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Job Title: HR Enablement Lead Job Location: US Remote — This is a fully remote opportunity and can be worked from any location in the United States. ABOUT THE COMPANY:...

About Ataraxis AI Ataraxis is a clinical AI research lab working at the intersection of multi-modal AI and precision medicine. Our goal is to make disease predictable. To accomplish this,...

Remote (Global) | Full-Time Permanent | Machine Learning, Data Annotation & AI Workforce Operations Every breakthrough AI model depends on people: the annotators, linguists, and domain experts who shape the data behind it.

Apollo.io is the leading go-to-market solution for revenue teams, trusted by over 500,000 companies and millions of users globally, from rapidly growing startups to some of the world’s largest enterprises. Founded in 2015, the company is one of the fastest growing companies in SaaS, raising approximately $250 million to date and valued at $1.6 billion. Apollo.io provides sales and marketing teams with easy access to verified contact data for over 210 million B2B contacts and 35 million companies worldwide, along with tools to engage and convert these contacts in one unified platform. By helping revenue professionals find the most accurate contact information and automating the outreach process, Apollo.io turns prospects into customers. Apollo raised a series D in 2023 and is backed by top-tier investors, including Sequoia Capital, Bain Capital Ventures, and more, and counts the former President and COO of Hubspot, JD Sherman, among its board members.

Your Role and Impact

As we continue our rapid growth trajectory, we are seeking a forward-thinking and strategic Director, Total Rewards to join our People team. In this role, you will lead the strategy and execution of Apollo’s total rewards programs globally, covering compensation, equity, and benefits, and set the standard for how Apollo attracts, rewards, and keeps exceptional people. This role reports directly to the SVP, People and is a key member of the people leadership team.

Key Responsibilities

• Total Rewards Strategy: Evolve Apollo’s global compensation, equity, and benefits philosophy, aligned with company strategy, competitive positioning, and internal equity. Own the outcomes and report on them to the leadership team.
• Rewarding AI-Amplified Performance: Design, pilot, and scale new models for rewarding people whose output is amplified by new ways of working. Evaluate options such as impact-based pay, equity tied to demonstrated impact, AI compute or token budgets, and flexible level structures. Partner with the Head of Talent Management to define how individual impact is measured when agents do part of the work, and keep the result fair, affordable, and defensible.
• Compensation Architecture: Evolve job architecture, leveling, pay bands, and market pricing as roles change faster than annual cycles. Apply the Corporate Leveling Framework and benchmark against peers.
• Equity Strategy: Own the equity framework across the employee lifecycle, including new hire, refresh, and retention grants, in partnership with Finance and Legal. Model dilution and burn rate against plan.
• Global Benefits Strategy: Ensure benefits programs are market-competitive, scalable, and tailored to regional needs across our key global markets.
• Incentive Plans: Partner with Sales, RevOps, and Finance on variable compensation that rewards outcomes.
• Pay Governance and Compliance: Maintain pay equity, pay transparency, and compliance with compensation laws in every region where Apollo operates.
• Scalability and Systems: Leverage automated, scalable total rewards data, tools, and processes in our own rewards operations, such as market analysis, pay recommendations, and equity modeling.
• Cross-Functional Collaboration: Work closely with Finance, Legal, Payroll, Equity, and Talent Acquisition teams to ensure we attract and retain top talent.
• Team Leadership: Build and develop a total rewards team, with AI capability as a standard part of how it works.

What We’re Looking For

• 12+ years of progressive HR experience, including 5+ years leading global compensation, equity, and benefits programs in high-growth tech environments.
• Original work in compensation: you have designed or piloted a non-standard approach, such as impact-based pay, compute or token budgets, or new equity structures, and can explain what worked and what did not. AI-native experience is a plus.
• Hands-on AI fluency: you use AI agents in your own work and have applied AI or automation to compensation analysis, modeling, or administration.
• Proven track record of scaling total rewards programs, systems, and processes in global, distributed organizations.
• Strong knowledge of multi-country compensation law, including pay transparency and pay equity.
• Highly analytical and systems-oriented, with deep expertise in benchmarking, equity programs, and benefits design.
• Demonstrated ability to lead through ambiguity and set the approach on problems with no precedent.
• Experience influencing a leadership team and driving cross-functional work with Finance, Legal, and GTM leaders.
• Proven people leader who builds team capability.
• Strategic thinker who can also dive deep into execution and delivery.
• Transparent communicator with a collaborative mindset and bias for action.

The listed Pay Range reflects the total cash compensation inclusive of annual base salary and annual bonus as applicable. For sales roles, the range provided is the role’s On Target Earnings (“OTE”) range, meaning that the range includes both the sales commissions/sales bonus target and annual base salary for the role. This salary range may be inclusive of several career levels at Apollo and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location. Applicants interested in this role who are not located in the US may request the annual salary range for their location during the interview process.

Additional benefits for this role may include: equity; company bonus or sales commissions/bonuses; 401(k) plan; at least 10 paid holidays per year, flex PTO, and parental leave; employee assistance program and wellbeing benefits; global travel coverage; life/AD&D/STD/LTD insurance; FSA/HSA and medical, dental, and vision benefits.

San Francisco Pay Range

$250,000—$315,000 USD

We are AI Native

Apollo.io is an AI-native company built on a culture of continuous improvement. We’re on the front lines of driving productivity for our customers—and we expect the same mindset from our team. If you’re energized by finding smarter, faster ways to get things done using AI and automation, you’ll thrive here.

Why You’ll Love Working at Apollo

At Apollo, we’re driven by a shared mission: to help our customers unlock their full revenue potential. That’s why we take extreme ownership of our work, move with focus and urgency, and learn voraciously to stay ahead.

We invest deeply in your growth, ensuring you have the resources, support, and autonomy to own your role and make a real impact. Collaboration is at our core—we’re all for one, meaning you’ll have a team across departments ready to help you succeed. We encourage bold ideas and courageous action, giving you the freedom to experiment, take smart risks, and drive big wins.

If you’re looking for a place where your work matters, where you can push boundaries, and where your career can thrive—Apollo is the place for you.

Learn more here!

Apollo.io is the leading go-to-market solution for revenue teams, trusted by over 500,000 companies and millions of users globally, from rapidly growing startups to some of the world’s largest enterprises. Founded in 2015, the company is one of the fastest growing companies in SaaS, raising approximately $250 million to date and valued at $1.6 billion. Apollo.io provides sales and marketing teams with easy access to verified contact data for over 210 million B2B contacts and 35 million companies worldwide, along with tools to engage and convert these contacts in one unified platform. By helping revenue professionals find the most accurate contact information and automating the outreach process, Apollo.io turns prospects into customers. Apollo raised a series D in 2023 and is backed by top-tier investors, including Sequoia Capital, Bain Capital Ventures, and more, and counts the former President and COO of Hubspot, JD Sherman, among its board members.

Your Role and Impact

As we continue our rapid growth trajectory, we are seeking a forward-thinking and strategic Director, Total Rewards to join our People team. In this role, you will lead the strategy and execution of Apollo’s total rewards programs globally, covering compensation, equity, and benefits, and set the standard for how Apollo attracts, rewards, and keeps exceptional people. This role reports directly to the SVP, People and is a key member of the people leadership team.

Key Responsibilities

• Total Rewards Strategy: Evolve Apollo’s global compensation, equity, and benefits philosophy, aligned with company strategy, competitive positioning, and internal equity. Own the outcomes and report on them to the leadership team.
• Rewarding AI-Amplified Performance: Design, pilot, and scale new models for rewarding people whose output is amplified by new ways of working. Evaluate options such as impact-based pay, equity tied to demonstrated impact, AI compute or token budgets, and flexible level structures. Partner with the Head of Talent Management to define how individual impact is measured when agents do part of the work, and keep the result fair, affordable, and defensible.
• Compensation Architecture: Evolve job architecture, leveling, pay bands, and market pricing as roles change faster than annual cycles. Apply the Corporate Leveling Framework and benchmark against peers.
• Equity Strategy: Own the equity framework across the employee lifecycle, including new hire, refresh, and retention grants, in partnership with Finance and Legal. Model dilution and burn rate against plan.
• Global Benefits Strategy: Ensure benefits programs are market-competitive, scalable, and tailored to regional needs across our key global markets.
• Incentive Plans: Partner with Sales, RevOps, and Finance on variable compensation that rewards outcomes.
• Pay Governance and Compliance: Maintain pay equity, pay transparency, and compliance with compensation laws in every region where Apollo operates.
• Scalability and Systems: Leverage automated, scalable total rewards data, tools, and processes in our own rewards operations, such as market analysis, pay recommendations, and equity modeling.
• Cross-Functional Collaboration: Work closely with Finance, Legal, Payroll, Equity, and Talent Acquisition teams to ensure we attract and retain top talent.
• Team Leadership: Build and develop a total rewards team, with AI capability as a standard part of how it works.

What We’re Looking For

• 12+ years of progressive HR experience, including 5+ years leading global compensation, equity, and benefits programs in high-growth tech environments.
• Original work in compensation: you have designed or piloted a non-standard approach, such as impact-based pay, compute or token budgets, or new equity structures, and can explain what worked and what did not. AI-native experience is a plus.
• Hands-on AI fluency: you use AI agents in your own work and have applied AI or automation to compensation analysis, modeling, or administration.
• Proven track record of scaling total rewards programs, systems, and processes in global, distributed organizations.
• Strong knowledge of multi-country compensation law, including pay transparency and pay equity.
• Highly analytical and systems-oriented, with deep expertise in benchmarking, equity programs, and benefits design.
• Demonstrated ability to lead through ambiguity and set the approach on problems with no precedent.
• Experience influencing a leadership team and driving cross-functional work with Finance, Legal, and GTM leaders.
• Proven people leader who builds team capability.
• Strategic thinker who can also dive deep into execution and delivery.
• Transparent communicator with a collaborative mindset and bias for action.

The listed Pay Range reflects the total cash compensation inclusive of annual base salary and annual bonus as applicable. For sales roles, the range provided is the role’s On Target Earnings (“OTE”) range, meaning that the range includes both the sales commissions/sales bonus target and annual base salary for the role. This salary range may be inclusive of several career levels at Apollo and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location. Applicants interested in this role who are not located in the US may request the annual salary range for their location during the interview process.

