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Position Details Location: Remote (FL, CO, IL, MA, NH, RI, ME, CT, GA, SC, NC, TX) Type: Contract / 1099 Work Model: Remote-first (Work From Where It Makes Sense –...

Company DescriptionAt Shockingly Different Leadership, we are changing the way HR-functions scale up their teams during peak periods of work!

About OnePay

OnePay is the consumer fintech trusted by millions of Americans to make money better.

Our financial system is broken. High fees, low rates, and too few ways to actually grow your money. We’re fixing it. And we’re moving fast.

We’re an all-in-one financial services platform that brings together banking, high-yield savings, credit cards, point-of-sale lending, investing, and crypto in one place. We also partner with employers, HCM providers, gig platforms, and others to deliver embedded financial services to millions of employees and frontline workers.

We’re backed by Walmart, the world’s largest retailer, and Ribbit Capital, one of fintech’s most respected investors, giving us rare scale, distribution, and the opportunity to build something truly category-defining.

But what really sets OnePay apart is how we move. Our customers don’t have time to wait… and neither do we. This place moves fast, and we’re looking for people who are:

• Ready to run

• Hungry and driven by urgency

• Exceptional at what they do, with low ego

• Comfortable operating in motion

As our Talent Operations Coordinator, you’ll be the operational backbone of our hiring and onboarding efforts, blending hands-on coordination with process ownership. You’ll keep every candidate interaction running smoothly, make sure new hires start strong and stay supported after Day 1, and build the systems and data that help our teams scale. You will:

• Master the art of interview scheduling across time zones, departments, and competing priorities with precision and efficiency

• Own the interview lifecycle in Ashby end to end: keep stages, scorecards, and interviewer assignments accurate, and run regular data hygiene audits

• Manage interviewer coordination and readiness, including scheduling, prep materials, feedback reminders, and calendar and room or video logistics

• Be the go-to point of contact for candidates, providing clear communication, timely updates, and a professional experience throughout

• Keep Ashby (our ATS) running smoothly and coordinate preboarding

• Team up with the other Talent Operation team members to optimize processes, track key metrics, and turn recruiting data into actionable improvements

• Get exposure to the broader People team and jump into various initiatives including talent research and onboarding support

• Build and maintain templates, playbooks, and SOPs for scheduling, candidate communications, and preboarding to keep the process consistent and scalable

• Track and report on core recruiting metrics (time to schedule, time to feedback, candidate NPS, offer acceptance rate) and flag bottlenecks

• Partner with recruiters to source for a few select roles, including researching target companies, identifying and engaging prospects, and building talent pipelines

• Plan and run post-onboarding sessions and check-ins, coordinating with managers, IT, and People Ops so new hires stay supported through their first weeks

• Prepare presentations and training materials for onboarding and compliance programs.

AI-Native Mindset

We work smarter by leveraging AI. You should be comfortable with tools like Claude, Gemini, and Ashby’s AI features, whether that’s streamlining communication, automating repetitive tasks, or spotting efficiency wins. You’ll help champion AI adoption across the talent team and find new opportunities to improve how we work.

You Bring

• 4-7 years of experience in talent operations and recruiting coordination

• Exceptional organizational skills with an operations-first mindset: you thrive on systems, processes, and keeping multiple moving parts running seamlessly

• Outstanding written and verbal communication: you’re articulate, clear, and professional in every interaction

• An AI-native approach: you’re already using tools like Claude and Gemini effectively and you’re excited to expand their application

• Proficiency with ATS platforms (Ashby experience is a plus) and Google Workspace

• Drive and proactivity - everyone here is a builder and executor

What We Offer

• Competitive salary, stock options, and benefits from Day 1

• Comprehensive health insurance coverage (health insurance, accident and disability insurance, term life insurance), including mental health support and wellness programs

• Hybrid work model (Bengaluru office three days a week), various time off programs (vacation, sick, other paid leaves, and paid regional holidays)

• Monthly transport and work-from-home allowances

• A high-growth, mission-driven, inclusive culture where your work has real impact

Standard Interview Process

Our process varies by role. Most candidates go through:

• AI-assisted initial screen

• Interview with Talent Partner

• Technical or Hiring Manager Interview

• Team Interview

• Executive Interview

• Offer!

