Company Description

Lendi Group is a market-leading digital platform business focused on transforming the home loan industry. It operates the country’s #1 retail mortgage broker – the iconic Aussie Home Loans franchise – and the Australia’s #1 digital mortgage brand, Lendi. Together, with its national network of 1,300 brokers and 230 retail stores, the Lendi Group brands give all Australians the power of choice, and confidence, in one of life’s biggest financial decisions. Building on this market-leading foundation, Lendi Groups vision is to be the undisputed place for Australians to buy and own property through our new Aussie Homes propositions. Lendi Group’s loan book is more than $100b and it was named Australia’s Aggregator of the Year for 2024.

Job Description

The Broker Recruitment Coordinator plays a key role in supporting the recruitment needs of our broker channels, helping to attract, qualify and progress high-quality AU-based candidates through the recruitment funnel.

This role is a hands-on coordination role with a strong focus on early pipeline management, candidate triage, outbound calling, scheduling and follow-up, ensuring candidates receive a consistent and professional experience throughout the process.

Working closely with the Broker Recruitment Managers, this role contributes directly to headcount growth by surfacing suitable candidates, maintaining strong pipeline hygiene, and supporting timely conversion outcomes.

In addition, the role helps bring the channel proposition to life through confident candidate engagement, strong coordination and disciplined workflow management.

Position Responsibilities

• Candidate Triage and Pre-screening Review inbound and early-stage candidate enquiries, conduct initial screening, and assess suitability against role, channel and qualification criteria.
• Outbound Candidate Engagement Manage high outbound call volumes to engage, qualify and progress candidates, while clearly and confidently selling the relevant channel proposition.
• Pipeline Coordination Maintain active candidate pipelines, ensuring records are accurate, follow-ups are completed, and candidates are progressed through the appropriate recruitment stages.
• Stage Hygiene Keep recruitment systems up to date with accurate notes, statuses, next steps and outcomes to support visibility and funnel discipline.
• Candidate Nurture Support nurture and re-engagement activity to keep prospective candidates warm, informed and moving through the funnel.
• Scheduling and Coordination Coordinate interviews, screening calls, candidate follow-up and stakeholder availability to support efficient recruitment delivery.
• Candidate Handover Surface high-quality candidates to the Recruitment Manager and sales stakeholders, providing clear context, qualification notes and recommended next steps.
• Stakeholder Support Work closely with Recruitment Managers, sales teams and franchise stakeholders to support timely progression and candidate conversion.
• Franchisee Engagement Support Where required, support franchisee communication and coordination to assist the retail recruitment process and candidate experience.
• AI and Automation Enablement Leverage AI tools and automation workflows to screen, qualify and prioritise candidates, while improving recruitment funnel efficiency, speed and conversion outcomes.
• Reporting and Administration Maintain accurate candidate and pipeline data, support reporting requirements, and complete recruitment administration in a timely and accurate manner.
• Continuous Improvement Identify opportunities to improve recruitment workflows, candidate experience, follow-up discipline and coordination efficiency.

Qualifications

Position Requirements

• 2+ yearsʼ experience in recruitment coordination, sales support, and/or business development in a fast-paced operational environment.
• Comfortable managing high outbound call volumes and confidently selling the relevant proposition to engage, qualify and convert candidates. Strong ability to pre-screen, assess and qualify candidates against role and channel requirements.
• Highly organised with the ability to manage scheduling, follow-up, candidate movement and competing priorities accurately and efficiently.
• Strong attention to detail, with the ability to maintain accurate records, ensure stage hygiene and support strong pipeline management.
• Strong verbal and written communication skills, with the ability to build rapport and work effectively with Australia-based candidates, recruiters, sales teams and franchise stakeholders.
• Working proficiency with CRM, ATS or workflow systems, and confidence in maintaining accurate data and supporting recruitment processes.
• Preferred Experience in sales, financial services, property, franchising or a national distribution environment. Experience supporting candidate or franchisee engagement in a multi-stakeholder environment.
• Exposure to AI tools, workflow systems or automation that improve recruitment efficiency, follow-up and candidate experience.
• Ability to work in a target-driven environment and contribute to stronger conversion, pipeline quality and recruitment outcomes.

Additional Information

Lendi Group teams operate across Australia and the Philippines. Bringing together diverse expertise, innovative technology and a customer-first approach, our teams work seamlessly to simplify the property journey, helping Australians find, buy and own property with confidence.

We support our people in a variety of ways, but a few of the benefits that our people rave about include:

• A vibrant, relaxed, yet professional culture.
• We offer a hybrid working arrangement designed to support work-life balance while fostering meaningful connection and collaboration, with a requirement to work from our Makati office.
• A holistic wellbeing programs offering 24⁄7 support to enable our team to thrive at home and work.
• Comprehensive HMO coverage for you and one free dependent, along with life insurance starting from Day 1.
• Access to 25 days of leave, made up of 20 vacation days and 5 sick days.
• Monthly internet subsidy to help you stay productive at home
• Access to ongoing training and clear pathways for growth and promotion as part of your career journey with us.
• Access to all government-mandated benefits, including SSS, PhilHealth, and Pag-IBIG.

Our culture is guided by our three core values: We Are Stronger United; Act Like You Own It; and Keep Home Loans Human. These values are part of our DNA—helping us attract, engage, and grow the right talent while building best-in-class products. Together with our principles, they guide how we collaborate, support one another, and make decisions to drive progress with purpose.

We’re committed to fostering a diverse and inclusive community at Lendi Group. We believe that a team reflecting the world around us leads to greater innovation, stronger collaboration, and a more engaging workplace.

This is an opportunity to shape the future of a fast-growing, purpose-driven company that’s transforming the homeownership journey.

Ready to contribute to Lendi Group’s next chapter? Apply now and be part of something big!

Company Description

Lendi Group is a market-leading digital platform business focused on transforming the home loan industry. It operates the country’s #1 retail mortgage broker – the iconic Aussie Home Loans franchise – and the Australia’s #1 digital mortgage brand, Lendi. Together, with its national network of 1,300 brokers and 230 retail stores, the Lendi Group brands give all Australians the power of choice, and confidence, in one of life’s biggest financial decisions. Building on this market-leading foundation, Lendi Groups vision is to be the undisputed place for Australians to buy and own property through our new Aussie Homes propositions. Lendi Group’s loan book is more than $100b and it was named Australia’s Aggregator of the Year for 2024.