Additional benefits for this role may include: equity; company bonus or sales commissions/bonuses; 401(k) plan; at least 10 paid holidays per year, flex PTO, and parental leave; employee assistance program and wellbeing benefits; global travel coverage; life/AD&D/STD/LTD insurance; FSA/HSA and medical, dental, and vision benefits.

San Francisco Pay Range

$250,000—$315,000 USD

We are AI Native

Apollo.io is an AI-native company built on a culture of continuous improvement. We’re on the front lines of driving productivity for our customers—and we expect the same mindset from our team. If you’re energized by finding smarter, faster ways to get things done using AI and automation, you’ll thrive here.

Why You’ll Love Working at Apollo

At Apollo, we’re driven by a shared mission: to help our customers unlock their full revenue potential. That’s why we take extreme ownership of our work, move with focus and urgency, and learn voraciously to stay ahead.

We invest deeply in your growth, ensuring you have the resources, support, and autonomy to own your role and make a real impact. Collaboration is at our core—we’re all for one, meaning you’ll have a team across departments ready to help you succeed. We encourage bold ideas and courageous action, giving you the freedom to experiment, take smart risks, and drive big wins.

If you’re looking for a place where your work matters, where you can push boundaries, and where your career can thrive—Apollo is the place for you.

Learn more here!

We’re looking for a hands-on Head of People Operations who loves making things work well, every single day. The foundations are already here: our HR systems, policies, and core processes are in place. What they need now is someone who’ll sharpen them, make them consistent across every country we operate in, and keep them running smoothly as we grow.

This isn’t a pure strategy role. You’ll spend most of your time close to the work: advising managers on tricky employee relations cases, checking that a contract in Kenya meets local law, fixing the onboarding step that keeps tripping people up, and finding ways AI can take the admin off everyone’s plate. You’ll also own our yearly company offsite, from the agenda to the moment you open it on day one.

Equally vital, you will champion and embody our company culture. You will safeguard our core values, model them in daily interactions, and comfortably lead challenging discussions when expectations aren’t met. Acting as a trusted advocate for employees with leadership, you will champion their interests while thoughtfully balancing staff needs, corporate values, and business priorities.

Job Details

• Job Title: Head of People Operations
• Reporting To: Chief Operating Officer
• Grade: M7 (Head of)
• Location: Remote in United Kingdom (but open to GMT +/- 3 hours time zone if you have UK HR Experience)
• Compensation: 60,000-70,000 GBP but this will be adjusted to a local benchmark if you are based outside of the UK
• Contract Structure: Permanent

Key Responsibilities

• Culture carrier. You’ll protect and live our culture and values every day, and hold others to them too. You’ll run engagement surveys, turn the results into specific actions, and follow through, keeping our culture strong across a remote-first, multi-country team.
• Employee relations. You’ll be the go-to person for managers and staff regarding grievances, disciplinary matters, performance concerns, absences, and exits. You handle cases fairly, document them properly, and close them out, and you know when to bring in local counsel.
• Multi-country compliance. You’ll make sure our contracts, handbooks, and policies comply with employment law in each country where we hire, whether through our own entities or an Employer of Record. That means tracking legal changes, keeping country-specific terms up to date, and flagging risk early. As a project-based business, you’ll also make sure people are classified correctly (permanent, fixed-term, project-funded, consultant or contractor) as projects start and end, with the right contracts, notice terms and exit processes for each.
• Refining systems and processes. Most of what we need already exists. Your job is to audit it, spot the gaps, and tighten it up: onboarding, offboarding, probation, performance reviews, leave, contract changes, etc.
• Using AI to work smarter. You’ll look for practical ways AI can save time and improve quality across the people function, such as drafting initial versions of letters and policies, answering routine employee questions, cleaning up HR data, or summarising survey results. You’ll roll these out safely, with clear guidance on data privacy.
• People operations and HR data. You’ll own the accuracy of our HRIS and people data, support payroll and benefits administration across countries, and produce clean, reliable reporting for the leadership team. Every process should be documented, owned, and easy to follow.
• Annual company offsite. You’ll lead the yearly offsite end-to-end: shaping the agenda with the leadership team, managing the venue, travel, visas, budget, and logistics, and hosting the sessions on the day. People should leave feeling more connected and clearer on where we’re going.
• Supporting managers. You’ll coach managers through the people side of their jobs and give them simple tools, templates, and training so they can handle more on their own.
• Clear, warm communication. You write clearly, explain policy in plain language, and can handle difficult conversations with empathy and directness.

What Success Looks Like

• First 3 months: you’ve reviewed every core people process and policy, met each manager, most of the company, and shared a prioritised list of fixes with the leadership team.

• By 6 months: the top-priority processes are refined, documented, and owned. Open employee relations cases are handled consistently, and managers and employees feel supported

• By 9 months: at least two AI-supported workflows are live and saving the team measurable time, with guidance in place on how to use them safely.

• By 12 months: you’ve delivered a well-run annual offsite that people rate highly, and managers say HR is fast, clear, and easy to work with.

• Solid HR generalist experience. You’ve got 7+ years in HR, with at least 2 years leading the people function or a significant part of it, including managing a small team. You’ll lead 3 direct reports here.

• Employee relations know-how. You’ve handled a wide range of ER cases yourself, from the first conversation to the final outcome, and you’re confident, calm, and fair under pressure.

• Labour law across multiple countries. You’ve worked with employment law in the UK but also in more than one jurisdiction and understand how contracts, notice periods, leave and termination rules differ between them. You know your way around Employer of Record models and when to call local counsel.

• Project-based business experience. You understand how people work in organisations funded by projects or grants. You know the difference between permanent, fixed-term, project-funded and contractor roles, how to classify people correctly in each country, and how to manage contract renewals and endings when funding changes.

• A process builder with an eye for detail. You can take a messy or inconsistent process and turn it into something simple and reliable. You notice the typo in the offer letter and the missing step in the leaver checklist, and you fix them.

• Comfort with HR systems and AI tools. You’re confident using an HRIS and comfortable experimenting with AI tools like ChatGPT, Claude or Copilot to make work faster and better. You can show us examples of where you’ve done it.

• Event planning experience. You’ve planned and run in-person events, ideally a company offsite or retreat for 50+ people, including agenda design, logistics, budget and facilitation.

• Clear, warm communication. You write clearly, explain policy in plain language and can handle difficult conversations with empathy and directness.

• Happy to travel. You’re comfortable travelling occasionally to our sites in Africa

Nice to have

• Experience working in Africa. You’ve supported teams or employed people in African countries such as Kenya, Uganda, Ghana, Nigeria and Ethiopia, and you understand local labour law, payroll and cultural context there.
• Global health or NGO background. You’ve worked in a mission-driven organisation
• CIPD Level 5 or above, or an equivalent HR qualification. Not required, but a plus.
• UK-based. The role is fully remote, but a UK base would be ideal.

5 Reasons to Join Simprints

Life is short. We believe work should be inspirational, meaningful and fun. At Simprints, we’re taking on global development’s biggest challenges, powered by an amazing culture and incredible people. Work with us, and you will grow faster, learn more, and take on great responsibilities with the potential to make lasting change.

1. Genuine Impact. Work directly with our partners and users to deliver technology that has the potential to impact millions of lives across the globe. At Simprints, you’ll be part of a team that is passionate about driving real change.

2. An incredible, diverse team. Our work is at the intersection of technology and global development, and we’ve managed to build an amazing team drawn from all over the world. But don’t take our word for it—we’re an externally recognised as a Great Place to Work, and a 2025 Best Workplace for Women amonst many other accolades.

3. Mutual Flex. We champion a work culture where autonomy and trust are paramount, steering clear of mere face-time metrics. Whether it’s managing life’s essentials like healthcare appointments or adapting work hours to match your peak productivity times, we’ve got you covered. In return, we count on your reciprocal flexibility when mission-critical moments arise, like stepping up for a crucial client discussion on a Friday or tackling unexpected technical glitches beyond regular hours.

4. Ultimate work-life balance. As long as you’re driving results and fostering teamwork, we encourage you to strike that perfect balance between your professional and personal life. Our commitment to this model’s success is solidified through semi-annual productivity assessments with our board, ensuring that our high standards of performance are consistently met.

5. Professional development. We promote continual learning and put our money where our mouth is with development plans and access to global experts through the GLG network. We also have a generous professional development budget for each colleague – “Eduprints”. Is there some training you’d like, or maybe you could benefit from professional coaching? Simply provide a business case that shares your aspirations and the resources you need, and we’ll do our best to support you.  We care about both your development in Simprints and your holistic long-term career goals. Simprints Alumni have gone on to work for Google, World Bank, Gavi, Save the Children, and other top players.

We’re looking for a hands-on Head of People Operations who loves making things work well, every single day. The foundations are already here: our HR systems, policies, and core processes are in place. What they need now is someone who’ll sharpen them, make them consistent across every country we operate in, and keep them running smoothly as we grow.

This isn’t a pure strategy role. You’ll spend most of your time close to the work: advising managers on tricky employee relations cases, checking that a contract in Kenya meets local law, fixing the onboarding step that keeps tripping people up, and finding ways AI can take the admin off everyone’s plate. You’ll also own our yearly company offsite, from the agenda to the moment you open it on day one.

Equally vital, you will champion and embody our company culture. You will safeguard our core values, model them in daily interactions, and comfortably lead challenging discussions when expectations aren’t met. Acting as a trusted advocate for employees with leadership, you will champion their interests while thoughtfully balancing staff needs, corporate values, and business priorities.

