Runs end-to-end people and employee-experience programs across EMEA and APAC, translating global frameworks into local execution and building scalable operational infrastructure. The role requires strong project management, stakeholder trust, change-management ability, and proactive use of AI tools.

Manages global mobility operations, including business travel compliance, relocations, international assignments, and entity transfers. The role requires hands-on global mobility case ownership, strong communication, responsiveness, and process improvement skills.

Strategic talent acquisition partner responsible for scaling engineering and go-to-market teams across EMEA, supporting market entry and advising senior leaders on regional hiring strategy. The role combines hands-on full-cycle recruiting with talent-market intelligence, employer branding, and recruitment optimization.

Leads engineering recruiting strategy and execution, partnering with engineering leaders to hire senior, staff, and principal software engineers. The role requires strong technical fluency, hiring judgment, experience building recruiting functions, and the ability to improve systems through AI, automation, and data.

Sources, screens, and supports candidates for high-volume hiring while partnering with recruiting and business leaders on talent strategies. Requires at least two years of recruiting or sourcing experience, strong communication skills, and comfort with recruiting tools and evolving processes.

Own Ramp’s global immigration, mobility, relocation, and international employment compliance programs as the company expands. The role requires 5–7+ years of global People Operations, immigration, mobility, or compliance experience, strong vendor management, and the ability to build scalable processes.

Owns end-to-end recruiting pipelines for engineering, product, and data roles at a high-growth fintech, using AI to automate workflows, source top talent, and partner strategically with hiring managers on process improvements.

Serves as the strategic compensation partner for Airbnb’s Technology organization, advising senior leaders on offers, equity, leveling, market benchmarking, and compensation cycles. The role requires 8+ years of compensation or analytics experience, strong technical-role expertise, and advanced analytical and communication skills.

Build and scale HR operations infrastructure, including AI-powered workflows, manager enablement tools, employee-process automations, and people analytics dashboards. The role requires hands-on experience with HR operations, AI tooling, data systems, and cross-functional program management.

Leads Baseten’s global workplace, real estate, and employee environment strategy as the company scales from hundreds to thousands of employees. The role requires 10+ years of experience building workplace functions at hypergrowth technology companies and is based in San Francisco with regular office presence.

Manages full-lifecycle recruiting for engineering roles, including sourcing, stakeholder partnership, candidate experience, and closing. The role requires at least six years of technical recruiting experience, strong sourcing and negotiation skills, and comfort supporting an early-stage, fast-growing company.

Recruits and closes finance, legal, people, and other G&A talent while partnering with leadership on hiring strategy and delivering structured interview processes. Requires 6+ years of recruiting experience, strong stakeholder influence, and the ability to manage complex searches in a high-growth environment.

Leads and builds the post-hire People function for a rapidly scaling technology company, owning performance, compensation, culture, development, employee relations, and HR operations. The role requires 8+ years in People or HR and experience building programs from scratch.

Owns company-wide talent acceleration by improving onboarding, diagnosing skill gaps, and designing measurable learning programs. The senior individual contributor should bring at least five years of experience improving people’s performance, a commercial mindset, and the ability to apply AI to development programs.

Coordinates interview scheduling, candidate communication, onsite hosting, and recruiting operations while maintaining ATS data integrity. The role requires 1–2 years of recruiting, HR, or coordination experience, strong organization, discretion, and proficiency with recruiting and productivity tools.

Leads the HRIS function, Workday platform, and HRIS Specialists team while establishing scalable delivery, governance, and resource-management practices. Requires 8+ years of HRIS or People Technology experience, deep Workday configuration expertise, and experience managing internal teams and implementation partners.

Leads workplace strategy and operations, including office expansion, capacity planning, budgets, vendors, events, and employee and visitor experience. Requires 7+ years in workplace, facilities, or related operations, with experience scaling offices across multiple markets.