Job Description

The Broker Recruitment Coordinator plays a key role in supporting the recruitment needs of our broker channels, helping to attract, qualify and progress high-quality AU-based candidates through the recruitment funnel.

This role is a hands-on coordination role with a strong focus on early pipeline management, candidate triage, outbound calling, scheduling and follow-up, ensuring candidates receive a consistent and professional experience throughout the process.

Working closely with the Broker Recruitment Managers, this role contributes directly to headcount growth by surfacing suitable candidates, maintaining strong pipeline hygiene, and supporting timely conversion outcomes.

In addition, the role helps bring the channel proposition to life through confident candidate engagement, strong coordination and disciplined workflow management.

Position Responsibilities

• Candidate Triage and Pre-screening Review inbound and early-stage candidate enquiries, conduct initial screening, and assess suitability against role, channel and qualification criteria.
• Outbound Candidate Engagement Manage high outbound call volumes to engage, qualify and progress candidates, while clearly and confidently selling the relevant channel proposition.
• Pipeline Coordination Maintain active candidate pipelines, ensuring records are accurate, follow-ups are completed, and candidates are progressed through the appropriate recruitment stages.
• Stage Hygiene Keep recruitment systems up to date with accurate notes, statuses, next steps and outcomes to support visibility and funnel discipline.
• Candidate Nurture Support nurture and re-engagement activity to keep prospective candidates warm, informed and moving through the funnel.
• Scheduling and Coordination Coordinate interviews, screening calls, candidate follow-up and stakeholder availability to support efficient recruitment delivery.
• Candidate Handover Surface high-quality candidates to the Recruitment Manager and sales stakeholders, providing clear context, qualification notes and recommended next steps.
• Stakeholder Support Work closely with Recruitment Managers, sales teams and franchise stakeholders to support timely progression and candidate conversion.
• Franchisee Engagement Support Where required, support franchisee communication and coordination to assist the retail recruitment process and candidate experience.
• AI and Automation Enablement Leverage AI tools and automation workflows to screen, qualify and prioritise candidates, while improving recruitment funnel efficiency, speed and conversion outcomes.
• Reporting and Administration Maintain accurate candidate and pipeline data, support reporting requirements, and complete recruitment administration in a timely and accurate manner.
• Continuous Improvement Identify opportunities to improve recruitment workflows, candidate experience, follow-up discipline and coordination efficiency.

Qualifications

Position Requirements

• 2+ yearsʼ experience in recruitment coordination, sales support, and/or business development in a fast-paced operational environment.
• Comfortable managing high outbound call volumes and confidently selling the relevant proposition to engage, qualify and convert candidates. Strong ability to pre-screen, assess and qualify candidates against role and channel requirements.
• Highly organised with the ability to manage scheduling, follow-up, candidate movement and competing priorities accurately and efficiently.
• Strong attention to detail, with the ability to maintain accurate records, ensure stage hygiene and support strong pipeline management.
• Strong verbal and written communication skills, with the ability to build rapport and work effectively with Australia-based candidates, recruiters, sales teams and franchise stakeholders.
• Working proficiency with CRM, ATS or workflow systems, and confidence in maintaining accurate data and supporting recruitment processes.
• Preferred Experience in sales, financial services, property, franchising or a national distribution environment. Experience supporting candidate or franchisee engagement in a multi-stakeholder environment.
• Exposure to AI tools, workflow systems or automation that improve recruitment efficiency, follow-up and candidate experience.
• Ability to work in a target-driven environment and contribute to stronger conversion, pipeline quality and recruitment outcomes.

Additional Information

Lendi Group teams operate across Australia and the Philippines. Bringing together diverse expertise, innovative technology and a customer-first approach, our teams work seamlessly to simplify the property journey, helping Australians find, buy and own property with confidence.

We support our people in a variety of ways, but a few of the benefits that our people rave about include:

• A vibrant, relaxed, yet professional culture.
• We offer a hybrid working arrangement designed to support work-life balance while fostering meaningful connection and collaboration, with a requirement to work from our Makati office.
• A holistic wellbeing programs offering 24⁄7 support to enable our team to thrive at home and work.
• Comprehensive HMO coverage for you and one free dependent, along with life insurance starting from Day 1.
• Access to 25 days of leave, made up of 20 vacation days and 5 sick days.
• Monthly internet subsidy to help you stay productive at home
• Access to ongoing training and clear pathways for growth and promotion as part of your career journey with us.
• Access to all government-mandated benefits, including SSS, PhilHealth, and Pag-IBIG.

Our culture is guided by our three core values: We Are Stronger United; Act Like You Own It; and Keep Home Loans Human. These values are part of our DNA—helping us attract, engage, and grow the right talent while building best-in-class products. Together with our principles, they guide how we collaborate, support one another, and make decisions to drive progress with purpose.

We’re committed to fostering a diverse and inclusive community at Lendi Group. We believe that a team reflecting the world around us leads to greater innovation, stronger collaboration, and a more engaging workplace.

This is an opportunity to shape the future of a fast-growing, purpose-driven company that’s transforming the homeownership journey.

Ready to contribute to Lendi Group’s next chapter? Apply now and be part of something big!

Employee Benefits is the core of our business and at our heart we are a people-focused organization.

Position: Recruiter / Lead Recruiter / Non-IT Recruitment Manager (Broking & Financial Domain) Location: Work from Home (Remote) / Hybrid - Noida Experience: 5–10 years Industry Focus: Broking, Financial Services, BFSI, WealthTech About the RoleWe are looking for a smart, sharp-minded Lead Recruiter / Non-IT Manager who brings not just experience, but ownership, insight, and intent to lead recruitment in the Broking and Financial Services domain.

We are seeking a highly organized and proactive recruiting support professional to assist with sourcing, candidate coordination, and talent pipeline management.

Job TitleHuman Resources GeneralistLocationGlobalPosition TypeVolunteerJob DescriptionThe Human Resources Generalist manages the entire staff lifecycle for all staff types (Paid, Supported, and Volunteer), from recruitment and onboarding to staff care and relations, manager support, and individual and team performance management.