Job Details

• Job Title: Head of People Operations
• Reporting To: Chief Operating Officer
• Grade: M7 (Head of)
• Location: Remote in United Kingdom (but open to GMT +/- 3 hours time zone if you have UK HR Experience)
• Compensation: 60,000-70,000 GBP but this will be adjusted to a local benchmark if you are based outside of the UK
• Contract Structure: Permanent

Key Responsibilities

• Culture carrier. You’ll protect and live our culture and values every day, and hold others to them too. You’ll run engagement surveys, turn the results into specific actions, and follow through, keeping our culture strong across a remote-first, multi-country team.
• Employee relations. You’ll be the go-to person for managers and staff regarding grievances, disciplinary matters, performance concerns, absences, and exits. You handle cases fairly, document them properly, and close them out, and you know when to bring in local counsel.
• Multi-country compliance. You’ll make sure our contracts, handbooks, and policies comply with employment law in each country where we hire, whether through our own entities or an Employer of Record. That means tracking legal changes, keeping country-specific terms up to date, and flagging risk early. As a project-based business, you’ll also make sure people are classified correctly (permanent, fixed-term, project-funded, consultant or contractor) as projects start and end, with the right contracts, notice terms and exit processes for each.
• Refining systems and processes. Most of what we need already exists. Your job is to audit it, spot the gaps, and tighten it up: onboarding, offboarding, probation, performance reviews, leave, contract changes, etc.
• Using AI to work smarter. You’ll look for practical ways AI can save time and improve quality across the people function, such as drafting initial versions of letters and policies, answering routine employee questions, cleaning up HR data, or summarising survey results. You’ll roll these out safely, with clear guidance on data privacy.
• People operations and HR data. You’ll own the accuracy of our HRIS and people data, support payroll and benefits administration across countries, and produce clean, reliable reporting for the leadership team. Every process should be documented, owned, and easy to follow.
• Annual company offsite. You’ll lead the yearly offsite end-to-end: shaping the agenda with the leadership team, managing the venue, travel, visas, budget, and logistics, and hosting the sessions on the day. People should leave feeling more connected and clearer on where we’re going.
• Supporting managers. You’ll coach managers through the people side of their jobs and give them simple tools, templates, and training so they can handle more on their own.
• Clear, warm communication. You write clearly, explain policy in plain language, and can handle difficult conversations with empathy and directness.

What Success Looks Like

• First 3 months: you’ve reviewed every core people process and policy, met each manager, most of the company, and shared a prioritised list of fixes with the leadership team.

• By 6 months: the top-priority processes are refined, documented, and owned. Open employee relations cases are handled consistently, and managers and employees feel supported

• By 9 months: at least two AI-supported workflows are live and saving the team measurable time, with guidance in place on how to use them safely.

• By 12 months: you’ve delivered a well-run annual offsite that people rate highly, and managers say HR is fast, clear, and easy to work with.

• Solid HR generalist experience. You’ve got 7+ years in HR, with at least 2 years leading the people function or a significant part of it, including managing a small team. You’ll lead 3 direct reports here.

• Employee relations know-how. You’ve handled a wide range of ER cases yourself, from the first conversation to the final outcome, and you’re confident, calm, and fair under pressure.

• Labour law across multiple countries. You’ve worked with employment law in the UK but also in more than one jurisdiction and understand how contracts, notice periods, leave and termination rules differ between them. You know your way around Employer of Record models and when to call local counsel.

• Project-based business experience. You understand how people work in organisations funded by projects or grants. You know the difference between permanent, fixed-term, project-funded and contractor roles, how to classify people correctly in each country, and how to manage contract renewals and endings when funding changes.

• A process builder with an eye for detail. You can take a messy or inconsistent process and turn it into something simple and reliable. You notice the typo in the offer letter and the missing step in the leaver checklist, and you fix them.

• Comfort with HR systems and AI tools. You’re confident using an HRIS and comfortable experimenting with AI tools like ChatGPT, Claude or Copilot to make work faster and better. You can show us examples of where you’ve done it.

• Event planning experience. You’ve planned and run in-person events, ideally a company offsite or retreat for 50+ people, including agenda design, logistics, budget and facilitation.

• Clear, warm communication. You write clearly, explain policy in plain language and can handle difficult conversations with empathy and directness.

• Happy to travel. You’re comfortable travelling occasionally to our sites in Africa

Nice to have

• Experience working in Africa. You’ve supported teams or employed people in African countries such as Kenya, Uganda, Ghana, Nigeria and Ethiopia, and you understand local labour law, payroll and cultural context there.
• Global health or NGO background. You’ve worked in a mission-driven organisation
• CIPD Level 5 or above, or an equivalent HR qualification. Not required, but a plus.
• UK-based. The role is fully remote, but a UK base would be ideal.

5 Reasons to Join Simprints

Life is short. We believe work should be inspirational, meaningful and fun. At Simprints, we’re taking on global development’s biggest challenges, powered by an amazing culture and incredible people. Work with us, and you will grow faster, learn more, and take on great responsibilities with the potential to make lasting change.

1. Genuine Impact. Work directly with our partners and users to deliver technology that has the potential to impact millions of lives across the globe. At Simprints, you’ll be part of a team that is passionate about driving real change.

2. An incredible, diverse team. Our work is at the intersection of technology and global development, and we’ve managed to build an amazing team drawn from all over the world. But don’t take our word for it—we’re an externally recognised as a Great Place to Work, and a 2025 Best Workplace for Women amonst many other accolades.

3. Mutual Flex. We champion a work culture where autonomy and trust are paramount, steering clear of mere face-time metrics. Whether it’s managing life’s essentials like healthcare appointments or adapting work hours to match your peak productivity times, we’ve got you covered. In return, we count on your reciprocal flexibility when mission-critical moments arise, like stepping up for a crucial client discussion on a Friday or tackling unexpected technical glitches beyond regular hours.

4. Ultimate work-life balance. As long as you’re driving results and fostering teamwork, we encourage you to strike that perfect balance between your professional and personal life. Our commitment to this model’s success is solidified through semi-annual productivity assessments with our board, ensuring that our high standards of performance are consistently met.

5. Professional development. We promote continual learning and put our money where our mouth is with development plans and access to global experts through the GLG network. We also have a generous professional development budget for each colleague – “Eduprints”. Is there some training you’d like, or maybe you could benefit from professional coaching? Simply provide a business case that shares your aspirations and the resources you need, and we’ll do our best to support you.  We care about both your development in Simprints and your holistic long-term career goals. Simprints Alumni have gone on to work for Google, World Bank, Gavi, Save the Children, and other top players.

Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy. At Toast, Talent Acquisition runs on its tools. Greenhouse, GoodTime, and BrightHire are where every requisition, interview, and hiring decision actually happens — and no single person owns them end-to-end today. That is this role.

As a Principal TA Systems Architect, you will be the technical owner of the TA tech stack: the person who configures it, integrates it, secures it, measures it, and decides where it goes next. You will partner closely with the TA Operations who live in these systems every day, with the broader People Systems and People Analytics teams who own the HRIS and downstream data, and with IT, Security, Legal, and Procurement on access, privacy, and purchasing. You will own the vendor relationships — roadmap conversations, renewals, escalations — and hold our partners to a standard.

This is an individual contributor role today with a clear path to building and leading a small team as the function scales. If you want to own a domain, be the deepest expert in the building on it, and eventually hire people to extend it, this is that job.

A day in the life (Responsibilities)

• Own the stack: Serve as system owner and top-tier administrator for Greenhouse, GoodTime, and BrightHire — configuration, permissions, workflows, approval chains, compliance settings, and release management.
• Own the integration layer between TA systems and the rest of the People stack: HRIS, background check, assessments, sourcing, and offer tooling, including API-based integrations and middleware.
• Run intake-to-resolution on system issues: triage, root-cause, fix, and close the loop with whoever reported it.
• Hold the change management discipline the stack needs — sandbox testing, documented configuration decisions, release notes, and user communications.
• Partner across the People organization and drive the roadmap: Work directly with recruiters, sourcers, coordinators, and TA leadership to find where the process actually breaks, and translate that into system solutions instead of more manual workarounds.
• Partner with People Systems, People Analytics, IT, Security, and Legal so TA systems fit the broader architecture: clean data flows, sane access models, defensible privacy and records practices.
• Build and own a multi-quarter TA systems roadmap, and make the case for what is worth doing and what is not.
• Evaluate new tooling — including AI-enabled recruiting tools — with real rigor: pilot design, success criteria, security review, and an honest recommendation.
• Manage the vendors: Own day-to-day vendor relationships and act as the escalation point for outages, defects, and support issues.
• Run renewals and new purchases alongside Procurement and Finance: usage data, business case, and negotiation support.
• Hold vendors accountable to roadmap commitments and service levels; represent us in customer advisory boards and beta programs.
• Build and automate: Write the scripts, queries, and automations that eliminate manual work — data cleanup, bulk updates, custom reporting, alerting on integration failures.
• Build and maintain TA reporting and dashboards, and be the person who can definitively answer whether a recruiting number is right.
• Document the architecture, integrations, configuration decisions, and runbooks so the stack does not live in one person’s head.

What you’ll need to thrive (Requirements)

• 5+ years in HR or TA systems, People Systems, or a closely adjacent systems role, including hands-on ownership of an ATS at scale. Greenhouse experience strongly preferred.
• Proven experience with gathering business requirements, translating into technical solutions, and ultimately bringing solutions to life (project management, UAT, release management, and prod support).
• Deep, current administrative expertise in at least one core recruiting platform, and a demonstrated ability to get to that depth quickly on new ones.
• Real technical fluency: comfortable with REST APIs, webhooks, and JSON; experienced with iPaaS or middleware tooling (Workato, Tray, Merge, Zapier, or similar).
• Experience integrating an ATS with an HRIS (Workday, UKG, or similar) and a working understanding of where recruiting data goes downstream and why it matters.
• Proven vendor management experience: renewals, escalations, and holding a partner to their commitments.
• Excellent partnership skills with non-technical stakeholders. You can sit with a recruiter, watch them work, and see the system problem underneath the complaint.
• Practical knowledge of the compliance environment around recruiting data: EEOC and OFCCP requirements, GDPR/CCPA, data retention, and interview recording consent.

Bonus Points (Nice-To-Haves)

• Direct administrative experience with GoodTime and BrightHire.
• Experience standing up, migrating, or consolidating an ATS.
• Prior people management, or experience mentoring and leading a systems function.
• Experience evaluating and deploying AI tooling inside a live recruiting workflow.
• Familiarity with high-volume and field-based hiring models.

What success looks like in your first year:

• Recruiters trust the systems and stop building spreadsheets around them.
• Adoption of existing/newly implemented TA tools (90%)
• Integration failures are caught by monitoring, not by a recruiter noticing.
• Every core TA system has a documented owner, configuration record, and roadmap.
• Renewals are decided on usage and outcome data, not on inertia.

AI at Toast

At Toast, one of our company values is that we’re hungry to build and learn. We believe learning new AI tools empowers us to build for our customers faster, more independently, and with higher quality. We provide these tools across all disciplines, from Engineering and Product to Sales and Support, and are inspired by how our Toasters are already driving real value with them. The people who thrive here are those who embrace changes that let us build more for our customers; it’s a core part of our culture.