Equal Employment Opportunity

To build technology and products that are used and loved by people and solve real-world problems, we need to build a team with many different perspectives and experiences. We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We encourage candidates from all backgrounds to apply. Applicants in need of special assistance or accommodation during the interview process or in accessing our website may contact us at talent@onepay.com.

Company Description

Evelyn Partners is a UK leader in wealth management, providing personalised, expert investment management and financial planning advice to support clients in embracing what’s next.

Our success hinges on our people and that’s our secret for longevity. We are a team of passionate professionals and everything we do is guided by our purpose – placing the power of good advice into more hands, we go further to understand the needs of our clients and what matters most to them. We’re here to help them make significant decisions with confidence, provide strong foundations for the future and guide them towards their goals.

Job Description

What will you be doing ?

We are looking for an experienced Regulatory HR Specialist to join our team in London on a 6 month FTC. You will be responsible for supporting the Regulatory HR Manager in the management and oversight of the Senior Managers & Certification Regime and other regulatory body management while continuing to develop and support the relevant regulatory policies and procedures.

As Regulatory HR Specialist, your responsibilities will include among others:

• Understand and maintain knowledge of the regulatory requirements related to the SM&CR and translate requirements into practical and effective SM&CR policy and procedures
• Oversee the certification activities necessary for all certified persons and ensure that these are completed in an accurate and timely manner and that team members are appropriately certified for the activities that they carry out
• Manage internal and external data records including updates to internal HR systems and FCA directory updates
• Assist with the management of the annual recertification process
• Understand and maintain knowledge of Central Bank of Ireland (CBI) Financial Services and Jersey Financial Services Commission (JFSC) Financial Services individual requirements
• Understand and demonstrate ability to manage Competence related registrations with the Chartered Institute of Securities & Investments (CISI), Chartered Insurance Institute (CII) and Institute of Chartered Accountants in England and Wales (ICAEW)

Qualifications

To be successful in this role, you should:

• Proven SM&CR experience, ideally within an HR or Compliance Function
• Experience of working in an FCA regulated environment with a good understanding of SMCR requirements
• Ability to develop effective working relationships at all levels across the Group and in particular with senior management
• Ability to think commercially and apply knowledge pragmatically
• High degree of accuracy and excellent communicator both verbally and in writing
• Numerate with good IT skills

Desired:

• Relevant financial services or compliance qualification(s) desirable, however not essential

Additional Information

As a colleague here at Evelyn Partners you will have access to benefits that include:

• Competitive salary
• Private medical insurance
• Life assurance
• Pension contribution
• Hybrid working model (role dependant)
• Generous holiday package
• Option to purchase additional holiday
• Shared parental leave

We are proud to value the differences that a diverse workforce brings, representative of society and our clients. At Evelyn Partners we have a wide range of highly active employee resource groups and we’re delivering multiple diversity, equity and inclusion initiatives across the organisation. It is our commitment to provide a workspace where all colleagues, regardless of identity, background, or circumstance, feel respected as individuals and feel that they can achieve their full potential and work in a safe, supportive, and inclusive environment.

We are happy to make any reasonable adjustments to accommodate for your needs throughout the application process. Please let your Recruiter know.

JOB SUMMARY

The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.

The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.