Owns full-cycle recruiting for Mercor’s revenue-driving GTM teams, building the recruiting playbook and hiring systems from the ground up. The role requires GTM recruiting expertise, strong talent assessment and sourcing skills, and close partnership with revenue leadership.

Contract Technical Recruiter partnering with engineering leaders to run full-cycle searches, build high-quality technical pipelines, and close top engineering talent for Headway's mental healthcare platform. Requires 3+ years full-cycle recruiting experience in high-growth tech environments.

Own end-to-end U.S. and global immigration, visa sponsorships, relocations, and international hiring strategy for a fast-growing AI infrastructure company. Requires 5+ years managing diverse visa types, deep regulatory knowledge, and strong advisory skills across compliance, tax, and expansion.

Builds and scales recruiting function from scratch for high-growth healthtech startup, owning full-cycle hiring across engineering to sales with AI-powered workflows. Requires 5+ years experience, technical recruiting strength, and startup DNA; NYC-based hybrid role.

Senior individual contributor designing and delivering end-to-end talent programs for Engineering at Datadog, including leadership development, career paths, org design, performance, mobility, and succession planning. Partners with executives on AI-driven changes to engineering roles and builds scalable, data-driven people solutions.

Recruiting Coordinator supporting high-volume interview logistics, candidate experience, and recruiting operations for Cloudflare in Austin. Requires strong organization, communication, empathy, and ability to thrive in a fast-paced environment.

Senior Talent Partner leading full-cycle recruiting and talent strategy for Hinge Health's Product, Growth, Design, and PGX organization. Partner with senior leaders on hiring plans, pipeline building, calibration, and process improvement in a high-bar environment.

Lead and scale the People function at a high-growth AI search company. Partner with founders on organizational strategy, talent acquisition, performance, compensation, culture, and leadership development while building systems from the ground up.

Partner with GTM and Revenue leadership at ElevenLabs to run full-cycle recruiting for high-volume sales, SDR, AE, and partnerships roles. Build scalable hiring processes, deliver high-touch candidate experiences, and close top talent with data-driven strategies.

Sourcing-heavy outbound recruiter role focused on building talent pipelines for a fast-growing voice AI startup. Ideal for candidates with hunger/potential and outbound experience (BDR/SDR/recruiting) who want to grow into broader GTM functions.

Senior Manager, Technical Recruiting will own and scale Crusoe's technical recruiting for Engineering, Infrastructure, AI, Hardware, and Product teams. Build and lead a team of managers, recruiters, and sourcers while partnering with executives on workforce planning, hiring strategy, and AI-driven recruiting processes.

Founding Technical Recruiter to build the technical talent function from the ground up at Vitalize. Own full-cycle recruiting for engineering, product, and design teams, develop elite sourcing strategies and pipelines, partner with leadership, and continuously improve hiring processes to raise the technical bar.

Senior People Partner acting as strategic advisor to leaders on org design, workforce planning, talent strategy, and high-stakes performance/employee relations. Requires 6+ years experience in high-growth tech, strong US employment law knowledge, analytical skills with Excel/AI tools, and ability to build talent programs from first principles.

Senior Technical Recruiter owning full-cycle hiring strategy and execution for Murdock, Beacon AI's in-cockpit AI assistant. Focus on sourcing and closing iOS, ML, robotics, and autonomy engineers in a fast-paced aviation tech environment.

Administer benefits, leaves of absence, immigration, compliance, and employee recognition programs at Carbon. Serve as escalation point for complex inquiries while delivering high-touch support and managing vendor relationships. Requires 5+ years experience, Workday knowledge, and strong judgment handling sensitive matters.

Runs day-to-day People Operations for Commure’s India teams, covering HRMS administration, payroll inputs, attendance, documentation, employee queries, onboarding, offboarding, and process governance. Requires 4–6+ years of hands-on HR Operations experience and strong attention to detail.

Own People analytics, HRIS data integrity, performance-cycle operations, and core people processes while turning employee and talent data into actionable insights. The role suits an analytical, organized operator who can manage systems, documentation, surveys, and compliance with discretion and independence.