Our Total Rewards Philosophy

We strive to provide competitive compensation and benefits programs that help to attract, retain, and motivate the best and brightest people in our industry. Our total rewards package goes beyond great earnings potential and provides the means to a healthy lifestyle with the flexibility to meet Toasters’ changing needs. Learn more about our benefits at https://careers.toasttab.com/toast-benefits.

The base salary range for this role is listed below. The starting salary will be determined based on skills, experience, and geographic location. In addition to base salary, our total rewards components include cash compensation (overtime, bonus/commissions if eligible), equity, and benefits. You can learn more about how we align pay with local labor markets in our Geographic Pay Zone Philosophy.

Zone A

$128,000—$205,000 USD

Zone B

$111,000—$178,000 USD

Zone C

$100,000—$160,000 USD

How Toast Uses AI in its Hiring Process

Throughout the hiring process, our goal is to get to know you. We use AI tools to support our recruiters and interviewers with tasks like note-taking, summarization, and documentation of interviews to ensure they can be fully focused on your conversation. All hiring decisions are made by people. We ask that you complete interviews and assessments on your own, without real-time AI tools, recording, or transcription bots, unless we tell you otherwise in advance. To learn more: https://careers.toasttab.com/ai-in-hiring

Our Approach to Hybrid Working

We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the hospitality community, regardless of location. Please visit the Locations page on our career site to learn more about our in-office expectations by region: https://careers.toasttab.com/locations-toast

People Are the Secret Ingredient in Our Recipe for Success

At Toast, our employees are our secret ingredient—when they thrive, we thrive. The restaurant industry brings together people with a wide range of backgrounds, experiences, and perspectives, and we value that same breadth at Toast. We strive to build a culture grounded in authenticity, respect, and humility, where every Toaster has a real opportunity to grow, contribute, and do their best work—raising the bar in delivering exceptional experiences for our customers and each other.

Apply today!

Toast is committed to creating an accessible and inclusive hiring process. As part of this commitment, we strive to provide reasonable accommodations for persons with disabilities to enable them to access the hiring process. If you need an accommodation to access the job application or interview process, please contact candidateaccommodations@toasttab.com.

---—

For roles in the United States, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy. At Toast, Talent Acquisition runs on its tools. Greenhouse, GoodTime, and BrightHire are where every requisition, interview, and hiring decision actually happens — and no single person owns them end-to-end today. That is this role.

As a Principal TA Systems Architect, you will be the technical owner of the TA tech stack: the person who configures it, integrates it, secures it, measures it, and decides where it goes next. You will partner closely with the TA Operations who live in these systems every day, with the broader People Systems and People Analytics teams who own the HRIS and downstream data, and with IT, Security, Legal, and Procurement on access, privacy, and purchasing. You will own the vendor relationships — roadmap conversations, renewals, escalations — and hold our partners to a standard.

This is an individual contributor role today with a clear path to building and leading a small team as the function scales. If you want to own a domain, be the deepest expert in the building on it, and eventually hire people to extend it, this is that job.

A day in the life (Responsibilities)

• Own the stack: Serve as system owner and top-tier administrator for Greenhouse, GoodTime, and BrightHire — configuration, permissions, workflows, approval chains, compliance settings, and release management.
• Own the integration layer between TA systems and the rest of the People stack: HRIS, background check, assessments, sourcing, and offer tooling, including API-based integrations and middleware.
• Run intake-to-resolution on system issues: triage, root-cause, fix, and close the loop with whoever reported it.
• Hold the change management discipline the stack needs — sandbox testing, documented configuration decisions, release notes, and user communications.
• Partner across the People organization and drive the roadmap: Work directly with recruiters, sourcers, coordinators, and TA leadership to find where the process actually breaks, and translate that into system solutions instead of more manual workarounds.
• Partner with People Systems, People Analytics, IT, Security, and Legal so TA systems fit the broader architecture: clean data flows, sane access models, defensible privacy and records practices.
• Build and own a multi-quarter TA systems roadmap, and make the case for what is worth doing and what is not.
• Evaluate new tooling — including AI-enabled recruiting tools — with real rigor: pilot design, success criteria, security review, and an honest recommendation.
• Manage the vendors: Own day-to-day vendor relationships and act as the escalation point for outages, defects, and support issues.
• Run renewals and new purchases alongside Procurement and Finance: usage data, business case, and negotiation support.
• Hold vendors accountable to roadmap commitments and service levels; represent us in customer advisory boards and beta programs.
• Build and automate: Write the scripts, queries, and automations that eliminate manual work — data cleanup, bulk updates, custom reporting, alerting on integration failures.
• Build and maintain TA reporting and dashboards, and be the person who can definitively answer whether a recruiting number is right.
• Document the architecture, integrations, configuration decisions, and runbooks so the stack does not live in one person’s head.

What you’ll need to thrive (Requirements)

• 5+ years in HR or TA systems, People Systems, or a closely adjacent systems role, including hands-on ownership of an ATS at scale. Greenhouse experience strongly preferred.
• Proven experience with gathering business requirements, translating into technical solutions, and ultimately bringing solutions to life (project management, UAT, release management, and prod support).
• Deep, current administrative expertise in at least one core recruiting platform, and a demonstrated ability to get to that depth quickly on new ones.
• Real technical fluency: comfortable with REST APIs, webhooks, and JSON; experienced with iPaaS or middleware tooling (Workato, Tray, Merge, Zapier, or similar).
• Experience integrating an ATS with an HRIS (Workday, UKG, or similar) and a working understanding of where recruiting data goes downstream and why it matters.
• Proven vendor management experience: renewals, escalations, and holding a partner to their commitments.
• Excellent partnership skills with non-technical stakeholders. You can sit with a recruiter, watch them work, and see the system problem underneath the complaint.
• Practical knowledge of the compliance environment around recruiting data: EEOC and OFCCP requirements, GDPR/CCPA, data retention, and interview recording consent.

Bonus Points (Nice-To-Haves)

• Direct administrative experience with GoodTime and BrightHire.
• Experience standing up, migrating, or consolidating an ATS.
• Prior people management, or experience mentoring and leading a systems function.
• Experience evaluating and deploying AI tooling inside a live recruiting workflow.
• Familiarity with high-volume and field-based hiring models.

What success looks like in your first year:

• Recruiters trust the systems and stop building spreadsheets around them.
• Adoption of existing/newly implemented TA tools (90%)
• Integration failures are caught by monitoring, not by a recruiter noticing.
• Every core TA system has a documented owner, configuration record, and roadmap.
• Renewals are decided on usage and outcome data, not on inertia.

AI at Toast

At Toast, one of our company values is that we’re hungry to build and learn. We believe learning new AI tools empowers us to build for our customers faster, more independently, and with higher quality. We provide these tools across all disciplines, from Engineering and Product to Sales and Support, and are inspired by how our Toasters are already driving real value with them. The people who thrive here are those who embrace changes that let us build more for our customers; it’s a core part of our culture.

Our Total Rewards Philosophy

We strive to provide competitive compensation and benefits programs that help to attract, retain, and motivate the best and brightest people in our industry. Our total rewards package goes beyond great earnings potential and provides the means to a healthy lifestyle with the flexibility to meet Toasters’ changing needs. Learn more about our benefits at https://careers.toasttab.com/toast-benefits.

The base salary range for this role is listed below. The starting salary will be determined based on skills, experience, and geographic location. In addition to base salary, our total rewards components include cash compensation (overtime, bonus/commissions if eligible), equity, and benefits. You can learn more about how we align pay with local labor markets in our Geographic Pay Zone Philosophy.

Zone A

$128,000—$205,000 USD

Zone B

$111,000—$178,000 USD

Zone C

$100,000—$160,000 USD

How Toast Uses AI in its Hiring Process

Throughout the hiring process, our goal is to get to know you. We use AI tools to support our recruiters and interviewers with tasks like note-taking, summarization, and documentation of interviews to ensure they can be fully focused on your conversation. All hiring decisions are made by people. We ask that you complete interviews and assessments on your own, without real-time AI tools, recording, or transcription bots, unless we tell you otherwise in advance. To learn more: https://careers.toasttab.com/ai-in-hiring

Our Approach to Hybrid Working

We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the hospitality community, regardless of location. Please visit the Locations page on our career site to learn more about our in-office expectations by region: https://careers.toasttab.com/locations-toast

People Are the Secret Ingredient in Our Recipe for Success

At Toast, our employees are our secret ingredient—when they thrive, we thrive. The restaurant industry brings together people with a wide range of backgrounds, experiences, and perspectives, and we value that same breadth at Toast. We strive to build a culture grounded in authenticity, respect, and humility, where every Toaster has a real opportunity to grow, contribute, and do their best work—raising the bar in delivering exceptional experiences for our customers and each other.

Apply today!

Toast is committed to creating an accessible and inclusive hiring process. As part of this commitment, we strive to provide reasonable accommodations for persons with disabilities to enable them to access the hiring process. If you need an accommodation to access the job application or interview process, please contact candidateaccommodations@toasttab.com.

---—

For roles in the United States, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy. At Toast, Talent Acquisition runs on its tools. Greenhouse, GoodTime, and BrightHire are where every requisition, interview, and hiring decision actually happens — and no single person owns them end-to-end today. That is this role.

As a Principal TA Systems Architect, you will be the technical owner of the TA tech stack: the person who configures it, integrates it, secures it, measures it, and decides where it goes next. You will partner closely with the TA Operations who live in these systems every day, with the broader People Systems and People Analytics teams who own the HRIS and downstream data, and with IT, Security, Legal, and Procurement on access, privacy, and purchasing. You will own the vendor relationships — roadmap conversations, renewals, escalations — and hold our partners to a standard.

This is an individual contributor role today with a clear path to building and leading a small team as the function scales. If you want to own a domain, be the deepest expert in the building on it, and eventually hire people to extend it, this is that job.