About ZipZip is the AI platform for enterprise procurement — built for humans and agents working together. By orchestrating procurement across teams, tools, and suppliers with the help of AI...

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

Who we are

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale.

Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term.

About the role:

At Samsara, we hire people passionate about building for the long term. As a Senior GTM Recruiter, you’ll partner with Customer Success and Revenue Operations leaders to build exceptional teams with intention, urgency, and high hiring standards. We believe the best recruiters create business outcomes—not just fill openings. You’ll influence hiring decisions with market insights and data, proactively shape talent strategy, and build high-quality pipelines before demand arises. Success is measured by the quality of hires, the trust you build with stakeholders, and the long-term impact your talent has on the business.

This is a remote role and is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area.

In this role, you will:

• Execute Full-Cycle Recruiting: Lead end-to-end hiring for IC and leadership roles, delivering exceptional execution from intake through offer acceptance.
• Act as a Strategic Partner: Build trusted relationships with senior leaders by deeply understanding their business, challenging assumptions, and influencing hiring decisions.
• Influence with Data: Analyze recruiting funnel performance, market trends, and candidate insights to identify headwinds, uncover opportunities, and proactively recommend actions that improve hiring outcomes.
• Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping, long-term engagement, and talent communities—even before hiring demand exists.
• Employ Creative Sourcing: Move beyond traditional sourcing by mapping talent networks and engaging exceptional candidates who aren’t actively looking.
• Optimize Hiring Processes: Identify bottlenecks, simplify ambiguous hiring processes, and continuously improve the candidate and hiring manager experience.
• Collaborate as One Team: Foster a team-first culture by sharing talent, knowledge, and feedback to achieve the best outcomes for the business.
• Apply Innovation: Leverage AI and modern recruiting tools to automate repetitive work, generate insights, and improve recruiting quality and efficiency.

Minimum requirements for the role:

• 8+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
• Proven track record of successfully hiring GTM talent, including Customer Success Managers, Implementation Consultants, Solutions Engineers, Sales Operations, and Revenue Operations roles.
• Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
• A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
• Experience hiring in innovative and high-bar companies
• Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the “easy path” doesn’t work
• Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
• Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
• Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience.

The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience. This role is also eligible for an initial RSU grant with no vesting cliff, and ongoing refresh opportunities tied to performance, subject to plan terms and conditions. Learn more about our total rewards and benefits below.

Annual Base Salary

$136,850—$175,950 USD

Total Rewards

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time.

Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here.

Flexible Working

At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual’s ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable.

Belonging at Samsara

At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact.

Accommodations

Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email accessibleinterviewing@samsara.com or click here if you require any reasonable accommodations throughout the recruiting process.

Our Commitment to Authenticity

We use Tofu, a fraud detection tool, to validate the authenticity of applications and protect against identity fraud. This ensures we are connecting with real people and allows us to prioritize genuine candidates. Please see Samsara’s Candidate Privacy Notice for more information.

Fraudulent Employment Offers

Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in @samsara.com, @us-greenhouse-mail.io or @mail3.guide.co. For more information regarding fraudulent employment offers, please visit our blog post here.

Here at Scout Motors, we’re carrying forward the heritage of one of the most iconic American vehicles in history. A vehicle dating back to 1960. One that forged the path for future generations of rugged SUVs and trucks and will do so once again.

But Scout is more than just a brand, it’s a legacy steeped in a culture of exploration, caretaking, and hard work.

The Scout brand is all about respect. Respect for the past and the future by taking an iconic American brand that hasn’t been around for a while, electrifying it, digitizing it, and loading it with American innovation. Respect for communities by creating a company that stands for its people and its customers. Respect for both work and play, with vehicles that are equally at home at a camp site, a job site, or on a Tuesday commute. And respect for our customers by developing two powertrains that meet their requirements — an all-electric powertrain as well as the Harvester™ range extender powertrain which includes a built-in gas-powered generator with an estimated 500 miles of combined range.

At Scout Motors, we empower our talented, inclusive, and entrepreneurial teams to innovate. What makes a Scout employee? Someone who is a visionary and a leader, who seeks new paths and shares lessons learned. A knowledgeable doer who collaborates across the company to build better. A go-getter with unrivaled passion.

Join us at Scout Motors and be part of shaping the future of transportation. If you’re ready to drive change and make history, apply now!

What you’ll do

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

• Serve as a highly skilled individual contributor responsible for executing and continuously improving HR operational processes supporting a high-volume manufacturing workforce.
• Own complex workforce transactions and employee data management within the HRIS, including job changes, organizational moves, compensation-related changes, shift differentials, transfers, leaves, and separations while ensuring exceptional data accuracy and compliance.
• Lead operational onboarding activities for plant hires, ensuring compliance requirements, system readiness, and a seamless employee experience from pre-hire through integration.
• Act as a subject matter expert for time and attendance administration, resolving escalated issues, identifying process improvements, and partnering with Payroll, Production, and HR leaders on workforce management practices.
• Provide advanced support and guidance to employees, supervisors, and HR partners regarding HR processes, policies, benefits administration, and HR systems navigation.
• Develop, analyze, and interpret workforce metrics including headcount, turnover, attendance, and staffing trends; provide actionable insights and recommendations to support operational decision-making.
• Lead audits, compliance reviews, and continuous improvement initiatives to strengthen HR operational effectiveness, regulatory compliance, and data governance.
• Document and standardize HR operational procedures, identify process gaps, and drive solutions that improve service delivery, scalability, and employee experience

Location & Travel Expectations:

• The role will be based out of a Scout Motors location in Columbia, South Carolina.
• This role requires 4-5 days per week in the office, with regular in-person meetings and events.
• Applicants should expect that the role will require the ability to convene with Scout colleagues in person and travel to participate in events on behalf of the company from time to time.