Partners with CRO and sales leadership to shape people strategies, organizational design, and talent development for global revenue growth. Leads a team of HRBPs, drives high-performance culture, and executes transformations using data insights. Requires 12+ years HR experience.

Lead Notion's Talent Management function by codifying talent philosophies, building scalable enablement tools and programs for People Partners, enabling talent density and leadership bench strength, and driving high-impact strategic projects in an AI-native environment. Requires deep talent management expertise, business acumen, and ability to influence without authority.

Drive Workday operations, reporting, and workforce analytics for Nuro's People Operations team. Own production support, build executive KPI dashboards leveraging AI, and support core people workflows in a lean, automation-focused environment. Requires 3+ years HRIS/People Ops experience with Workday.

Senior HRIS Analyst owning and optimizing Workday Core HCM and Security. Design scalable people systems, integrations, AI-enabled workflows, reports, and governance while partnering with People, Finance, and IT teams. Requires 4+ years HRIS experience with deep Workday configuration expertise.

Lead compensation strategy, design, and execution for base pay, incentives, equity, and global programs at a high-growth SaaS company. Advise senior leaders on pay decisions, conduct market benchmarking, ensure pay equity/compliance, and drive process automation using Workday, Pave, and Carta.

The HR Business Partner will support Cohere’s Modelling organization across Research and Engineering, advising leaders on organizational design, manager development, performance, talent, and employee experience. The role requires several years of HRBP or People Partner experience in fast-paced, technical, high-growth, and globally distributed organizations.

Lead day-to-day global benefits administration, leave programs, renewals, compliance, and vendor partnerships across multiple countries. Requires 5-7 years benefits experience, strong regulatory knowledge, and operational excellence in a shared-services HR model.

Lead and coach a recruiting team for Coinbase's CX, Security, ESTO, and People Success functions. Partner with senior leaders on workforce planning, drive operational improvements, and maintain high standards for hiring quality and speed in a fast-paced tech environment.

Own full-cycle recruiting and outbound sourcing for all GTM and Ops roles at a fast-growing infrastructure startup. Partner with founders to hire exceptional talent with high urgency while maintaining rigorous standards in a hypergrowth environment.

Lead full-cycle technical recruiting for engineering roles at Chime. Build talent pipelines, deliver high-quality candidate experiences, partner with hiring teams on efficient processes, and experiment with AI recruiting tools. Requires 7+ years of technical recruiting experience and strong understanding of engineering terminology.

The Senior People Business Partner will lead strategic People initiatives for the Pune office, coach leaders, manage complex employee relations, and adapt global programs for APAC. The role requires 8+ years of experience, strong India employment law expertise, commercial acumen, and executive-level influence.

The GTM Recruiter will own full-cycle hiring for EMEA go-to-market teams, particularly Sales, while advising leaders, building diverse talent pipelines, and improving structured recruiting processes. The role requires at least five years of recruiting experience and strong stakeholder communication skills.

Lead full-cycle technical recruiting for Engineering, Product, and Design roles at a fast-growing AI SaaS startup. Build sourcing strategies, partner with hiring managers on scorecards and pipelines, and close top EPD talent while leveraging data and AI fluency.

Lead end-to-end People Operations, Programs, Systems, and employee experience at a scaling hardware startup. Transition payroll/benefits in-house, implement HRIS with AI-forward lens, own performance management and multi-site culture while coaching the team and advising executives.

Build and own Terminal’s technical recruiting function, focusing on sourcing and closing senior engineering and data talent while establishing a scalable hiring operating system. The role requires 5+ years of recruiting experience, strong technical assessment skills, and proven success competing for senior candidates.

6-month contract role building high-quality talent pipelines for GTM functions at fast-growing SaaS company Pigment. Focus on outbound sourcing and engaging passive Enterprise Account Executives and Solution Architects in competitive North American market; deliver market intelligence and talent maps to hiring teams.