A day in the life (Responsibilities)

• Own the stack: Serve as system owner and top-tier administrator for Greenhouse, GoodTime, and BrightHire — configuration, permissions, workflows, approval chains, compliance settings, and release management.
• Own the integration layer between TA systems and the rest of the People stack: HRIS, background check, assessments, sourcing, and offer tooling, including API-based integrations and middleware.
• Run intake-to-resolution on system issues: triage, root-cause, fix, and close the loop with whoever reported it.
• Hold the change management discipline the stack needs — sandbox testing, documented configuration decisions, release notes, and user communications.
• Partner across the People organization and drive the roadmap: Work directly with recruiters, sourcers, coordinators, and TA leadership to find where the process actually breaks, and translate that into system solutions instead of more manual workarounds.
• Partner with People Systems, People Analytics, IT, Security, and Legal so TA systems fit the broader architecture: clean data flows, sane access models, defensible privacy and records practices.
• Build and own a multi-quarter TA systems roadmap, and make the case for what is worth doing and what is not.
• Evaluate new tooling — including AI-enabled recruiting tools — with real rigor: pilot design, success criteria, security review, and an honest recommendation.
• Manage the vendors: Own day-to-day vendor relationships and act as the escalation point for outages, defects, and support issues.
• Run renewals and new purchases alongside Procurement and Finance: usage data, business case, and negotiation support.
• Hold vendors accountable to roadmap commitments and service levels; represent us in customer advisory boards and beta programs.
• Build and automate: Write the scripts, queries, and automations that eliminate manual work — data cleanup, bulk updates, custom reporting, alerting on integration failures.
• Build and maintain TA reporting and dashboards, and be the person who can definitively answer whether a recruiting number is right.
• Document the architecture, integrations, configuration decisions, and runbooks so the stack does not live in one person’s head.

What you’ll need to thrive (Requirements)

• 5+ years in HR or TA systems, People Systems, or a closely adjacent systems role, including hands-on ownership of an ATS at scale. Greenhouse experience strongly preferred.
• Proven experience with gathering business requirements, translating into technical solutions, and ultimately bringing solutions to life (project management, UAT, release management, and prod support).
• Deep, current administrative expertise in at least one core recruiting platform, and a demonstrated ability to get to that depth quickly on new ones.
• Real technical fluency: comfortable with REST APIs, webhooks, and JSON; experienced with iPaaS or middleware tooling (Workato, Tray, Merge, Zapier, or similar).
• Experience integrating an ATS with an HRIS (Workday, UKG, or similar) and a working understanding of where recruiting data goes downstream and why it matters.
• Proven vendor management experience: renewals, escalations, and holding a partner to their commitments.
• Excellent partnership skills with non-technical stakeholders. You can sit with a recruiter, watch them work, and see the system problem underneath the complaint.
• Practical knowledge of the compliance environment around recruiting data: EEOC and OFCCP requirements, GDPR/CCPA, data retention, and interview recording consent.

Bonus Points (Nice-To-Haves)

• Direct administrative experience with GoodTime and BrightHire.
• Experience standing up, migrating, or consolidating an ATS.
• Prior people management, or experience mentoring and leading a systems function.
• Experience evaluating and deploying AI tooling inside a live recruiting workflow.
• Familiarity with high-volume and field-based hiring models.

What success looks like in your first year:

• Recruiters trust the systems and stop building spreadsheets around them.
• Adoption of existing/newly implemented TA tools (90%)
• Integration failures are caught by monitoring, not by a recruiter noticing.
• Every core TA system has a documented owner, configuration record, and roadmap.
• Renewals are decided on usage and outcome data, not on inertia.

AI at Toast

At Toast, one of our company values is that we’re hungry to build and learn. We believe learning new AI tools empowers us to build for our customers faster, more independently, and with higher quality. We provide these tools across all disciplines, from Engineering and Product to Sales and Support, and are inspired by how our Toasters are already driving real value with them. The people who thrive here are those who embrace changes that let us build more for our customers; it’s a core part of our culture.

Our Total Rewards Philosophy

We strive to provide competitive compensation and benefits programs that help to attract, retain, and motivate the best and brightest people in our industry. Our total rewards package goes beyond great earnings potential and provides the means to a healthy lifestyle with the flexibility to meet Toasters’ changing needs. Learn more about our benefits at https://careers.toasttab.com/toast-benefits.

The base salary range for this role is listed below. The starting salary will be determined based on skills, experience, and geographic location. In addition to base salary, our total rewards components include cash compensation (overtime, bonus/commissions if eligible), equity, and benefits. You can learn more about how we align pay with local labor markets in our Geographic Pay Zone Philosophy.

Zone A

$128,000—$205,000 USD

Zone B

$111,000—$178,000 USD

Zone C

$100,000—$160,000 USD

How Toast Uses AI in its Hiring Process

Throughout the hiring process, our goal is to get to know you. We use AI tools to support our recruiters and interviewers with tasks like note-taking, summarization, and documentation of interviews to ensure they can be fully focused on your conversation. All hiring decisions are made by people. We ask that you complete interviews and assessments on your own, without real-time AI tools, recording, or transcription bots, unless we tell you otherwise in advance. To learn more: https://careers.toasttab.com/ai-in-hiring

Our Approach to Hybrid Working

We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the hospitality community, regardless of location. Please visit the Locations page on our career site to learn more about our in-office expectations by region: https://careers.toasttab.com/locations-toast

People Are the Secret Ingredient in Our Recipe for Success

At Toast, our employees are our secret ingredient—when they thrive, we thrive. The restaurant industry brings together people with a wide range of backgrounds, experiences, and perspectives, and we value that same breadth at Toast. We strive to build a culture grounded in authenticity, respect, and humility, where every Toaster has a real opportunity to grow, contribute, and do their best work—raising the bar in delivering exceptional experiences for our customers and each other.

Apply today!

Toast is committed to creating an accessible and inclusive hiring process. As part of this commitment, we strive to provide reasonable accommodations for persons with disabilities to enable them to access the hiring process. If you need an accommodation to access the job application or interview process, please contact candidateaccommodations@toasttab.com.

---—

For roles in the United States, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential.

Position Summary

The Associate Director of Employee Relations serves as Rocketship Public Schools’ central subject-matter expert for complex, sensitive, and high-risk employee relations matters across our multi-state, non-union network.

Working closely with Regional Talent Leads, the Chief Talent Officer, organizational leaders, and employment counsel , and reporting to the Director of Organizational Effectiveness, this role conducts fair and impartial investigations, develops well-supported findings and recommendations, and helps ensure employment decisions align with organizational policies, applicable employment laws, education requirements, student-safety obligations, and Rocketship’s commitment to safe and equitable workplaces.

Managing employee relations (ER) for a large, multi-state, non-union charter school network requires balancing complex state labor laws with a deep mission-driven focus on student safety. In a non-union model, this role acts as the primary champion of organizational fairness, protecting school environments from legal risk while ensuring staff feel valued and supported.

The Associate Director also oversees key HR compliance operations across the network, including annual mandatory training completion, personnel records governance, internal compliance audits, and coordination of external audit and authorizer reporting requests. In partnership with Legal, Governance & Compliance, and Talent teams, this role identifies compliance gaps and coordinates timely corrective action to support alignment with applicable federal and state requirements.

The following are essential functions related to the position:

Multi-State Workplace Investigations

• Lead neutral, timely, and comprehensive investigations into complex or high-risk matters, including allegations of discrimination, harassment, retaliation, serious misconduct, and significant policy violations
• Produce thorough, objective, and well-documented investigation reports, findings, and recommendations.
• Maintain complete and confidential investigative files that meet organizational, legal, and regulatory requirements.

Multi-Jurisdictional Regulatory Compliance

• Coordinate with regional legal counsels to evaluate risks involving multi-state compliance footprints.
• Coordinate organizational responses to complaints, inquiries, or claims filed with the Equal Employment Opportunity Commission or applicable state and local agencies.
• Monitor changes in employment law and recommend updates to policies, investigative practices, and leader guidance.

School, Regional and Network Leadership Coaching & Consultation

• Advise and coach school, regional and network leadership through difficult personnel processes, performance improvement initiatives (PIPs), and documentation workflows.
• Audit all at-will termination, suspension, and non-renewal actions across the network to guarantee consistency and minimize liability.
• Train campus leaders on positive staff relations, conflict management, and building healthy school workplace cultures.

Employee Voice & Proactive Dispute Resolution

• Facilitate the resolution of serious or deeply rooted workplace conflicts
• Mediate complex interpersonal disputes involving employees, managers, or leadership teams to minimize workplace and instructional disruption.
• Identify recurring or systemic concerns across escalated cases and share actionable insights with Talent and organizational leaders while maintaining appropriate confidentiality.
• Recommend targeted interventions to address root causes and reduce the likelihood of repeated concerns.

HR Compliance Operations & Records Governance

• Own Rocketship’s annual mandatory training completion process through Vector, including completion tracking, employee and manager follow-up, escalation of overdue requirements, and reporting to organizational leaders.
• Conduct routine internal audits of personnel files, I-9 records, and other required employment documentation to assess completeness, accuracy, and compliance; coordinate with responsible teams to resolve identified gaps.
• Oversee HR records governance in partnership with Talent and Legal teams, supporting consistent practices for documentation, data integrity, confidentiality, access, and retention.
• Partner with Legal and relevant system and process owners to review HR systems and processes for alignment with applicable federal and state requirements and coordinate necessary improvements.
• Coordinate HR and Talent contributions to external audits and required reporting, including EEO-1 submissions, OSHA-related audit requests, and other applicable compliance reviews, in partnership with Legal and responsible teams.
• Coordinate with Legal and Governance & Compliance to oversee HR and Talent responses to authorizer reporting and compliance requests, ensuring accurate, complete, and timely submissions.

Job Requirements & Qualifications

• Experience: 6+ years of dedicated Employee Relations experience, including at least 3+ years managing multi-state workplace investigations.

  • Demonstrated expertise in investigation planning, interviewing, credibility assessment, evidence analysis, findings development, and investigative report writing.
  • Strong working knowledge of federal employment law and experience interpreting and applying state-specific employment requirements.

• Industry Focus: Prior experience within K-12 education, Charter Management Organizations (CMOs), or highly regulated multi-site environments is strongly preferred.

• Education: Bachelor’s degree in HR, Business Administration, or related fields. Professional HR certifications (such as SHRM-SCP or SPHR) are highly valued.

Travel: Ability to travel up to 25% to regional school campuses for complex on-site investigations or leadership workshops.

$90,000 - $115,000 a year

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high.

Compensation:

Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off.

Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools’ employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy.  For questions, concerns, or complaints, please contact Human Resources.

We are looking for a strategic and skilled individual to lead our Talent Acquisition efforts in Poland within the business process outsourcing (BPO) industry.