What you’ll bring

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You’ll be comfortable with change and flexible in a fast-paced, high-growth environment. You’ll take a collaborative approach to achieve ambitious goals. Here’s what else you’ll bring:

• 4+ years of progressive HR operations, HR shared services, HR administration, or related experience, including significant experience supporting manufacturing, logistics, or other high-volume workforce environments.
• Deep expertise with enterprise HRIS platforms, preferably SAP SuccessFactors and ADP, with advanced Excel and reporting capabilities. Experience working with complex workforce data and process optimization initiatives.
• Strong understanding of HR operations, workforce administration, wage and hour regulations, onboarding processes, compliance requirements, and employee lifecycle management.
• Proven ability to independently manage complex and sensitive HR operational matters with minimal oversight while exercising sound judgment and discretion.
• Exceptional analytical, organizational, and problem-solving skills with demonstrated success identifying trends, mitigating risks, and improving operational processes.
• Strong communication and stakeholder management skills with the ability to influence and collaborate across frontline operations, HR teams, payroll, and leadership.
• Demonstrated track record of driving continuous improvement, implementing best practices, and serving as a trusted subject matter expert within HR Operations.

What you’ll gain

The benefits of joining Scout include the chance to build products and a company from the ground up.  This is a chance to create something new and lasting – with an iconic brand at its foundation.  In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

• Competitive insurance including:
  • Medical, dental, vision and income protection plans
• 401(k) program with:
  • An employer match and immediate vesting
• Generous Paid Time Off including:
  • 20 days planned PTO, as accrued
  • 40 hours of unplanned PTO and 14 company or floating holidays, annually
  • Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
  • Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave

Pay Transparency

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate’s skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $90,000.00 - $112,500.00

Internal leveling code: IC9

Notice to applicants:

• To be considered for career opportunities at Scout Motors, applicants must be 18 years of age or older.
• Residing in San Francisco: Pursuant to the San Francisco Fair Chance Ordinance, Scout Motors will consider for employment qualified applicants with arrest and conviction records.
• Residing in Los Angeles: Scout Motors will consider for employment qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring Ordinance.
• Residing in New York City: This role is not eligible for remote work in New York City.

Equal Opportunity

Scout Motors is committed to employing a diverse workforce and is proud to be an Equal Opportunity Employer. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, disability, pregnancy, or any other characteristics protected by law.Scout Motors is committed to compliance with allapplicable fair employment practice laws. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please contact ScoutAccommodations@scoutmotors.com.

Who we are

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale.

Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term.

About the role:

At Samsara, we hire people passionate about building for the long term. As a Senior GTM Recruiter, you’ll partner with Customer Success and Revenue Operations leaders to build exceptional teams with intention, urgency, and high hiring standards. We believe the best recruiters create business outcomes—not just fill openings. You’ll influence hiring decisions with market insights and data, proactively shape talent strategy, and build high-quality pipelines before demand arises. Success is measured by the quality of hires, the trust you build with stakeholders, and the long-term impact your talent has on the business.

This is a remote role and is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area.

In this role, you will:

• Execute Full-Cycle Recruiting: Lead end-to-end hiring for IC and leadership roles, delivering exceptional execution from intake through offer acceptance.
• Act as a Strategic Partner: Build trusted relationships with senior leaders by deeply understanding their business, challenging assumptions, and influencing hiring decisions.
• Influence with Data: Analyze recruiting funnel performance, market trends, and candidate insights to identify headwinds, uncover opportunities, and proactively recommend actions that improve hiring outcomes.
• Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping, long-term engagement, and talent communities—even before hiring demand exists.
• Employ Creative Sourcing: Move beyond traditional sourcing by mapping talent networks and engaging exceptional candidates who aren’t actively looking.
• Optimize Hiring Processes: Identify bottlenecks, simplify ambiguous hiring processes, and continuously improve the candidate and hiring manager experience.
• Collaborate as One Team: Foster a team-first culture by sharing talent, knowledge, and feedback to achieve the best outcomes for the business.
• Apply Innovation: Leverage AI and modern recruiting tools to automate repetitive work, generate insights, and improve recruiting quality and efficiency.

Minimum requirements for the role:

• 8+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
• Proven track record of successfully hiring GTM talent, including Customer Success Managers, Implementation Consultants, Solutions Engineers, Sales Operations, and Revenue Operations roles.
• Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
• A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
• Experience hiring in innovative and high-bar companies
• Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the “easy path” doesn’t work
• Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
• Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
• Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience.

The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience. This role is also eligible for an initial RSU grant with no vesting cliff, and ongoing refresh opportunities tied to performance, subject to plan terms and conditions. Learn more about our total rewards and benefits below.

Annual Base Salary

$136,850—$175,950 USD

Total Rewards

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time.

Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here.

Flexible Working

At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual’s ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable.

Belonging at Samsara

At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact.

Accommodations

Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email accessibleinterviewing@samsara.com or click here if you require any reasonable accommodations throughout the recruiting process.

Our Commitment to Authenticity

We use Tofu, a fraud detection tool, to validate the authenticity of applications and protect against identity fraud. This ensures we are connecting with real people and allows us to prioritize genuine candidates. Please see Samsara’s Candidate Privacy Notice for more information.

Fraudulent Employment Offers

Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in @samsara.com, @us-greenhouse-mail.io or @mail3.guide.co. For more information regarding fraudulent employment offers, please visit our blog post here.

