The Senior Benefits Analyst will administer and improve global employee benefits programs across countries and employment models. The role manages vendors and renewals, analyzes utilization and cost data, supports compliance and implementations, and resolves complex benefits issues.

Senior HR Business Partner supporting Engineering, Product, and Design leaders through organizational design, workforce planning, performance management, employee relations, and change initiatives. The role requires 8+ years of HR experience in high-growth SaaS or technology environments and combines strategic advising with hands-on HRBP function building.

Own end-to-end recruiting for Sales, Marketing, Customer Success, and Implementation teams at a fast-growing AI startup. The role requires 4+ years of GTM or sales recruiting experience, startup experience, strong sourcing and stakeholder skills, and the ability to close 3–4 hires monthly.

Leads the recruiting function, personally owning senior frontier AI and infrastructure searches while building sourcing, interview, compensation, and recruiting operations systems. Requires 5+ years of technical recruiting experience and a strong network in AI research or advanced infrastructure.

Coordinates high-volume interview scheduling and candidate logistics while improving recruiting workflows and delivering a high-touch experience. The role requires strong organization, communication, urgency, and 0–1+ years of coordination or administrative experience.

The Senior Product Sourcer will build specialized Product Management talent pipelines, advise recruiters and hiring leaders, and use market and funnel data to improve sourcing strategies. The role requires 7+ years of technical sourcing or recruiting experience and expertise handling niche searches.

The analyst administers global benefits and leave programs, supports employees across regions, and coordinates vendors, payroll workflows, compliance, and process improvements. The role requires 2–4 years of benefits or HR operations experience, familiarity with EMEA/APAC programs, and proficiency with HR systems and spreadsheet analysis.

Own full-cycle recruiting for Deeptune and other Mercor organizations, building scalable hiring systems, sourcing pipelines, interview processes, and recruiting analytics. The role requires strong operational judgment, communication, and experience hiring across business and technical functions.

The Recruiting Associate will manage a high volume of candidates and partner with the Head of Talent during rapid company growth. The role requires 0–1 year of relevant experience, strong communication skills, curiosity, and a passion for people and AI.

Leads the HRBP organization while advising executive leaders on workforce strategy, organizational effectiveness, talent, employee relations, and transformation. Requires a bachelor’s degree, executive-level partnership experience, and substantial HRBP leadership experience in a high-growth environment.

Owns technical talent sourcing across engineering, AI, infrastructure, product, and design while building AI-powered discovery and outreach systems. The role requires 4+ years of technical sourcing experience, strong technical literacy, and experience creating scalable sourcing programs.

Serve as Senior HR Business Partner to organizational leaders at AI2, designing and executing talent management, workforce planning, culture, and employee experience programs. Requires 8+ years progressive HR experience, strong data-driven and change management skills, and breadth across HR functions.

Sources and engages exceptional technical talent for engineering and technical teams, partnering with recruiters and hiring leaders on difficult searches. Requires 5+ years of technical sourcing experience, strong research and outreach skills, and expertise with modern sourcing tools.

Build Exa’s technical sourcing function from scratch, partnering with founders and engineering leaders to identify passive engineering and research candidates. The role requires 3+ years of technical sourcing or recruiting experience, strong written communication, and comfort using AI-driven tools in an ambiguous startup environment.

Own end-to-end technical recruiting while partnering with Exa’s founders and leaders to attract exceptional engineering, research, and operations talent. The role also designs scalable recruiting systems using agentic search tools and requires startup recruiting experience, technical fluency, and strong communication.

Coordinates engineering interviews, onsite logistics, recruiting data, and process improvements in a high-growth environment. The role requires 2–4 years of recruiting coordination experience, strong organization and communication, and comfort with ATS and reporting tools.

Leads payroll and tax implementation strategy, compliance governance, client migrations, TPA integrations, and team scaling. Requires 10+ years of payroll tax operations experience in PEO, ASO, or HR outsourcing, substantial management experience, multi-state compliance expertise, and a bachelor’s degree or equivalent experience.