TRG is a bootstrap deep-tech, fast paced company scaling in all areas and develops AI&Cyber Data Fusion products for civilian protection.

Our mission is to empower our customers to fight crime and terror through state-of-the-art technologies that provide accurate and precise intelligence to drive decisions which saves lives.

Your Mission: To scale our global team from 100 to 200+ over the next 12 months.

Your Role: We are not looking to just fill positions, we are looking for a Growth Architect. Someone who will build the engine that makes it happen.

Your ownership:

• Build the machine: Design, implement, and optimize our Talent Acquisition strategy and execution
• Lead the team: Expand, mentor, and empower an internal TA team to become a high performing team
• AI First: Bring smart AI tools and modern tech into our workflow to speed up sourcing, track better and drive insights that will make our hiring process sharper and faster.
• Business Partner: Partner with our leaders tounderstand the needs, gaps and business impact of every role
• Data Driven Hiring: Strengthen our data driven decisions by building dashboards and effective KPIs for a predictable recruitment lifecycle and insights that push the company to make better talent decisions.
• Hunt top talent: Stay hands-on in driving critical, executive, and hyper-niche hires (AI, Reverse Engineering, B2G Defense Sales) across international time zones.
• Impact TRG Business: Bringing a strong talent-market perspective, challenging and translating business needs into effective hiring strategies and priorities.
• Nurture our Culture: Embed a data-driven culture of recruiting excellence helping our leaders keep hiring moving fast without sacrificing talent quality.
• Build a magnetic employer brand: Leverage our unique deep-tech domain (AI, Reverse Engineering, Defense) to tell our story. Show candidates why a small, agile company is the best place to build big things, and use that brand to win top talent.

About You

• Scale-up experience: You have helped scale a tech company through rapid growth before (ideally taking a team from ~100 to 200+ employees).
• Player-Coach Mentality:You love to source, passionate about finding the strongest and fitted talent for each role but you also thrive when designing strategy, building teams, and analyzing funnel data.
• Uncompromising Quality & Pace: You understand that speed matters in hypergrowth, but never at the expense of culture or technical standards.
• Domain Curiosity: You get energized by understanding complex deep-tech products, customer personas, and regional hiring nuances across EMEA, APAC, and the Americas.
• Team player: You believe that big things can only be achieved together and you bring a strong  commitment to a team’s success.
• You want to make a difference: You are a lifelong learner who always thinks and looks for new ideas, perspectives and practices to drive work forward and make an impact.
• Real work, Zero Fluff: You don’t like politics and believe in simple, direct and honest communication that builds long term relationships

What Skills and Experience You’ll Bring:

• 3+ years recruiting globally: You have a strong track record as a Global Talent Acquisition Partner, hiring a wide range of roles in the high-tech industry.
• 2+ years leading a team: You know how to guide and mentor people, with proven leadership experience in a tech or product company.
• Hyper-growth survivor: You have hands-on experience working in a fast-paced, global hyper-growth environment.
• Excellent communication skills in English to connect with our teams and candidates worldwide.
• A “can-do” mindset: You bring a positive attitude, solve problems, and get things done.
• Bonus points: A BA/BSc or MA/MSc degree in Behavioral Science (or an equivalent degree) is a great advantage.

Our Core Values

Whatever it takes. We follow a can-do approach and take ownership of our commitments.

Passion is our fuel. We learn, grow and innovate.

We make an impact. We challenge the status quo and always ask why.

We work together. One for all, and all for one.

Your Perks

• Remote working and flexible hours
• Yearly performance bonus
• Private medical insurance
• Daily lunch allowance
• Sport and gym allowance
• Unlimited Udemy subscription
• Structured onboarding and training
• Equipment support
• Company events, team activities, gifts and milestone celebrations

Want to learn more? Visit our website at www.trgint.com and our LinkedIn page.

TRG TECH RESEARCH GROUP processes and controls personal data in accordance with the EU General Data Protection Regulation (GDPR) 2016⁄679. For more information, please review our Privacy Policy.

About Gusto

At Gusto, we’re on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve.

All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy.

AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process.

About the Role

We’re looking for a strategic and execution-oriented Lead, Recruiting Process Transformation to lead the evolution of our recruiting ecosystem. This leader will identify opportunities to simplify, standardize, and automate Recruiting processes while ensuring operational excellence across our Recruiting Operations and Candidate Experience teams.

Reporting into the People Operations, Services & Technology (POST) organization, this role sits at the intersection of strategy, technology, and operations. You’ll partner across Recruiting, People Tech, Legal, and business leaders to redesign how hiring gets done — from requisition to offer to onboarding handoff — creating scalable experiences for candidates, hiring teams, and Recruiting partners.

In addition to leading enterprise process transformation initiatives for recruiting, you’ll oversee the teams responsible for executing our core Recruiting workflows, including Recruiting Operations and Candidate Experience.

What You’ll Do

Lead Recruiting Process Transformation

• Develop and execute a multi-year strategy for transforming recruiting processes.
• Analyze end-to-end candidate and hiring lifecycle workflows; from requisition intake through offer and onboarding handoff; to identify friction, inefficiencies, redundancies, and opportunities for simplification.
• Redesign processes using Lean, service design, and automation principles.
• Consult with technical partners to understand how tooling, AI, and agentic solutions (e.g., InviteOS) can support improved recruiting efficiency.
• Build business cases that quantify operational impact, candidate/hiring team experience improvements, and ROI.
• Prioritize transformation initiatives based on organizational impact, scalability, and strategic objectives.
• Partner with Recruiting leadership to define, track, and report on recruiting metrics
• Diagnose root causes behind unmet KPIs and drive them to resolution, launching transformation initiatives where applicable.

Drive Technology-Enabled Improvements

• Partner closely with People Technology to implement technology solutions that improve recruiting operational efficiency, including AI-native recruiting platforms such as InviteOS, our custom recruiting tool.
• Evaluate opportunities to leverage workflow automation, AI, integrations, self-service capabilities, and system enhancements (Greenhouse, sourcing tools, scheduling tools) to drive prioritization for recruiting technology.
• Ensure process design and technology decisions work together to create sustainable solutions.
• Balance configuration, workflow redesign, and policy changes to achieve desired outcomes.

Lead Operational Excellence

Provide leadership for:

Recruiter Operations

• Own transformation of core recruiting workflows, requisition management, and interview/offer processing.
• Ensure operational accuracy, compliance, and service level achievement across the hiring pipeline.
• Continuously improve throughput, quality, and controls across sourcing-to-offer stages.

Candidate Experience

• Lead the team responsible for candidate-facing support and experience across the hiring journey.
• Partner with People Tech to evaluate and deploy modern technology solutions or replace current solutions where needed.
• Improve service delivery through knowledge management, self-service, case management optimization, and interview/scheduling process improvements.
• Develop candidate experience metrics and continuously improve satisfaction and time-to-fill outcomes.

Establish Operational Governance

• Define operational standards, process ownership, documentation, and governance across Recruiting operations.
• Create KPI dashboards measuring efficiency, quality, service levels, cycle times, automation adoption, and candidate experience.
• Build mechanisms to continuously identify improvement opportunities through operational data (e.g., Greenhouse reporting, PHC-style ticket analysis) and candidate/hiring manager feedback.

Lead and Develop Teams

• Lead and coach managers and individual contributors across Recruiting Operations and Candidate Experience.
• Foster a culture of continuous improvement, operational excellence, and candidate-centric thinking.
• Build organizational capability in process improvement methodologies and change management.

Partner Across the Business

• Influence senior stakeholders across Recruiting leadership, People Tech, Finance, IT, Security, and Legal.
• Translate business hiring priorities into operational improvements.
• Lead cross-functional initiatives requiring alignment across multiple organizations.

What We’re Looking For

Required Qualifications

• 10+ years of experience in Recruiting Operations, Talent Acquisition Operations, Business Operations, Process Excellence, Consulting, or related fields.
• 5+ years leading managers and operational teams.
• Demonstrated success leading enterprise-scale process transformation initiatives.
• Experience managing recruiting operations, candidate experience/support, or similar service organizations.
• Strong understanding of recruiting technology ecosystems (Greenhouse or comparable ATS, sourcing tools, scheduling/case management platforms).
• Experience applying Lean, Six Sigma, business process management, or operational excellence methodologies.
• Strong analytical skills with the ability to use operational metrics (time-to-fill, pipeline conversion, candidate satisfaction) to drive decisions.
• Proven ability to influence senior leaders without direct authority.
• Excellent executive communication and stakeholder management skills.

Preferred Qualifications

• Experience in high-growth technology companies.
• Experience implementing recruiting technology or enterprise workflow platforms.
• Familiarity with AI-enabled recruiting automation and candidate support technologies.
• Lean Six Sigma certification or equivalent operational excellence training.
• Experience leading organizational change and large cross-functional programs.

Success in This Role

Within your first year, you will have:

• Established a transformation roadmap for Recruiting operations.
• Identified and delivered measurable improvements in key candidate and hiring lifecycle processes.
• Reduced manual work through workflow redesign and automation.
• Improved candidate experience effectiveness and satisfaction.
• Increased operational visibility through standardized metrics and dashboards.
• Built a culture where continuous improvement becomes part of day-to-day recruiting operations.

Leadership Competencies

This leader excels at:

• Strategic systems thinking
• Operational excellence
• Candidate obsession
• Data-driven decision making
• Organizational influence
• Change leadership
• Developing high-performing teams
• Balancing innovation with operational rigor

Compensation

Our cash compensation amount for this role is $147,000/yr to $190,000/yr in Denver & most major metro locations, and $173,000/yr to $225,000/yr for San Francisco & New York. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above.

This is a HYBRID role where you will be expected onsite Tuesday and Wednesday in either New York, Denver, San Francisco.

Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto’s subsidiary, whose physical office is in Scottsdale.

Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas.

When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees.

Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.

Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. Gusto considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gusto is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. We want to see our candidates perform to the best of their ability. If you require a medical or religious accommodation at any time throughout your candidate journey, please fill out this form and a member of our team will get in touch with you.

Gusto takes security and protection of your personal information very seriously. Please review our Fraudulent Activity Disclaimer.

Personal information collected and processed as part of your Gusto application will be subject to Gusto’s Applicant Privacy Notice.

About AlphaSense:

The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content.

The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us!