The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES

• Own full cycle recruiting for assigned roles across the organization, managing each search from intake and sourcing through interviews, offer, and close.
• Serve as the recruiting partner for assigned searches, managing relationships and communication across candidates, hiring managers, and hiring teams while establishing clear next steps, maintaining momentum, and proactively surfacing progress, risks, or changes.
• Partner with hiring managers to understand role requirements, define candidate profiles, develop recruiting and sourcing approaches, and maintain alignment throughout each search.
• Build and maintain qualified candidate pipelines through proactive sourcing, referrals, networking, direct outreach, and other relevant channels.
• Conduct recruiter screens and evaluate candidates against role requirements, bringing sound judgment and relevant candidate insights back to hiring teams.
• Deliver a thoughtful, responsive, and consistent candidate experience, ensuring candidates remain informed and engaged throughout the recruiting process.
• Manage multiple searches and candidate pipelines simultaneously, balancing competing priorities while maintaining pace, organization, attention to detail, and follow through.
• Maintain accurate recruiting data and pipeline hygiene within the ATS, using metrics, funnel activity, talent market insights, and recruiting trends to identify opportunities, gaps, or potential roadblocks and help calibrate searches.
• Support structured and consistent hiring practices, including interview planning, candidate evaluation, hiring team calibration, and documentation.
• Apply AI tools within day-to-day recruiting workflows, such as candidate research, outreach drafting, screen notes, and pipeline updates, and help identify repetitive steps in the ATS and sourcing tools that could be automated, while maintaining appropriate human judgment and candidate care.
• During shifts in hiring volume, contribute to recruiting operations and continuous improvement work such as sourcing projects, ATS and pipeline audits, process and documentation updates, data cleanup, and building or improving recruiting tools, resources, and AI-assisted workflows.
• Work collaboratively across the HR team, providing thoughtful handoffs, timely heads ups, and relevant information while considering how recruiting decisions and activities may impact downstream work.

MINIMUM QUALIFICATIONS, SKILLS & ABILITIES

• Associate’s degree and 2+ years of full-cycle recruiting experience.
• Experience recruiting across multiple functions or job families, with the ability to adapt sourcing and assessment approaches based on the role.
• Demonstrated experience independently managing multiple searches from intake through offer and close.
• Strong relationship and stakeholder management skills, with the ability to keep candidates, hiring managers, and hiring teams appropriately informed, aligned, and moving through an active recruiting process.
• Strong sourcing and candidate assessment skills, including experience identifying and engaging active and passive candidates and evaluating candidates against role requirements.
• Strong organizational and prioritization skills with the ability to manage competing searches, candidates, timelines, and stakeholder needs while maintaining sound judgment and personal accountability.
• Experience working within an applicant tracking system, with strong attention to pipeline hygiene, documentation, and data accuracy.
• Comfort using recruiting data and metrics to understand pipeline health, identify trends, and inform day to day recruiting decisions.
• Strong awareness of how recruiting activity connects to downstream HR processes, with the judgment to provide timely handoffs, context, and information to the appropriate partners.
• Hands-on experience applying AI tools as a regular part of recruiting workflows, such as sourcing research, outreach, or candidate communication.
• Curious, adaptable, and collaborative, with an interest in evolving recruiting technologies and talent practices and in contributing to the broader HR team.

PREFERRED QUALIFICATIONS, SKILLS & ABILITIES

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience managing full-cycle recruiting within an in-house or corporate environment.
• Experience using modern sourcing, recruiting automation, or AI tools.
• Experience contributing to recruiting operations and project work, including sourcing initiatives, ATS or pipeline audits, process improvements, documentation, data cleanup, or development of recruiting tools and resources.

The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.

EMPLOYEE BENEFITS

• Competitive compensation packages, including bonus and options
• Medical, Dental, and Vision benefits
• Paid Time Off, telecommuting, and matching 401(K)
• Support for continuing education
• Team offsites, social events, and extracurricular activities are a staple
• Snacks, drinks, and the occasional box of donuts

THE COMPANY

B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.

While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.

We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.

Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.

For more information, visit bstock.com/careers/

OUR VALUES Make Each Dollar Count

Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.

Take Our Work Seriously, Not Ourselves

Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).

Do The Hard Things Today That Will Pay Off Tomorrow

We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.

Use Trust As The Best Measure Of Success

The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.

Find Strength In Numbers

Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.

No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.

🌎 About Us

At TeamSnap, we believe when the world connects through sports; the world becomes better. TeamSnap is a sports and communication platform dedicated to taking the work out of play in youth sports. We also believe our jobs should excite us, our teammates should support us and our bosses should inspire us. We empower our people to bring big ideas and tiny egos, landing us on Outside Magazine’s list of “ Best Places to Work” and Built In’s “ 100 Best Remote-First Places to Work.”

TeamSnap is scaling fast, and our People Experience team needs a specialist  who thrives on variety. Someone equally comfortable troubleshooting a benefits question, auditing HRIS data, and helping run orientation for new hires. This role exists to keep the day-to-day HR engine running cleanly across every function: operations, systems, benefits, compliance, and culture. You won’t own one lane; you’ll be the versatile, hands-on support that makes the whole People Experience team move faster. If you like learning across the full breadth of HR rather than specializing in one piece of it, this is your seat.