Headquarters: Frankfurt am Main, Hesse, 60486, Germany
URL: http://rhgconsult.de

Wir suchen für unseren Kunden im Bankenumfeld eine/n Personalbetreuer(m/w/d) im Rahmen einer Arbeitnehmerüberlassung Wir suchen einen engagierten Personalberater (m/w/d) im Bereich Banken und Finanzdienstleistungen, der unser Team in Frankfurt am Main verstärkt. In dieser Rolle sind Sie verantwortlich für die Rekrutierung und Betreuung von Fachkräften in einer dynamischen Branche. Wenn Sie eine Leidenschaft für das Personalwesen haben und gerne mit Menschen arbeiten, freuen wir uns auf Ihre Bewerbung. ### Aufgaben: Als Personalbetreuer (m/w/d) begleiten Sie die Mitarbeitenden unseres Kunden entlang des gesamten Employee Lifecycles und sind Ansprechpartner für personalrelevante Fragestellungen. - Erstellung von Arbeitsverträgen und Personalunterlagen - Pflege von Mitarbeiterdaten in den HR-Systemen (u. a. Workday und SAP HCM) - Betreuung von Eintritten, Versetzungen und Austritten - Sicherstellung einer korrekten Datenbasis für die Entgeltabrechnung - Beratung von Mitarbeitenden und Führungskräften zu HR-Prozessen und Angeboten - Unterstützung beim Onboarding sowie Organisation von Welcome Calls und Trainings - Bearbeitung von HR-Anfragen und Tickets (ServiceNow/Smartcases) - Mitwirkung bei der Optimierung von HR-Prozessen sowie der Erstellung von Arbeitsbeschreibungen und Checklisten ### Profil: - Abgeschlossene kaufmännische Ausbildung, idealerweise mit Weiterbildung im Personalwesen, oder ein vergleichbares Studium - Mindestens 2 Jahre Berufserfahrung in der Personalbetreuung, HR-Administration oder als HR Generalist - Gute Kenntnisse im Arbeits-, Sozialversicherungs- und Lohnsteuerrecht - Erfahrung mit HR-Systemen, idealerweise Workday, SAP HCM und ServiceNow - Strukturierte und sorgfältige Arbeitsweise - Hohe Serviceorientierung sowie ausgeprägte Kommunikationsfähigkeit - Sehr gute Deutsch- und gute Englischkenntnisse ### Benefits: - Internationale Arbeitsumgebung - Flexible Arbeitszeiten - Intensive Einarbeitung - sehr gute Anbindung an das öffentliche Verkehrsnetz - 30 Tage Urlaub - Urlaubs- und Weihnachtsgeld - Option auf Übernahme in Festanstellung bei einem Top-Arbeitgeber Haben Sie weitere Fragen? Ich stehe Ihnen gerne per Mail unter [katharina.salb@rhgconsult.de](https://mailto:katharina.salb@rhgconsult.de) oder telefonisch unter 09176-2564114 zur Verfügung. Ich freue mich auf Ihre Bewerbungsunterlagen. Die RichardGruberConsulting ist Ihr Personaldienstleister mit über 30 Jahren HR-Erfahrung. Für uns sind Mitarbeiter in erster Linie Menschen, nicht Ressourcen – dass begründet unseren guten Namen bei unseren Mitarbeitern und Kunden. Wir bringen zusammen was zusammengehört!

To apply: https://weworkremotely.com/remote-jobs/richard-h-gruber-consulting-personalbetreuer-m-w-d

Headquarters: Remote
URL: http://careerpuck.com

At Tend, we’re redefining what it means to go to the dentist — thoughtfully designed studios, exceptional clinicians, and technology that makes care feel seamless. Behind every great studio experience is a team of talented clinicians, and behind every great hire is a sourcing strategy that actually works.

We’re looking for a Sourcing & CRM Program Manager to own top-of-funnel pipeline building for our clinical roles — Dentists, Hygienists, and Dental Assistants — across tend’s growing studio footprint. This is not a passive sourcing seat. You’ll build and execute an outreach strategy, own the CRM end-to-end, keep Greenhouse running cleanly, and bring a marketer’s mindset to how we engage and nurture clinical talent. You’re equally comfortable analyzing pipeline data and crafting a personalized outreach sequence that actually gets a response.

This is a contract role (with contract-to-hire potential) reporting to the VP of Talent Acquisition. It’s fully remote and US-based.

What You’ll Do

Clinical Sourcing & Pipeline Building

• Own proactive sourcing strategy for Dentists, Hygienists, and Dental Assistants across tend’s studio markets — building diverse, qualified pipelines that match our growth plan and studio opening calendar.
• Use advanced Boolean, LinkedIn Recruiter, dental school databases, association directories, niche job boards, and creative channels to surface passive candidates who aren’t actively looking.
• Qualify leads and transition high-potential candidates to recruiters with clear context and warm handoffs — so no momentum gets lost between sourcing and outreach.
• Craft personalized, on-brand outreach that reflects Tend’s voice and resonates with clinicians — and continuously test and refine messaging to improve response and conversion rates.

CRM Strategy, Campaigns & Nurture

• Own the clinical CRM — segmenting talent pools, building nurture campaigns, and keeping engagement warm between when a candidate enters the pipeline and when they’re ready for a conversation.
• Design and execute multi-touch outreach sequences informed by data: what’s generating replies, what’s converting to interviews, and what’s falling flat.
• Pull contacts from external sources (dental school databases, association member lists, event attendees, purchased lists) and import, tag, and segment them cleanly in the CRM.
• Partner with the VP of TA on employer brand initiatives, referral programs, and recruiting events that feed the pipeline and strengthen Tend’s presence in the clinical talent market.
• Maintain clean, well-tagged candidate data so the team can pull accurate pipelines, market insights, and reporting at any time.

Greenhouse Administration & ATS Management

• Act as a Greenhouse power user and day-to-day administrator — updating job templates, scorecards, approval workflows, user permissions, and reporting dashboards for clinical hiring.
• Keep the ATS clean and trustworthy: monitor data integrity, ensure candidates move through stages accurately, and coach the team on consistent system use.
• Build and maintain recruiting reports and dashboards that track pipeline health, sourcing channel effectiveness, conversion rates, and time-to-fill — turning data into clear recommendations.
• Support testing, feedback, and ongoing optimization of sourcing and recruitment technologies as the team’s stack evolves.

Operational Effectiveness & Team Support

• Stay close to the dental talent market — tracking compensation trends, competitor moves, and labor data that inform how we hire and what we lead with in outreach.
• Contribute to a recruiting culture that’s fast, thoughtful, and high-quality — sharing sourcing wins, raising the bar on candidate experience, and helping teammates grow.

Who You Are

You bring a marketer’s mindset to recruiting — you think in sequences, segments, and conversion rates, not just resumes and req counts. At Tend, our values and competencies guide how we work, how we hire, and how we show up for each other.

Tend Values

Tend to Others — You treat every candidate interaction as if it matters, because it does. You represent Tend with care, follow through on your commitments, and stay focused on the outcomes that drive the business: strong pipelines, quality hires, and a recruiting team that can count on you to deliver.

Be Brave Enough to Lead — You speak up when a sourcing strategy isn’t working, push back when a search is misaligned with market reality, and bring ideas to the table even when they’re uncomfortable. You lead from your seat, not just from a title.

Savor the Ride — Clinical sourcing is a long game, and you bring steady energy to it. You celebrate pipeline wins, stay composed through hiring surges, and help the team stay engaged and motivated through the grind of a fast-moving recruiting environment.

