Build and administer secure People Operations systems, workflows, integrations, and employee lifecycle processes while supporting payroll, benefits, and employee and manager inquiries. The role requires 4+ years of technical People Operations experience, HRIS/ATS expertise, data-platform familiarity, and strong cross-functional product instincts.

Leads the Learning & Quality function for an enrollment organization, managing a 10-person team and modernizing onboarding, coaching, QA, and performance systems. Requires 6–8 years in operations, program management, and people leadership, with strong data, prioritization, and cross-functional skills.

Supports EMEA employees through benefits administration, HR documentation, Workday data management, onboarding and offboarding, and culture initiatives. The role requires 2–3 years of relevant experience, hands-on Workday expertise, strong organization, and native-level German with fluent English.

Coordinates complex interview schedules and serves as the primary contact for candidates while partnering with recruiters and senior stakeholders. The role requires at least two years of recruiting coordination experience, strong organization, discretion, and familiarity with recruiting tools.

Recruits highly specialized experts—including PhDs, researchers, academics, and senior practitioners—for AI development projects. The contractor independently runs targeted sourcing campaigns, evaluates candidates, and earns uncapped commissions for successful placements.

Leads confidential, full-cycle searches for Director, VP, and C-suite roles, partnering with senior leaders on talent strategy, market intelligence, assessment, and offer negotiation. Requires 8+ years of recruiting experience and executive hiring expertise.

Sourcer responsible for building and managing top-of-funnel candidate pipelines through outbound sourcing, Boolean searches, and tools like LinkedIn Recruiter and Ashby. Requires 2+ years sourcing experience in fast-paced startup environments and strong outreach writing skills.

Owns compensation strategy and program design for a fast-growing AI healthcare company, including market benchmarking, salary structures, equity, executive compensation, and sales incentives. Requires 6+ years of compensation experience and strong Excel, modeling, and communication skills.

Runs full-cycle recruiting for Duolingo’s non-technical functions, with potential technical searches, while partnering with hiring managers and using funnel data to improve outcomes. Requires 3+ years of recruiting experience, including technical hiring exposure.

Leads the design and scaling of university recruiting programs, employer branding, and recruiting events. Requires 5+ years of relevant experience, strong analytical judgment, and the ability to build cross-functional initiatives in an ambiguous, fast-moving environment.

Designs and manages compensation programs for Go-to-Market and Marketing organizations, advising leaders on pay structures, equity, market pricing, cycles, and pay equity. Requires a bachelor’s degree or equivalent experience, 8+ years of relevant experience, strong analytics, and HRIS expertise.

Coordinates complex, high-volume recruiting processes for go-to-market hiring, managing interview logistics, candidate data, communications, offers, and pipeline health. The role requires 2+ years of coordination or HR operations experience, hands-on Ashby expertise, strong organization, and interest in progressing into sourcing and full-cycle recruiting.

This recruiter will lead full-cycle hiring for engineering and research roles across EMEA, building outbound pipelines and partnering with technical hiring teams. The role requires at least four years of technical recruiting experience, strong sourcing ability, technical literacy, and an interest in AI-driven workflow automation.

Coordinates interviews, candidate communication, ATS data, and recruiting logistics for the JAPAC Talent Acquisition team. The role requires 1–3 years of coordination, recruiting, or People Operations experience and strong organizational and communication skills.

Owns the company’s recruiting lifecycle, from outbound sourcing and initial interviews through candidate handoff, while managing onboarding, offboarding, payroll coordination, employee records, and employee relations. The role requires at least three years of HR or recruiting experience and strong communication and organizational skills.

Supports end-to-end recruitment for engineering and technical talent, including sourcing, screening, interview coordination, pipeline development, and hiring analytics. The six-month apprenticeship requires strong communication, organization, and interest in technology recruiting.

Supports end-to-end recruiting activities including sourcing, screening, candidate engagement, interview coordination, ATS maintenance, and recruitment reporting. The 12-month apprenticeship is intended for recent graduates interested in Talent Acquisition or Human Resources.