What You’ll Do:

• You’ll be a first line of support for employee and manager HR questions (policies, benefits, systems, employee lifecycle changes) resolving routine inquiries directly and routing anything complex to the right specialist, so nothing employee-facing falls through the cracks.

• You’ll support HRIS (Paycor) data integrity across the employee lifecycle, processing new hires or offboarding employees, while updating data accurately and flagging discrepancies before they surface in an audit.

• You’ll partner closely with Payroll to ensure every employee change (new hires, terminations, compensation adjustments, leaves, and status changes) is communicated and reflected accurately and on time, so paychecks are always right and nothing slips between systems.

• You’ll own our parental leave practice end-to-end, walking employees through the process from the moment they share their news, coordinating timelines and paperwork, and serving as their main point of contact so they feel supported (not confused) through one of the biggest moments in their life. You’ll bring a strong understanding of Paid Leaves and FMLA requirements, ensuring employees receive the full benefits and protections they’re entitled to while maintaining clear communication throughout their leave.

• You’ll own the execution of annual benefits, open enrollment, drafting communications, answering employee questions, uploading rates into our HRIS, and supporting the broker relationship so the process runs smoothly from your seat in the room. This includes coordinating with Finance and Payroll to ensure rates are accurately loaded and communicated to employees.

• You’ll maintain compliance documentation (I-9s, leave paperwork, training trackers) so our records stay audit-ready across federal, state, and local requirements.

• You’ll run onboarding, orientation, and culture programming, making sure new TeamSnappers feel set up for success and that remote team-building efforts actually land.

What Will Set You Up for Success:

• 3-5 years of experience in an HR, People Operations, or HR Generalist-type role. You don’t need to have done everything here before, but you’ve touched at least a couple of these areas (employee support, HRIS, benefits, or compliance).

• Comfort learning and working inside an HRIS platform (Paycor experience is a plus, not a requirement).

• Careful attention to detail. You catch the small things before they become compliance or payroll problems.

• Strong service instincts and communication skills. You can walk someone through a sensitive process, like parental leave, with clarity and empathy.

• Ability to juggle several different types of work in the same week without losing track of details.

• Comfort supporting a remote or distributed team.

Nice-to-haves:

• Exposure to benefits administration or open enrollment cycles.

• A natural eye for process improvement; you notice where a workflow is clunky and enjoy finding a better way to do it.

• Familiarity with I-9 verification, leave administration, or other compliance documentation.

Got cold feet? If you’re thinking you don’t meet 100% of the above qualifications, you should still seriously consider applying. We’re all humans with special talents that go beyond what’s listed here.

Compensation

We’re committed to equitable compensation for all TeamSnappers. The minimum starting point for this role is $70,000, inclusive of base and bonus, with comp updated based on multiple factors. Our comp is highly competitive in our space and we adjust overall comp based on relevant experience, skills, certifications, and geographic location.

🖥 Location

TeamSnap is a fully remote company, so you need to be very comfortable working with people who aren’t in the same time zone as you. We are always expanding, but there is a small list of states we do not hire in, including Alabama, Alaska, Delaware, District of Columbia, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Rhode Island, South Dakota West Virginia and Utah and while we love all parts of the world, we can only hire permanent US residents at this time.

🚀 Opportunities to Grow

At TeamSnap, we work hard to provide a culture of trust, accountability, inclusivity, and boundless opportunities to grow, along with the chance to make a lasting impact and have some fun while doing it.

🎩 Total Rewards

• We’re proud to be remote-first . We’ve been remote since 2009, long before COVID made it cool

• Unlimited PTO and paid parental leave for ALL parents (not just primary or secondary)

• 100% premium coverage of medical/dental/vision for you and your family

• 401K to help you invest for the future

• $1,500 annual learning and development stipend

• Travel to fun locations for all-company meetings and team events

• Generous home office allowance to set you up for success

• TeamSnap SWAG to our store upon starting and a $50 credit on every work anniversary thereafter

• A monthly stipend reimbursement for health & wellness and so much more!