Embrace Our Differences — You actively build diverse pipelines, challenge sameness in sourcing, and welcome feedback from recruiters and hiring managers with different perspectives than your own. You assume positive intent and keep communication direct and respectful.

Rooted in Growth — You reflect on your own performance, seek coaching, and stay curious about new tools, channels, and techniques. You treat every search — and every campaign — as a chance to sharpen your craft.

Role-Based Competencies

Build the System, Not Just the Search — You see how sourcing, CRM, ATS, and reporting connect into a single recruiting engine — and you design workflows with that full picture in mind. You don’t just fill today’s req; you build infrastructure that makes the next 50 easier.

Market Like a Recruiter — You apply real marketing discipline to how you engage candidates: segmenting audiences, testing messaging, analyzing what converts, and running multi-touch campaigns that build relationships over time — not just one-off cold outreach.

Translate Data into Decisions — You’re comfortable building dashboards, pulling funnel data, and turning pipeline numbers into clear recommendations. You don’t just report what happened — you explain what it means and what to do next.

What You Have

• 3+ years of sourcing or talent acquisition experience, with demonstrated ownership of proactive pipeline building — not just posting and reviewing applicants.
• Hands-on CRM experience with real depth: segmentation, nurture campaigns, multi-touch outreach sequences, data uploads from external sources, tagging strategy, and measurable engagement outcomes.
• Advanced sourcing skills — Boolean, LinkedIn Recruiter, niche job boards, association directories, and creative channel development. You can find candidates that others miss.
• Greenhouse experience as both a user and an administrator — job setup, templates, scorecards, permissions, workflows, and reporting.
• A marketer’s instinct: comfort with outreach sequencing, A/B testing messaging, and thinking in terms of conversion at every stage of the funnel.
• Strong reporting orientation — comfortable building dashboards, pulling data, and communicating what the numbers mean in plain language.
• Clear, concise written communication — you write outreach candidates actually reply to and updates recruiters and hiring managers actually use.
• Ability to operate independently in a remote environment with strong self-direction, organization, and follow-through.

Highly Preferred Experience

• Background in DSO, dental, veterinary, medical, or other multi-site healthcare talent markets.
• Experience with outbound sourcing tools.
• Exposure to employer branding, referral programs, or recruiting marketing initiatives.
• Familiarity with workforce planning, market mapping, or compensation benchmarking.

Physical Requirements

This position requires the ability to perform the essential job duties listed, with or without reasonable accommodation:

• Ability to sit and work at a computer for extended periods.
• Adequate vision (with or without correction) to read screens, documents, and reporting dashboards for sustained periods.
• Manual dexterity to operate a keyboard, mouse, and related equipment.
• Ability to communicate effectively via phone, video, email, and instant messaging with candidates, hiring managers, and internal teams.
• Occasional travel (a few times per year) for team meetings, recruiting events, or studio visits.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

#LI-Remote

To apply: https://weworkremotely.com/remote-jobs/tend-sourcing-and-crm-program-manager

APPLICATION INSTRUCTIONS: If you’ve already completed the 20four7VA Recruiting Process—including the Final Interview—or have previously been contracted by a 20four7VA Client, please make sure to apply via the 20four7VA Team Portal for faster processing. Use any valid email address to log in.

If you’ve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below.

💡 Quick Tip: Upload your resume first—this will automatically populate most of the fields in the application form. Let the magic happen!

If you’re interested in this opportunity, click APPLY TO POSITION to proceed.

\*\*\******************************************************************

Title: Independent Contractor – S-CPT-0007 Client Endorsement Specialist

Overview

20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia.

The Client Endorsement Specialist plays a critical role in matching qualified Virtual Assistants (VAs) and applicants with client requirements. This position requires strong analytical, communication, and coordination skills to ensure a seamless endorsement and placement process.

Scope of Services

Contractors will be required to provide services that align with the following c tasks:

• Match qualified applicants and VAs to client requirements based on skills, experience, and competencies.
• Search and source suitable candidates using Breezy HR, Google Drive, and other internal databases.
• Review, interpret, and analyze open job descriptions to understand client needs and expectations.
• Conduct thorough resume evaluations and candidate profile assessments.
• Determine the appropriate VA or applicant tier based on resume review, competency assessments, and relevant experience.
• Coordinate and collaborate with various departments to ensure the timely completion of recruitment and endorsement-related activities.
• Maintain accurate records and update candidate information in Breezy HR, spreadsheets, and other tracking systems.
• Conduct outreach and schedule applicants for further skills assessments when necessary.
• Build and maintain engagement with VAs through regular communication and follow-ups.
• Prepare candidates for client interviews by providing guidance, expectations, and interview best practices.
• Deliver constructive feedback to candidates regarding interview performance, strengths, and areas for improvement.
• Review candidate portfolios and identify errors, inconsistencies, or enhancement opportunities.
• Facilitate VA onboarding by introducing company policies, procedures, and expectations.
• Serve as a liaison between the Client Success Team and VA candidates throughout the endorsement process.
• Participate in VA-client interview meetings and assist in presenting candidates to clients.
• Generate reports and provide updates on candidate endorsements, placements, and recruitment activities as needed

Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing.

Skills

The Contractor must demonstrate proficiency in the following, depending on the Client’s requirements:

Recruitment & Talent Assessment

• Talent sourcing and recruitment experience.

• Strong ability to review, analyze, and evaluate resumes.

• Proficiency in interpreting job descriptions and candidate requirements.

• Ability to assess applicants and determine appropriate VA tier classifications.

• Experience in candidate screening, endorsement, and placement processes.

Administrative & Analytical Skills

• Background in administrative support functions.

• Knowledge of various specialist competencies and job functions.

• Strong data entry, management, and record-keeping skills.

• Excellent analytical and problem-solving abilities.

• Experience in data analysis and reporting.

• Ability to identify relevant keywords and perform keyword analysis for candidate-job matching.

• Excellent written and verbal English communication skills.

• Strong interpersonal and relationship-building abilities.

• Ability to provide professional feedback and coaching to candidates.

Communication & Collaboration

• Effective collaboration and teamwork skills across multiple departments.

• Professional email composition and business correspondence skills.

• Strong task and time management skills.

Organizational Skills

• Ability to manage multiple priorities in a fast-paced environment.