About the Role

We are looking for a Director, Compensation to lead AlphaSense’s global compensation function: a results-oriented leader ready to own the full compensation lifecycle, while building a high-performing team and partnering closely with the VP, Total Rewards, Finance, Legal, and business leaders across the company. We envision this highly visible, high-impact role as a strong influencer with the business and the go-to person for all things Compensation, including base pay, short-term incentives, and long-term incentives (equity).

You will lead AlphaSense’s Compensation team and act as the primary owner of the company’s compensation philosophy, structure, and programs. You will partner with the VP, Total Rewards on executive compensation, and serve as the owner and subject matter expert for compensation matters across the business, balancing the discipline required of a company approaching IPO with the pace and flexibility of high-growth tech.

This role requires prior experience scaling compensation functions at high-growth or newly public technology companies. A flexible, growth mindset, comfort with ambiguity and change, and successfully balancing operational excellence with a sense of urgency will be critical to success in the role.

What You’ll Do

• Strategy. Define AlphaSense’s multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy.
• Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture.
• Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles.
• Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO.
• Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters.
• Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa).
• Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense’s compensation philosophy, programs, and tools.
• Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines.
• Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data.
• Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development.

Who You Are

Required

• Prior experience at a high-growth or newly public technology company
• Experience owning the full global compensation function, including designing, recommending, implementing, and administering compensation programs across base pay, short-term incentives, and equity
• Experience managing a team
• Executive compensation experience, including exposure to Compensation Committee cadence and deliverables
• Experience managing multiple compensation cycles in Workday
• Strong problem-solving and data analysis skills, with comfort synthesizing data across multiple sources to support decisions
• Demonstrated cross-functional partnership, building trust and alignment with Finance, Legal, and People Business Partners on shared, high-visibility decisions
• Sound judgment under ambiguity, weighing risk, context, and business impact before acting, including knowing when to decide versus when to escalate
• Exceptional results orientation with a high degree of personal initiative
• Inclined to roll up your sleeves, with a player-coach style
• Flexible, solution-focused attitude
• Proactive with a bias for action
• Growth mindset with a focus on continuous improvement
• Comfort with ambiguity and change
• Demonstrated success balancing operational excellence with a sense of urgency

Preferred

• Sales compensation experience

For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below.

You may also be offered a performance-based bonus, equity, and a generous benefits program.

Base Compensation Range

$177,000—$243,000 USD

AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination.

In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works.

Recruiting Scams and Fraud

We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note:

• AlphaSense never asks candidates to pay for job applications, equipment, or training.
• All official communications will come from an @alpha-sense.com email address.
• If you’re unsure about a job posting or recruiter, verify it on our Careers page.

If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.

About the Institute for Nonprofit Practice

The Institute for Nonprofit Practice (INP) works to ensure that the nation’s nonprofit, public sector, and social impact leaders have the skills, knowledge, networks, and confidence to boldly advance their organizations and missions and build a more equitable future for all.

INP serves social impact leaders who are driving solutions to some of the most pressing issues of our time. Nonprofits constitute the third-largest sector of the U.S. workforce – nearly 1 in 10 workers – yet the sector continues to face a chronic deficit of investment in the people who power it. The types of peer-to-peer learning and exchanges that INP offers are needed more than ever as the sector wrestles with a set of challenges that have mounted over the past few years – including workforce shortages, high burnout and turnover rates, and a rising demand for services – that can significantly undermine organizational effectiveness. With an 19-year track record of delivering programs that measurably increase leaders’ key leadership skills, confidence, and networks, INP is committed to meeting this moment by continuing to empower social impact leaders to adapt and thrive amidst these obstacles.

About the Role - Director of Program Admissions & Impact

The Director of Program Admissions & Impact leads the team, strategy, and systems that bring exceptional social-sector leaders into the Institute for Nonprofit Practice (INP). Reporting to the SVP of Program & Impact, you will turn organizational enrollment goals into a high-impact national recruitment effort.

This is not a traditional sales role; you are championing fully funded, transformative and award-winning leadership development programs. You will cultivate high-priority community partnerships, lead a dedicated recruitment and admissions team, mobilize a large volunteer evaluation committee, and leverage real-time data to build diverse, dynamic cohorts poised to transform their communities.

Your responsibilities will include:

• Campaign Leadership & Enrollment
  • Design and execute the national recruitment roadmap, translating organizational goals into measurable milestones and stage-by-stage pipeline goals that fill program cohorts across regions.
  • Direct the end-to-end admissions cycle, orchestrating targeted outreach, application review, and selection to deliver an engaging, equitable candidate experience.
  • Partner with Marketing & Communications to synchronize storytelling and multi-channel lead-generation campaigns with key recruitment milestones.
• Strategic Partnerships & Network Cultivation
  • Align recruitment targets with institutional and funder commitments, collaborating closely with the Advancement team to reliably deliver on foundation-sponsored seats and specific grant criteria.
  • Build, steward, and expand external community partnerships, developing durable referral pathways to maintain strong, diverse applicant pipelines across all programs.
  • Collaborate closely with Development, Program and Alumni teams to tap into existing organizational relationships and open new pipelines in emerging markets.
  • Oversee candidate stewardship across the funnel, assessing applicant experience to steer prospective leaders toward the specific INP program that best fits their career stage, goals, and trajectory.
• Data-Informed Pipeline Operations
  • Own pipeline analytics and reporting, using conversion metrics, drop-off points, and demographic trends to forecast outcomes and adapt strategies in real time.
  • Optimize admissions infrastructure alongside the IT team to streamline workflows, eliminate applicant friction, and maintain data integrity.
  • Provide senior leadership with clear, candid pipeline visibility, surfacing risks, cohort composition trends, and strategic opportunities early.
• Team & Volunteer Leadership
  • Manage, coach, and hold the admissions team accountable to ambitious targets, actively monitoring pipeline progress, troubleshooting stalled outreach, and ensuring every team member owns and hits their goals.
  • Direct the candidate evaluation framework and lead training for 40+ volunteer interviewers, ensuring selection decisions reflect INP’s values and rigor.

What You’ll Need

• 7+ years of relevant professional experience in recruitment, admissions, executive search, enrollment, outreach, relationship management, or a related field.
• Proven track record of building and managing robust recruitment pipelines and multi-pronged outreach strategies that achieve ambitious enrollment or participation goals.
• A minimum of 3 years of experience leading and motivating a team, with a track record of fostering a positive and productive work environment, developing team members, and achieving results with and through others.
• Strong people-management experience, including coaching direct reports, performance development, delegation, building accountability, and guiding team members to set and meet ambitious goals.
• Experience cultivating and managing external partnerships with senior leaders, funders, community organizations, alumni, or other referral partners.
• Strong cross-functional leadership skills and the ability to align stakeholders across Marketing & Communications, Development, Program, Alumni, and Operations/IT functions.
• Experience using Salesforce or a comparable CRM.
• Demonstrated comfort leveraging AI tools and technology to optimize workflows, paired with a strong proactive learning orientation to continuously master new systems and sector trends independently.
• Ability to work gracefully under pressure and handle competing priorities in a fast-paced environment.

Who You Are:

• An Effective Collaborator. You’ve successfully worked across cultural lines on a diverse team and can operate effectively in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success. You’re not afraid to ask questions.
• An Exceptional Communicator. You have excellent oral and written communication skills. You can craft high-quality proposals and presentations and explain complex concepts in a clear manner, combining intellect and intuition.
• Resourceful and Adaptable. You’re at ease with ambiguity and rapid change. You possess a positive attitude and identify creative solutions to obstacles. You can juggle many essential responsibilities at once and are rigorous about prioritizing.
• An Abundant Thinker. You believe that we are living in a world of abundant resources and that the right team of partners can make incredible things happen. You bring relentless curiosity and creativity to every task, project, and engagement.
• Committed to Diversity and Inclusion. You’re always asking: “ whose voice is not at the table?” You have experience working with diverse teams and successfully navigating cross-cultural communication in both local and global contexts, and you deeply value creating a workplace that is supportive of difference.
• Impact-Driven. You are driven by the desire to contribute to making change in our society, and energized by the opportunity to strengthen, connect, and elevate leaders across the social sector.

Compensation & Benefits

INP provides a competitive salary that is benchmarked annually against Boston-area nonprofits. The hiring range for this position is an annual salary range of $105,000 to $115,000 per year. The final salary within this range will be determined based on candidate’s qualifications and relevant experience. New staff are rarely brought in at the top of the range to ensure internal equity and to leave room for salary growth during an employee’s tenure at the Institute for Nonprofit Practice.

Our comprehensive benefits package includes:

• Employer-covered health, dental, and vision insurance
• Flexible Time Off (FTO) for all team members
• Eleven paid holidays and winter and summer breaks for collective rest and restoration.
• 401(k) with a 3% employer match of employee contributions.

The Application Process

INP has engaged Equitable Hiring Group to support this hiring process. To apply, please complete the short form to the right.

Please submit your application by Thursday, October 15th. Our simple process makes it easy to apply early!

To ensure an equitable review, we ask that you remove the names of the schools you attended (both undergraduate and graduate) from your resume. Please retain the degree itself. For example, instead of “Greendale Community College - B.A. Economics,” simply list “B.A. Economics.”

This evaluation process will follow practices shown to reduce bias in decision-making and may be different from other application processes you have experienced.

The overall evaluation process will look to follow this anticipated timeline:

• Mid-October: Selected candidates will be asked to complete a short-answer questionnaire.
• Late October: Selected candidates will participate in a video interview with INP staff.
• Early November: Selected candidates will be asked to complete a paid, timed trial project.
• Mid-November: Selected candidates will participate in a video panel interview with multiple team members.
• Late November: Offer extended.

If you have any questions about the opportunity, please email [email protected].

About the Institute for Nonprofit Practice

The Institute for Nonprofit Practice (INP) works to ensure that the nation’s nonprofit, public sector, and social impact leaders have the skills, knowledge, networks, and confidence to boldly advance their organizations and missions and build a more equitable future for all.

INP serves social impact leaders who are driving solutions to some of the most pressing issues of our time. Nonprofits constitute the third-largest sector of the U.S. workforce – nearly 1 in 10 workers – yet the sector continues to face a chronic deficit of investment in the people who power it. The types of peer-to-peer learning and exchanges that INP offers are needed more than ever as the sector wrestles with a set of challenges that have mounted over the past few years – including workforce shortages, high burnout and turnover rates, and a rising demand for services – that can significantly undermine organizational effectiveness. With an 19-year track record of delivering programs that measurably increase leaders’ key leadership skills, confidence, and networks, INP is committed to meeting this moment by continuing to empower social impact leaders to adapt and thrive amidst these obstacles.