• TeamSnap Total Rewards

🏆 Working at TeamSnap

At TeamSnap, you’re not a culture fit, you’re a culture add. Check out our Culture Playbook and learn how we succeed at being remote-first, what makes our company so unique, and how we’re inspired by our people, our customers, and our values.

🧡 Inclusion and Diversity

Creativity and innovation can’t thrive when we’re cookie-cutter images of each other. We’re quickly growing more diverse, but there’s always room for improvement. We are committed to inclusion and diversity at TeamSnap, and we hold ourselves accountable for building an environment where everyone feels valued. If you need any disability-related adaptation during the recruitment process, just let us know! We are an Equal Employment Opportunity Employer.

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

JOB SUMMARY

The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.

The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.

The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES

• Own full cycle recruiting for assigned roles across the organization, managing each search from intake and sourcing through interviews, offer, and close.
• Serve as the recruiting partner for assigned searches, managing relationships and communication across candidates, hiring managers, and hiring teams while establishing clear next steps, maintaining momentum, and proactively surfacing progress, risks, or changes.
• Partner with hiring managers to understand role requirements, define candidate profiles, develop recruiting and sourcing approaches, and maintain alignment throughout each search.
• Build and maintain qualified candidate pipelines through proactive sourcing, referrals, networking, direct outreach, and other relevant channels.
• Conduct recruiter screens and evaluate candidates against role requirements, bringing sound judgment and relevant candidate insights back to hiring teams.
• Deliver a thoughtful, responsive, and consistent candidate experience, ensuring candidates remain informed and engaged throughout the recruiting process.
• Manage multiple searches and candidate pipelines simultaneously, balancing competing priorities while maintaining pace, organization, attention to detail, and follow through.
• Maintain accurate recruiting data and pipeline hygiene within the ATS, using metrics, funnel activity, talent market insights, and recruiting trends to identify opportunities, gaps, or potential roadblocks and help calibrate searches.
• Support structured and consistent hiring practices, including interview planning, candidate evaluation, hiring team calibration, and documentation.
• Apply AI tools within day-to-day recruiting workflows, such as candidate research, outreach drafting, screen notes, and pipeline updates, and help identify repetitive steps in the ATS and sourcing tools that could be automated, while maintaining appropriate human judgment and candidate care.
• During shifts in hiring volume, contribute to recruiting operations and continuous improvement work such as sourcing projects, ATS and pipeline audits, process and documentation updates, data cleanup, and building or improving recruiting tools, resources, and AI-assisted workflows.
• Work collaboratively across the HR team, providing thoughtful handoffs, timely heads ups, and relevant information while considering how recruiting decisions and activities may impact downstream work.

MINIMUM QUALIFICATIONS, SKILLS & ABILITIES

• Associate’s degree and 2+ years of full-cycle recruiting experience.
• Experience recruiting across multiple functions or job families, with the ability to adapt sourcing and assessment approaches based on the role.
• Demonstrated experience independently managing multiple searches from intake through offer and close.
• Strong relationship and stakeholder management skills, with the ability to keep candidates, hiring managers, and hiring teams appropriately informed, aligned, and moving through an active recruiting process.
• Strong sourcing and candidate assessment skills, including experience identifying and engaging active and passive candidates and evaluating candidates against role requirements.
• Strong organizational and prioritization skills with the ability to manage competing searches, candidates, timelines, and stakeholder needs while maintaining sound judgment and personal accountability.
• Experience working within an applicant tracking system, with strong attention to pipeline hygiene, documentation, and data accuracy.
• Comfort using recruiting data and metrics to understand pipeline health, identify trends, and inform day to day recruiting decisions.
• Strong awareness of how recruiting activity connects to downstream HR processes, with the judgment to provide timely handoffs, context, and information to the appropriate partners.
• Hands-on experience applying AI tools as a regular part of recruiting workflows, such as sourcing research, outreach, or candidate communication.
• Curious, adaptable, and collaborative, with an interest in evolving recruiting technologies and talent practices and in contributing to the broader HR team.