Owns full-cycle recruiting searches across functions and seniority levels, partnering with hiring managers and senior leaders to build pipelines, make evidence-based decisions, and improve recruiting processes. Requires 6+ years of recruiting experience, strong sourcing, data-informed judgment, and business partnership skills.

Coordinates high-volume interviews, calendars, candidate communications, and recruiting operations for a rapidly scaling AI infrastructure company. The role requires at least two years of recruiting coordination or operations experience, exceptional organization, discretion, and strong communication skills.

Builds and owns the employee onboarding program from offer acceptance through the first 30 days, partnering across People and business teams. The role requires 4+ years in onboarding or HR/People Operations, strong project management, AI-tool fluency, and an analytical, high-ownership approach.

Leads sourcing strategy, talent pipelines, and capability development within Talent Acquisition. The role requires 10+ years in sourcing or recruiting, people-management experience, strong data-driven decision-making, and the ability to influence recruiting stakeholders.

Owns and scales employee lifecycle, engagement, manager development, culture, and internship programs for a fast-growing technology company. The role requires 3–5 years of end-to-end people-program ownership, strong operational design, vendor and budget management, and measurable outcomes.

Owns full-lifecycle recruiting across G&A and technical roles, building pipelines, partnering with hiring managers, and using analytics to improve hiring outcomes. Requires at least five years of recruiting experience in a technology or similarly fast-paced environment.

Sources, engages, and screens senior and executive candidates while partnering with recruiters on search strategy, market research, and pipeline management. Requires 4+ years of recruiting or sourcing experience, strong judgment, discretion, and proficiency with an ATS.

Sources and qualifies candidates for Vector’s open roles while building talent pipelines and delivering a strong candidate experience. The role suits someone early in their recruiting or sales career with strong communication, relationship-building, organization, and follow-through skills.

Build and lead Hike Medical’s recruiting function from the ground up, owning company-wide hiring across technical, commercial, operational, clinical, manufacturing, and leadership roles. The role partners directly with founders on hiring strategy, organizational design, sourcing, interview quality, and recruiting infrastructure.

Build and own Nooks’ university recruiting strategy, campus partnerships, employer brand, and new graduate hiring programs. The role requires 5+ years of recruiting experience, strong technical hiring knowledge, and the ability to build scalable programs from scratch.

Leads full-cycle recruiting for engineering roles, building technical talent pipelines and partnering with hiring leaders to scale high-performing teams. The role requires 6+ years of recruiting experience, including 4+ years in technical recruiting, plus strong sourcing, metrics, and stakeholder-management skills.

Leads Stripe’s university recruiting function, setting early careers strategy, managing recruiters, and overseeing global internship and apprenticeship programs. The role requires strategic judgment, people leadership, cross-functional influence, and strong use of recruiting analytics.

Manages the Administrative Coordinator program, leading a distributed team, overseeing hiring, capacity planning, onboarding, performance, and operational processes. The role partners with stakeholders to improve global program effectiveness and scale administrative support.

Supports employee relations investigations, grievances, disputes, and HR compliance programs across EMEA and APAC. The role requires a bachelor’s degree, 3–5 years of relevant experience, strong employment-law knowledge, and the ability to handle sensitive global cases.

Leads a global People Operations support team, improving HR processes, systems, data integrity, compliance, and employee experience. Requires at least five years of people and operations management experience, HR systems expertise, strong analytical skills, and a graduate or postgraduate HR-related education.

Leads the design, governance, and continuous improvement of disputes and broader risk operations training across internal and BPO teams. The role requires 4+ years of training or instructional design experience, strong consumer financial regulatory knowledge, and the ability to scale programs using QA and performance data.

Leads full-cycle recruiting across engineering, product, finance, and G&A functions for a scaling fintech. Partners with leadership on hiring strategies, optimizes processes using data and AI tools, and ensures diverse candidate pipelines. Requires 8+ years experience recruiting in competitive markets.