Supports organizational development, design, culture, engagement, leadership development, and employee effectiveness initiatives through research, data analysis, assessments, and cross-functional projects. The six-month apprenticeship is intended for a recent graduate or final-year student in psychology, organizational development, human resources, or a related field.

Leads South African HR operations, employee relations, compliance, culture, and manager training while partnering with a global People team. Requires a bachelor’s degree, 5–7 years of progressive HR experience, strong South African labour-law expertise, and CCMA representation experience.

Leads international HR partnership for senior leaders and teams across multiple countries, translating business priorities into people strategies and advising on employee relations, organizational design, talent, compensation, and local labor practices. Requires 8+ years of HR Business Partner experience and fluency in English and German.

Manages employee experience, relations, performance processes, compliance, and HR service delivery for MongoDB employees and managers in Japan. The role requires 8+ years of progressive HR experience, strong knowledge of Japanese employment law, bilingual Japanese-English communication, and the ability to coach leaders in a hybrid, high-growth environment.

Own full-cycle recruiting across technical and non-technical roles, partnering with leadership and hiring managers to build outbound pipelines and close exceptional candidates. The role requires 6+ years of recruiting experience, strong judgment, and the ability to operate autonomously in a fast-moving environment.

Provides end-to-end payroll, benefits, and HR operations support for a portfolio of growing businesses. The role requires 2–4+ years of payroll or HR operations experience, multi-state tax expertise, and familiarity with payroll and HRIS implementations.

Owns sourcing strategy and top-of-funnel pipeline generation across technical, product, and business operations roles. Requires 5+ years of sourcing experience, strong Boolean search and recruiting-tool expertise, and success filling hard-to-source positions.

Sources and engages exceptional engineering talent, partnering with recruiters and engineering leaders to build high-quality pipelines. The role requires 4+ years of technical sourcing experience, strong software-engineering recruiting expertise, and creative, data-informed outreach.

Partners with leadership and employees in Japan to deliver strategic and day-to-day people programs for go-to-market teams. The role requires 5+ years of HR business partner experience, strong analytics and project management skills, and expertise in employee relations and global employment practices.

Sources and engages passive candidates for complex business recruiting roles, building talent pipelines and developing strategic sourcing plans. Requires at least 3 years of recruiting or sourcing experience, strong communication, organization, and stakeholder engagement skills.

Owns full-lifecycle recruiting by sourcing, screening, and closing candidates while partnering with leadership to improve interview processes and candidate experience. Requires 2–5 years of recruiting experience, strong sourcing and negotiation skills, autonomy, and comfort managing multiple roles.

The Senior People Business Partner will serve as Datadog’s primary People contact in Latin America, advising GTM leadership and employees on strategic and operational HR matters. The role requires 8+ years of HRBP experience, strong employee-relations and analytical skills, and fluency in Portuguese and English.

Own full-cycle recruiting for Sales, Marketing, Customer Success, Partnerships, and GTM leadership while partnering with executives to define hiring standards, source exceptional talent, and close competitive candidates. The role requires strong talent judgment, market-mapping ability, business curiosity, and independent ownership.

Sources and engages engineering and AI talent using advanced research, talent mapping, referrals, automation, and creative outreach. The role requires strong technical literacy, adaptable sourcing strategies, analytical pipeline management, and experience thriving in fast-paced environments.

Leads full-cycle technical recruiting for a high-growth AI startup, partnering with engineering leaders to source, assess, and close exceptional technical talent. The role requires 5+ years of experience, strong stakeholder management, and hands-on use of AI recruiting tools.

Own full-cycle recruiting across a broad set of functions while partnering with hiring managers to improve hiring quality, processes, and decision-making. The role requires at least four years of agency and in-house recruiting experience in fast-growing, product-driven companies.

