ years of progressive HR experience and substantial leadership experience in large-scale operational environments.

Own end-to-end recruiting pipelines and candidate experiences for interns, new graduates, and early-career engineering hires across EMEA. The role requires campus recruiting experience, strong stakeholder communication, data-driven decision-making, fluency in English and French, and willingness to travel across Europe.

Owns full-cycle recruiting for technical, business, and GTM roles, partnering with founders and hiring managers from sourcing through closing. The role requires 3–5+ years of recruiting experience, technical fluency, strong organization, and the ability to build scalable processes in a fast-moving startup.

Own full-cycle recruiting for engineering roles at a high-growth AI company, managing sourcing, screening, interview coordination, and offer closing. The contract-to-hire role requires 3–5+ years of technical recruiting experience and strong familiarity with technical sourcing tools.

Partners with hiring managers and technical leaders to source, assess, and hire engineering talent, particularly candidates with AI experience. The role manages full-cycle recruiting, develops diverse pipelines, analyzes hiring metrics, and improves the candidate experience in a hybrid New York office environment.

The recruiter partners with engineering leaders to source, assess, and hire technical talent, including candidates with AI experience. The role manages full-cycle recruiting, hiring pipelines, stakeholder communication, recruiting metrics, and candidate experience in a hybrid office environment.

The Recruiter will build and close technical talent pipelines in a high-growth environment, using AI-enabled workflows and data-driven market insights. The role requires 5+ years of recruiting experience, strong technical assessment ability, and excellent candidate and hiring-manager communication.

Partner with engineering leadership to drive full-cycle technical recruiting using AI-augmented sourcing and stakeholder management in a high-growth startup.

Partners with global GTM leadership to align people strategy with revenue goals, coach senior executives, scale talent programs, and lead organizational change. Requires progressive People Business Partner experience in high-velocity technology or SaaS organizations and strong analytical and compliance capabilities.

The Supply Acquisition Coordinator will recruit, onboard, and support a high-quality network of technical interviewers while improving acquisition processes and funnel performance. The role requires at least three years of relevant experience, strong coordination and communication skills, and proficiency with recruiting systems and sourcing tools.

Provides operational People support across EMEA, with a focus on Germany, managing employee lifecycle documentation, Workday data, queries, approvals, and compliance workflows. Requires 3–5 years of HR operations experience, German and English fluency, and knowledge of German labor law.

The Executive Sourcer develops talent maps, sourcing strategies, and high-touch outreach to identify and assess passive candidates for Director, VP, and C-suite roles. The role requires 6+ years of sourcing experience, including executive search exposure, strong communication, and broad business acumen.

Leads a team of business recruiters supporting Customer Experience, Operations, and G&A hiring across NAMER. The role requires 8+ years of recruiting experience, direct leadership of a 10+ person team, strong recruiting analytics, and the ability to build scalable, high-performance recruiting systems.

Supports HR Shared Services operations by maintaining employee data, processing organizational changes, validating records, and preparing reports. The role requires at least one year of HR operations or shared-services experience, strong data accuracy, and familiarity with HR systems and spreadsheets.

This foundational HR Business Partner role advises executives and managers on organizational design, performance, employee relations, succession planning, and change management. The role requires 5+ years of technology HRBP experience and the ability to operate autonomously in a fast-growing environment.

Sources and evaluates engineering talent through outbound campaigns, CRM re-engagement, recruiter screens, and talent intelligence. The role requires a bachelor's degree, at least two years of technical sourcing experience, and proficiency with recruiting and sourcing tools.

Sources and screens high-quality talent for Marketing, Creative, Business, and G&A roles through outbound outreach, CRM re-engagement, and talent intelligence. The role requires 2+ years of sourcing experience, strong relationship-building skills, and familiarity with recruiting tools.

Coordinates high-volume recruiting operations for technical interns and early-career hires in EMEA, managing interviews, offers, onboarding, events, and ATS data. The role requires at least one year of relevant recruiting, HR coordination, scheduling, or event-planning experience.