Provides regional HR advisory support for Rippling’s APAC Employer of Record service, guiding customers and employees through hiring, employee relations, compliance, and offboarding across multiple countries. Requires at least five years of HR experience and expertise supporting Malaysia, with broader international HR exposure.

Build and own full-cycle recruiting for GTM, technical sales, revenue operations, partnerships, and marketing at an AI infrastructure company. The role requires 5+ years of recruiting experience, strong technical GTM hiring judgment, and the ability to create scalable recruiting systems from an early foundation.

Supports recruiting operations by coordinating interviews, maintaining ATS data, managing candidate communications, and assisting hiring managers. The role requires at least one year of relevant experience or an internship, strong organization, and familiarity with AI tools and recruiting systems.

Coordinates London workplace operations, facilities, vendors, events, budgets, and employee support while partnering with HR and IT across European offices. Requires 5+ years of relevant experience, strong organization and communication skills, and comfort supporting employees across time zones.

Owns full-cycle recruiting for GTM sales roles including sourcing AEs, Sales Managers, and Channel Managers, managing multiple searches, and partnering with sales leadership to meet hiring quotas in a high-growth AI security startup.

Own full-cycle technical recruiting across engineering, data, infrastructure, security, and AI/ML roles. The role requires 4+ years of startup or high-growth recruiting experience, strong sourcing and closing skills, and fluency with modern recruiting platforms and data-driven workflows.

Leads Cape’s People organization and talent strategy through rapid growth from 100 to 300+ employees. The role owns recruiting, retention, organizational development, compensation, performance management, and leadership programs while partnering directly with the CEO and executive team.

The Talent Intelligence & Analytics Manager analyzes AI talent markets, recruiting-funnel performance, and compensation trends to guide hiring strategy. The role requires 5+ years in people or recruiting analytics, strong SQL and data-modeling skills, dashboard development experience, and confident communication with recruiting and executive leadership.

Coordinates interview scheduling, candidate communications, onboarding, events, and logistics across early talent programs. The role requires 1–2 years of related experience, strong organization and communication skills, and the ability to manage multiple priorities.

Own full-cycle recruiting for specialized engineering and research domains, partnering with founders and technical leaders to hire senior, hard-to-fill talent. The role requires at least five years of technical recruiting experience, strong technical fluency, and expertise with modern sourcing tools.

Leads full-cycle recruiting and talent strategy for engineering, hardware, data science, and data platform roles. The position partners with senior technical leaders, uses recruiting data to improve hiring outcomes, and requires at least three years of technical recruiting experience.

Leads Commure’s global talent function, recruiting strategy, infrastructure, and team while partnering with senior leadership on high-priority hiring. The role requires 12+ years in talent acquisition, substantial people-management experience, and a track record scaling recruiting in high-growth technology, health tech, or enterprise SaaS environments.

The Employee Relations Partner advises managers and business leaders on complex employee matters, investigations, performance issues, workplace conflicts, and organizational risk. The role requires substantial HR or employee relations experience, strong judgment, legal partnership, coaching ability, and analytical skills.

The Senior HRIS Analyst will configure and optimize Workday HCM and Advanced Compensation, support security and worker lifecycle processes, and build reporting solutions. The role requires a bachelor's degree or equivalent experience and at least five years of Workday functional experience.

The Senior HRIS Analyst configures, administers, and improves Workday and the broader People technology stack, supporting workflows, reporting, integrations, testing, compliance, and stakeholder enablement. The role requires 5+ years of hands-on HR technology experience and strong project and stakeholder management skills.

Own recruiting operations, interview coordination, Ashby systems, reporting, onboarding, and process improvement for a scaling Talent team. The role requires at least two years of recruiting or talent operations experience, deep Ashby expertise, strong project management, and a hospitality-minded approach.