Sources and evaluates engineering talent for AI software, systems engineering, software development, and system verification roles supporting robotaxi safety. Requires 4+ years of full-cycle sourcing experience and strong technical, consultative, and interpersonal skills.

Leads end-to-end payroll operations across multiple EMEA countries, managing a regional team, vendors, compliance, controls, accounting, and process improvements. The role requires significant international payroll experience and is hybrid for candidates based in Dublin or Cork.

The Contract Sourcer generates and qualifies talent pipelines for technical and non-technical hiring across Go-To-Market and Technology teams. The role requires passive-sourcing expertise, strong research and organizational skills, and the ability to manage high-volume recruiting priorities.

Leads full-cycle technical recruiting across Engineering, Data, and Product, developing sourcing strategies, talent pipelines, and data-informed hiring processes. The role requires at least five years of technical recruiting experience and strong stakeholder and candidate relationship skills.

Owns end-to-end recruiting for Engineering and Product teams, developing sourcing strategies and partnering with leadership to attract high-caliber technical talent. The role requires 5+ years of recruiting experience, strong stakeholder communication, and a high-touch approach to candidates.

Owns People operations infrastructure, including onboarding, People data, compensation processes, and internal tooling. The role suits an autonomous operator with strong analytical, stakeholder-management, and automation skills who can turn recurring friction into scalable systems.

Own and scale SentiLink’s learning and development strategy across onboarding, fraud education, manager and leadership development, and professional growth. The role requires 6–10 years of relevant experience, strong facilitation and program management skills, and the ability to build practical programs in a fast-paced environment.

Leads full-cycle recruiting for technical go-to-market and Field Engineering roles across India, partnering with senior leaders to source, assess, and close hard-to-reach talent. The role requires software, data, or AI recruiting experience and the ability to operate strategically in a high-growth environment.

Serves as a strategic people advisor to go-to-market leaders, shaping organizational design, leadership effectiveness, performance practices, and change initiatives. Requires 7+ years in HR, People, or organizational development and substantial experience partnering with VP-level leaders.

Leads full-cycle recruiting for critical hardware roles, partnering with hiring managers to source, assess, and close technical talent. Requires 8+ years of technical recruiting experience, strong candidate evaluation skills, and expertise in sourcing and stakeholder collaboration.

Leads complex workplace investigations, advises managers on employee relations and performance matters, and partners with Legal and People teams on policy, compliance, and risk reduction. The role requires sound judgment, confidentiality, strong communication, and experience in distributed or global organizations.

Coordinates interview scheduling, candidate communications, interviewer preparation, and pre-onboarding logistics while maintaining accurate ATS records. The role requires strong organization, communication, discretion, and the ability to manage multiple priorities in a remote environment.

Supports employee lifecycle operations across the Americas and global people programs, including HR inquiries, onboarding, leave, benefits, HRIS administration, and compliance. Requires a bachelor’s degree or equivalent experience, 2+ years in HR operations, and familiarity with global HR systems.

Contract Recruiter supporting corporate hiring through full-cycle recruiting, proactive sourcing, candidate interviewing, compensation negotiation, and hiring-manager partnership. Requires 4+ years of recruiting experience across technical and business functions, preferably in a fast-growing startup.

Leads and scales a global recruiting coordination function, managing coordinators, interview programs, ATS operations, automation, and process improvement. The role requires 5–8+ years of recruiting operations or coordination experience, team leadership, ATS expertise, and strong analytical and cross-functional communication skills.

The Total Rewards Analyst analyzes compensation and benefits data, supports annual pay and equity cycles, and improves HR workflows through automation and AI. The role requires 2–4 years of related experience, strong spreadsheet modeling skills, and a bachelor’s degree or equivalent practical experience.

Leads full-cycle recruiting for corporate non-technical and non-sales functions, partnering with leaders to source, assess, and hire high-quality talent. The role requires 5+ years of recruiting experience, including in-house startup experience, strong process orientation, and comfort working in a fast-growing environment.