Leads workplace operations and employee experience across Gigs’ international hubs, managing vendors, facilities, events, and workplace processes. The role requires 5+ years of experience, strong hospitality and project-management skills, and a Berlin base with travel across locations.

The Senior HRIS Analyst will design, configure, administer, and improve PagerDuty’s Workday ecosystem, including emerging AI capabilities. The role requires at least five years of Workday experience and emphasizes system integrity, feature releases, automation, governance, and stakeholder collaboration.

Partners with functional leaders on organizational design, workforce planning, employee relations, performance, and compensation while building foundational HRBP systems. Requires 8+ years of HR experience, strong business acumen, and experience in high-growth technology companies.

Build and lead Phylo’s recruiting function while personally sourcing and closing business, scientific, and engineering talent. The role requires five-plus years of high-bar recruiting experience, early-stage process-building ability, strong judgment, and effective use of AI and automation.

The People Lead will build and lead the People function for a rapidly growing technology company, partnering with founders and senior leaders on organization design, culture, talent, performance, and rewards. The role requires 8+ years of progressive People leadership experience and four days per week in the office.

Owns full-cycle recruitment for R&D teams, partnering with leaders to forecast hiring needs, source technical talent, advise hiring managers, and close candidates. Requires at least two years of recruiting experience in a fast-paced technology environment.

This contract recruiter will own full-cycle searches for senior and Staff+ engineering roles, build specialized talent pipelines, and partner with engineering leaders on hiring strategy and candidate experience. The role requires 5+ years of recruiting experience and a strong record of closing hard-to-fill technical hires.

Manages employee relations investigations and advises HR partners, managers, Legal, and business leaders on sensitive workplace matters. The role requires 5+ years of relevant HR experience, strong investigation and communication skills, and sound, risk-aware judgment.

Owns and evolves onboarding, performance management, engagement, learning, and leadership development programs while supporting responsible AI adoption across non-technical teams. Requires at least three years of relevant program or project management experience, strong facilitation and stakeholder skills, and hands-on generative AI experience.

Own full-cycle recruiting for engineering roles across product, infrastructure, AI, and mobile teams in North America. The role requires 5+ years of technical recruiting experience, exceptional sourcing and assessment judgment, and strong partnerships with engineering leaders.

Lead the global recruiting operations function at Okta, designing scalable processes, enablement programs, data-driven insights, and performance frameworks to improve hiring efficiency and quality. Build and develop a high-performing team while partnering cross-functionally with TA, People, Finance, and business leaders. Requires 8+ years in recruiting operations with proven process improvement and stakeholder management experience.

Leads strategic HR partnership for senior leaders and high-impact teams, advising on talent strategy, organizational effectiveness, employee relations, performance, and culture. Requires a bachelor's degree and 6–8 years of relevant HR experience, with strong employment-law, analytics, coaching, and change-management expertise.

Leads the HR Generalist team while serving as the People Partner for HR, supporting talent strategy, performance management, organizational health, compensation, employee relations, and scalable people programs. Requires 10+ years of HRBP experience and 5+ years managing people.

Own full-cycle recruiting for G&A and marketing roles at a fast-growing web infrastructure company. The role partners with founders and hiring managers on sourcing, interview design, candidate closing, and scalable recruiting systems.

Leads full-cycle recruiting for technical go-to-market roles, advising hiring leaders and delivering strong candidate experiences. The role requires technical recruiting expertise, strong sourcing and outreach capabilities, ATS proficiency, and the ability to provide actionable talent-market insights.

Leads full-cycle recruiting for engineering, QA, and design roles, using modern sourcing technology, AI tools, and hiring data to attract and close technical talent. Requires 5+ years of technical recruiting experience and a bachelor’s degree or equivalent experience.

The Recruiter will manage full-lifecycle recruiting for enterprise sales roles, from sourcing and screening through negotiation and closing, while improving interview processes and candidate experience. The role requires 2–5 years of recruiting experience, strong sourcing and negotiation skills, autonomy, and urgency.