About the Role - Director of Program Admissions & Impact

The Director of Program Admissions & Impact leads the team, strategy, and systems that bring exceptional social-sector leaders into the Institute for Nonprofit Practice (INP). Reporting to the SVP of Program & Impact, you will turn organizational enrollment goals into a high-impact national recruitment effort.

This is not a traditional sales role; you are championing fully funded, transformative and award-winning leadership development programs. You will cultivate high-priority community partnerships, lead a dedicated recruitment and admissions team, mobilize a large volunteer evaluation committee, and leverage real-time data to build diverse, dynamic cohorts poised to transform their communities.

Your responsibilities will include:

• Campaign Leadership & Enrollment
  • Design and execute the national recruitment roadmap, translating organizational goals into measurable milestones and stage-by-stage pipeline goals that fill program cohorts across regions.
  • Direct the end-to-end admissions cycle, orchestrating targeted outreach, application review, and selection to deliver an engaging, equitable candidate experience.
  • Partner with Marketing & Communications to synchronize storytelling and multi-channel lead-generation campaigns with key recruitment milestones.
• Strategic Partnerships & Network Cultivation
  • Align recruitment targets with institutional and funder commitments, collaborating closely with the Advancement team to reliably deliver on foundation-sponsored seats and specific grant criteria.
  • Build, steward, and expand external community partnerships, developing durable referral pathways to maintain strong, diverse applicant pipelines across all programs.
  • Collaborate closely with Development, Program and Alumni teams to tap into existing organizational relationships and open new pipelines in emerging markets.
  • Oversee candidate stewardship across the funnel, assessing applicant experience to steer prospective leaders toward the specific INP program that best fits their career stage, goals, and trajectory.
• Data-Informed Pipeline Operations
  • Own pipeline analytics and reporting, using conversion metrics, drop-off points, and demographic trends to forecast outcomes and adapt strategies in real time.
  • Optimize admissions infrastructure alongside the IT team to streamline workflows, eliminate applicant friction, and maintain data integrity.
  • Provide senior leadership with clear, candid pipeline visibility, surfacing risks, cohort composition trends, and strategic opportunities early.
• Team & Volunteer Leadership
  • Manage, coach, and hold the admissions team accountable to ambitious targets, actively monitoring pipeline progress, troubleshooting stalled outreach, and ensuring every team member owns and hits their goals.
  • Direct the candidate evaluation framework and lead training for 40+ volunteer interviewers, ensuring selection decisions reflect INP’s values and rigor.

What You’ll Need

• 7+ years of relevant professional experience in recruitment, admissions, executive search, enrollment, outreach, relationship management, or a related field.
• Proven track record of building and managing robust recruitment pipelines and multi-pronged outreach strategies that achieve ambitious enrollment or participation goals.
• A minimum of 3 years of experience leading and motivating a team, with a track record of fostering a positive and productive work environment, developing team members, and achieving results with and through others.
• Strong people-management experience, including coaching direct reports, performance development, delegation, building accountability, and guiding team members to set and meet ambitious goals.
• Experience cultivating and managing external partnerships with senior leaders, funders, community organizations, alumni, or other referral partners.
• Strong cross-functional leadership skills and the ability to align stakeholders across Marketing & Communications, Development, Program, Alumni, and Operations/IT functions.
• Experience using Salesforce or a comparable CRM.
• Demonstrated comfort leveraging AI tools and technology to optimize workflows, paired with a strong proactive learning orientation to continuously master new systems and sector trends independently.
• Ability to work gracefully under pressure and handle competing priorities in a fast-paced environment.

Who You Are:

• An Effective Collaborator. You’ve successfully worked across cultural lines on a diverse team and can operate effectively in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success. You’re not afraid to ask questions.
• An Exceptional Communicator. You have excellent oral and written communication skills. You can craft high-quality proposals and presentations and explain complex concepts in a clear manner, combining intellect and intuition.
• Resourceful and Adaptable. You’re at ease with ambiguity and rapid change. You possess a positive attitude and identify creative solutions to obstacles. You can juggle many essential responsibilities at once and are rigorous about prioritizing.
• An Abundant Thinker. You believe that we are living in a world of abundant resources and that the right team of partners can make incredible things happen. You bring relentless curiosity and creativity to every task, project, and engagement.
• Committed to Diversity and Inclusion. You’re always asking: “ whose voice is not at the table?” You have experience working with diverse teams and successfully navigating cross-cultural communication in both local and global contexts, and you deeply value creating a workplace that is supportive of difference.
• Impact-Driven. You are driven by the desire to contribute to making change in our society, and energized by the opportunity to strengthen, connect, and elevate leaders across the social sector.

Compensation & Benefits

INP provides a competitive salary that is benchmarked annually against Boston-area nonprofits. The hiring range for this position is an annual salary range of $105,000 to $115,000 per year. The final salary within this range will be determined based on candidate’s qualifications and relevant experience. New staff are rarely brought in at the top of the range to ensure internal equity and to leave room for salary growth during an employee’s tenure at the Institute for Nonprofit Practice.

Our comprehensive benefits package includes:

• Employer-covered health, dental, and vision insurance
• Flexible Time Off (FTO) for all team members
• Eleven paid holidays and winter and summer breaks for collective rest and restoration.
• 401(k) with a 3% employer match of employee contributions.

The Application Process

INP has engaged Equitable Hiring Group to support this hiring process. To apply, please complete the short form to the right.

Please submit your application by Thursday, October 15th. Our simple process makes it easy to apply early!

To ensure an equitable review, we ask that you remove the names of the schools you attended (both undergraduate and graduate) from your resume. Please retain the degree itself. For example, instead of “Greendale Community College - B.A. Economics,” simply list “B.A. Economics.”

This evaluation process will follow practices shown to reduce bias in decision-making and may be different from other application processes you have experienced.

The overall evaluation process will look to follow this anticipated timeline:

• Mid-October: Selected candidates will be asked to complete a short-answer questionnaire.
• Late October: Selected candidates will participate in a video interview with INP staff.
• Early November: Selected candidates will be asked to complete a paid, timed trial project.
• Mid-November: Selected candidates will participate in a video panel interview with multiple team members.
• Late November: Offer extended.

If you have any questions about the opportunity, please email [email protected].

TRG is a bootstrap deep-tech, fast paced company scaling in all areas and develops AI&Cyber Data Fusion products for civilian protection.

Our mission is to empower our customers to fight crime and terror through state-of-the-art technologies that provide accurate and precise intelligence to drive decisions which saves lives.

Your Mission: To scale our global team from 100 to 200+ over the next 12 months.

Your Role: We are not looking to just fill positions, we are looking for a Growth Architect. Someone who will build the engine that makes it happen.

Your ownership:

• Build the machine: Design, implement, and optimize our Talent Acquisition strategy and execution
• Lead the team: Expand, mentor, and empower an internal TA team to become a high performing team
• AI First: Bring smart AI tools and modern tech into our workflow to speed up sourcing, track better and drive insights that will make our hiring process sharper and faster.
• Business Partner: Partner with our leaders tounderstand the needs, gaps and business impact of every role
• Data Driven Hiring: Strengthen our data driven decisions by building dashboards and effective KPIs for a predictable recruitment lifecycle and insights that push the company to make better talent decisions.
• Hunt top talent: Stay hands-on in driving critical, executive, and hyper-niche hires (AI, Reverse Engineering, B2G Defense Sales) across international time zones.
• Impact TRG Business: Bringing a strong talent-market perspective, challenging and translating business needs into effective hiring strategies and priorities.
• Nurture our Culture: Embed a data-driven culture of recruiting excellence helping our leaders keep hiring moving fast without sacrificing talent quality.
• Build a magnetic employer brand: Leverage our unique deep-tech domain (AI, Reverse Engineering, Defense) to tell our story. Show candidates why a small, agile company is the best place to build big things, and use that brand to win top talent.

About You

• Scale-up experience: You have helped scale a tech company through rapid growth before (ideally taking a team from ~100 to 200+ employees).
• Player-Coach Mentality:You love to source, passionate about finding the strongest and fitted talent for each role but you also thrive when designing strategy, building teams, and analyzing funnel data.
• Uncompromising Quality & Pace: You understand that speed matters in hypergrowth, but never at the expense of culture or technical standards.
• Domain Curiosity: You get energized by understanding complex deep-tech products, customer personas, and regional hiring nuances across EMEA, APAC, and the Americas.
• Team player: You believe that big things can only be achieved together and you bring a strong  commitment to a team’s success.
• You want to make a difference: You are a lifelong learner who always thinks and looks for new ideas, perspectives and practices to drive work forward and make an impact.
• Real work, Zero Fluff: You don’t like politics and believe in simple, direct and honest communication that builds long term relationships

What Skills and Experience You’ll Bring:

• 3+ years recruiting globally: You have a strong track record as a Global Talent Acquisition Partner, hiring a wide range of roles in the high-tech industry.
• 2+ years leading a team: You know how to guide and mentor people, with proven leadership experience in a tech or product company.
• Hyper-growth survivor: You have hands-on experience working in a fast-paced, global hyper-growth environment.
• Excellent communication skills in English to connect with our teams and candidates worldwide.
• A “can-do” mindset: You bring a positive attitude, solve problems, and get things done.
• Bonus points: A BA/BSc or MA/MSc degree in Behavioral Science (or an equivalent degree) is a great advantage.

Our Core Values

Whatever it takes. We follow a can-do approach and take ownership of our commitments.

Passion is our fuel. We learn, grow and innovate.

We make an impact. We challenge the status quo and always ask why.

We work together. One for all, and all for one.

Your Perks

• Remote working and flexible hours
• Yearly performance bonus
• Private medical insurance
• Daily lunch allowance
• Sport and gym allowance
• Unlimited Udemy subscription
• Structured onboarding and training
• Equipment support
• Company events, team activities, gifts and milestone celebrations

Want to learn more? Visit our website at www.trgint.com and our LinkedIn page.

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Remote from France or Germany · Full-timeBecome Kestra’s first dedicated People hire.

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