• Exceptional attention to detail and accuracy.

• Ability to work independently while maintaining team collaboration.

• Proficiency in tracking, documenting, and reporting recruitment activities.

Preferred Qualifications

• Experience in remote staffing, outsourcing, or virtual assistant recruitment.

• Familiarity with Applicant Tracking Systems (ATS), preferably Breezy HR.

• Experience working in a client-facing recruitment or endorsement environment.

Work Schedule

• Contracted Hours per Week: 40 Hours
• Scheduled Working Days: Monday through Friday
• Daily Working Time: 8 AM to 5 PM EST

Note: The Company will make reasonable efforts to align the Assigned VA’s schedule with the Client’s preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW.

Terms of Engagement

• Contractors will operate under a Master Services Agreement and a Statement of Work
• This is not an offer of employment; contractors are not employees of 20four7VA or any client
• All compensation is processed through 20four7VA according to the terms of the engagement

Role Summary & Requirements

• REQUIRED SERVICE: Business Support
• REQUESTED EXPERIENCE TIER LEVEL: Entry, Junior, Senior Level
• Contracted Hours per Week: 40 hours/week
• Daily Working Time: 8 AM - 5 PM EST
• Scheduled Working Days: Monday-Friday
• REPORTING TO/POC: To Be Determined
• Number of VAs: 1 to 2
• GENDER PREFERENCE: None
• LANGUAGES SPOKEN/PREFERENCE: English
• ACCENT PREFERENCE: Neutral
• REGION PREFERENCES: None

What we offer

• Competitive rates
• Weekly payments
• Various open roles are available
• Free training and upskilling
• Constant support and guidance
• A vibrant community always ready to support you
• And more!

About Hightouch

Hightouch is an Agentic Marketing Platform powered by the industry-leading Composable CDP. With complete brand context, customer data, and performance history in one place, every marketer finally has the power to build and ship end-to-end campaigns themselves. Teams move faster, stay on brand, and get AI marketing that actually works.

Founded in 2019 and headquartered in San Francisco, Hightouch enables marketing teams to analyze performance, brainstorm ideas, and generate creative at a speed and quality that wasn’t previously possible.

Named a Leader in the 2026 Gartner® Magic Quadrant™ for Customer Data Platforms, Hightouch is trusted by leading enterprises like Domino’s, Spotify, Aritzia, Cars.com, Ramp, and PetSmart.

At Hightouch, our mission is to help our customers leverage data and AI to grow their businesses. The team is ambitious, impact-driven, efficient — and we believe humility, kindness, and compassion are essential to our success. If you’re energized by velocity, obsessed with raising the bar, and want to build alongside people who care deeply about each other and our customers, we’d love to meet you.

About the role:

We’re looking for an Associate Talent Partner who is passionate about finding exceptional talent, thrives on solving hard hiring challenges, and enjoys building relationships with candidates long before they apply.

You’ll partner closely with recruiters and hiring managers to build diverse, high-quality pipelines across our Go-to-Market organization. This role is equal parts strategy, execution, and storytelling—you’ll identify outstanding talent, develop creative outbound campaigns, and represent Hightouch with every interaction.

What you’ll do

• Develop targeted sourcing strategies for critical GTM hiring initiatives, with a focus on quality over quantity.
• Identify and engage exceptional candidates through thoughtful, personalized outreach that stands out from generic recruiting messages.
• Build creative sourcing campaigns tailored to specific talent markets, functions, and hiring priorities.
• Partner closely with recruiters and hiring managers to refine search strategies, calibrate candidate profiles, and continuously improve pipeline quality.
• Conduct competitive intelligence research, including market mapping, compensation trends, organizational structures, hiring activity, and competitor analysis to inform recruiting strategy.
• Continuously experiment with new sourcing techniques, AI tools, and talent channels to uncover candidates others aren’t finding.
• Develop a deep technical understanding of the MarTech/data landscape for roles such as Solutions Engineering, Customer Success Engineering, Technical Account Management, and other technical GTM functions—including common technologies, customer profiles, career paths, and adjacent backgrounds.
• Build and nurture long-term relationships with prospective candidates, creating talent communities before hiring needs arise.
• Serve as an ambassador for the Hightouch brand by delivering an exceptional candidate experience, regardless of hiring outcome.

What we’re looking for

• 2+ years of experience in a recruiting, sales, marketing, business development, or other customer-facing role where you’ve built relationships through proactive outreach. Experience sourcing candidates or outbound prospecting is a strong plus.
• A proactive, self-starter who takes ownership, identifies opportunities, and consistently drives work forward with minimal direction.
• Exceptional written communication skills with the ability to craft thoughtful, concise, and personalized outreach that stands out.
• Strong research skills and intellectual curiosity—you enjoy digging into companies, markets, organizational structures, and talent landscapes to uncover exceptional talent.
• The ability to quickly learn technical concepts and develop a deep understanding of technical Go-to-Market roles, particularly Solutions Engineering and other customer-facing technical functions.
• Highly organized, with the ability to manage multiple priorities while maintaining a high bar for quality and execution.
• A collaborative teammate who enjoys partnering with recruiters, hiring managers, and cross-functional stakeholders.
• Someone who embodies Hightouch’s values—you lead with kindness and compassion, are forever hungry to learn and improve, execute efficiently, focus on creating meaningful impact, and consistently raise the bar for yourself and those around you.

The salary range for this position is $95,000-$125,000 USD per year. We focus on impact and potential for growth more than years of experience. We also offer meaningful equity compensation in the form of ISO options, including early exercise and a generous 10-year post-termination exercise window.

Ideally, this candidate will be located in the San Francisco or New York area, and be able to join us in-office to help build our recruiting culture in these office hubs.

E-Verify Statement

Hightouch participates in E-Verify. After you join the team, we’ll verify your eligibility to work in the U.S. by submitting information from your Form I-9 to the Social Security Administration and, if needed, the Department of Homeland Security. This process happens post-hire only — we never use E-Verify to pre-screen applicants.

E-Verify Notice E-Verify Notice (Spanish) Right to Work Notice Right to Work Notice (Spanish)

Alcanza is a growing multi-site, multi-phase clinical research company with a network of locations in AL, AZ, FL, GA, IL, MA, MI, MO, NV, VA, SC, TN, TX and Puerto Rico.

DescriptionJob Title: Director of Career ServicesStatus: ExemptLocation: WFH flexible, candidate must reside in California to be considered.Reports to: VP, ComplianceEmployment Type: Full-time SummaryUnder the general direction of the Vice President of...

RainFocus, one of the most innovative software companies, is in search of an exceptional HR Business Partner.

About RainFocus

RainFocus cares about its employees, customers, and the world in which we live. Our rapidly growing team serves Fortune 500 companies like Adobe, Cisco, IBM, Oracle, VMware, and others to prepare and execute in-person, virtual, and hybrid events, across the world. Those events are delivered through our industry-disrupting software platform, with groundbreaking business intelligence, to elevate the attendee experience, streamline event operations, and accelerate marketing results. We are well-funded, growing fast, and building a company that is changing the market — it will be challenging, fun and exciting.

About the Role

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Duties/Responsibilities:

• Work closely with the Chief People Officer and the HR team to help manage and guide the teams on all things connected to recruiting & onboarding, employee engagement, and performance management.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Assists international employees with HR matters.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provides assistance and oversight on the talent acquisition activity for their areas of their responsibility.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

Required skills/abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.

Education and Experience:

• Bachelor’s degree required.
• Minimum of 8 years of experience resolving complex employee relations issues within a software technology company.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or Master’s level degree in one of the human resource disciplines.

Location/Travel

This remote role can be located anywhere in the United States of America.  Travel may be required.

Why work at RainFocus?

At RainFocus we delight millions of attendees at large-scale events by delivering better insights, experiences, and marketing. We were able to pivot our product and services offering in 2020 to continue growing and serving new clients and events.

As a member of the RainFocus team, you will have the opportunity to experience first-hand the impact of our platform at events around the world. Additionally, RainFocus offers competitive salaries, competitive benefits, 401k, generous PTO, and countless other team building activities.

What are you waiting for? Apply today! We need more talented, hard-working, fun-loving team members just like yourself!

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

About Nabis

Nabis is the #1 licensed cannabis wholesale platform in the world, supplying $1B+ worth of cannabis products annually from hundreds of brands to retailers across California, New York, and Nevada. Our mission is to empower the world to discover cannabis by providing choice, access, and innovation.Through modern, scalable infrastructure, our mission is to empower the world to discover cannabis by providing choice, access, and innovation.

About the Role

We’re looking for a Talent Acquisition Manager to own full-cycle recruiting for a defined set of business functions and help build scalable hiring processes as Nabis grows. You’ll partner directly with hiring managers, carry a high-volume requisition load, and bring structure to how we source, screen, and close candidates across corporate and operations roles.

This is a player-coach role. You’ll carry your own requisition load while leading and developing a small recruiting team. It’s a strong fit for someone who thrives in a fast-paced, evolving environment and wants ownership over both the what (hiring outcomes) and the how (process and systems). Because we hire across regulated cannabis markets, you’ll also own the pre-employment realities that come with the industry, including state work permits and agent badging that directly affect time-to-start.

Responsibilities

• Manage full-cycle recruiting (sourcing through offer) for 15 to 25+ concurrent requisitions spanning corporate and operations functions
• Lead and develop a small recruiting team, including day-to-day management, coaching, and performance support
• Own active sourcing strategy and pipeline generation, particularly for leadership and hard-to-fill roles, using LinkedIn Recruiter and direct outreach
• Partner with hiring managers to define role scorecards, interview plans, and candidate criteria
• Own hiring SLAs and time-to-fill targets across your req load, not just reporting on them
• Drive offers to close, partnering with hiring managers and People on comp positioning and candidate objections
• Support high-volume hourly hiring across distributed warehouse and fleet locations, including navigating state work permits and agent badging that gate time-to-start
• Build and refine Greenhouse workflows (knockout questions, application templates, scorecards, and rejection taxonomies) to keep high-volume pipelines clean and consistent
• Own candidate experience end-to-end, including timely communication and offer negotiation
• Maintain rigorous data hygiene across dispositions and funnel reporting, and report pipeline health, time-to-fill, and conversion metrics to leadership
• Own recruiting tool and channel spend, ensuring investment tracks to outcomes
• Ensure compliance with multi-state hiring regulations (e.g., Fair Chance Act, state-specific application requirements)
• Identify process gaps and build scalable SOPs, templates, and tools as the team grows

What You Bring

• 7+ years of full-cycle recruiting experience, including 2+ years directly managing recruiters or coordinators, ideally with high-volume and multi-market hiring
• Startup or high-growth company experience; you’re comfortable with ambiguity, shifting priorities, and building the plane while flying it
• Hands-on Greenhouse experience, not just using it but configuring workflows, application questions, scorecards, and reporting
• A scrappy, roll-up-your-sleeves attitude; you’re just as willing to fix a broken process as you are to run a candidate slate
• Track record of process improvement: identifying gaps and building the SOP, template, or system that didn’t exist before
• Experience recruiting for both corporate and operational/hourly roles
• Strong data fluency and hygiene: comfortable building trackers, reading funnel metrics, keeping disposition data clean, and reporting you’d stake a leadership update on
• Excellent stakeholder management skills; confident partnering with senior leaders and hiring managers
• Willingness to wear many hats: recruiting, coordination, reporting, and ad hoc People Ops support as needed
• Experience navigating regulated-industry pre-employment requirements (cannabis, healthcare, gaming, or transportation/DOT) a strong plus
• Familiarity with multi-state employment compliance a plus
• Cannabis, startup, or logistics/distribution industry experience a plus

Compensation & Benefits:

• Unlimited PTO and paid holidays
• Base Salary - $130,000
• Medical/Dental/Vision offered to all full-time employees
• 401(k) plan with a match.

Nabis is an Equal Opportunity Employer

Nabis is seeking to create a diverse work environment because all teams are stronger with different perspectives and life experiences. We strongly encourage women, people of color, LGBTQIA individuals, people with disabilities, members of ethnic minorities, foreign-born residents, older members of society, and others from minority groups and diverse backgrounds to apply. We do not discriminate on the basis of race, gender, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. All employees and contractors of Nabis are responsible for maintaining a work culture free from discrimination and harassment by treating others with kindness and respect.

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...