PREFERRED QUALIFICATIONS, SKILLS & ABILITIES

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience managing full-cycle recruiting within an in-house or corporate environment.
• Experience using modern sourcing, recruiting automation, or AI tools.
• Experience contributing to recruiting operations and project work, including sourcing initiatives, ATS or pipeline audits, process improvements, documentation, data cleanup, or development of recruiting tools and resources.

The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.

EMPLOYEE BENEFITS

• Competitive compensation packages, including bonus and options
• Medical, Dental, and Vision benefits
• Paid Time Off, telecommuting, and matching 401(K)
• Support for continuing education
• Team offsites, social events, and extracurricular activities are a staple
• Snacks, drinks, and the occasional box of donuts

THE COMPANY

B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.

While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.

We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.

Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.

For more information, visit bstock.com/careers/

OUR VALUES Make Each Dollar Count

Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.

Take Our Work Seriously, Not Ourselves

Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).

Do The Hard Things Today That Will Pay Off Tomorrow

We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.

Use Trust As The Best Measure Of Success

The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.

Find Strength In Numbers

Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.

No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.

About Invisible Invisible Technologies makes AI work. Our end-to-end AI platform structures messy data, automates digital workflows, deploys agentic solutions, measures outcomes, and integrates human expertise where it matters most....

Company Description

At Northwestern Medicine, every patient interaction makes a difference in cultivating a positive workplace. This patient-first approach is what sets us apart as a leader in the healthcare industry. As an integral part of our team, you’ll have the opportunity to join our quest for better health care, no matter where you work within the Northwestern Medicine system. We pride ourselves on providing competitive benefits: from tuition reimbursement and loan forgiveness to 401(k) matching and lifecycle benefits, our goal is to take care of our employees. Ready to join our quest for better?

Job Description

The Employee Programs Coordinator reflects the mission, vision, and values of NM, adheres to the organization’s Code of Ethics and Corporate Compliance Program, and complies with all relevant policies, procedures, guidelines and all other regulatory and accreditation standards.

Under the direction of the Employee Experience Program Director, the role of the Employee Programs Coordinator assists in the operation of all non-benefited internal programs, internal events, and activities at a system level, coordinated through the Corporate Human Resources division for employees, physicians and volunteers. Must demonstrate superior organizational skills, strong interpersonal and communication skills, and attention to detail. Will work as part of a team. Acts as one of the administrators of the Human Resources NMI pages that fall under the responsibility of the Employee Experience Program Director, assists in the purchase of materials and facilitates external vendor relationships.

The incumbent must use independent judgment and authority to execute projects and maintain workflow. Must be advanced in Microsoft applications (Word, Excel and PowerPoint) and be highly flexible and adaptable.

This role coordinates and executes system initiatives to support the new hire experience including the Day One orientation event held downtown approximately every two weeks.

RESPONSIBILITIES:

• Possesses strong oral and written communication skills. Effectively communicates and collaborates with all layers of management and employee groups in diverse settings.
• Updates guidelines, process and procedures documentation to all employee programs, events and activities.
• Maintains employee inquiries within Service Now, responds to employee concerns in a timely and considerate manner, writes scripts and conducts training to aid the MyNM Service Center team, and escalates trends to leadership.
• Designs, manages and improves and the Human Recourses NMI intranet webpages or vendor e-commerce websites to effectively communicate with the workforce.
• Acts as a technical and informational resource for the department running reports and applying rigorous analytical skills in support of improvement projects, such as the  system-wide Apparel Program.
• Effectively communicates and builds data process solutions in partnership with HRIS and vendor IT teams.
• Assists with the development and monitoring of capital, departmental and fund budgets; identifying variances and reporting them to manager. This includes creating purchase orders and processing invoices or check requests for payment.
• Develops and builds positive relationships with external vendors.
• Schedules and coordinates employee events and activities across the healthcare system communicating with senior leadership to ensure alignment. This includes room scheduling, signage, catering, equipment, preparation and distribution of notifications such as invitations, FAQ’s or scripts.
• Possesses strong attention to detail and superior organizational skills in order to track progress, monitor timelines and provide administrative support for department initiatives.
• Adapts behaviors and work methods in response to new information, changing conditions, customer needs, and unexpected outcomes.
• Builds trust with customers and team members.
• Demonstrates a high level of interpersonal skills, initiative, integrity, and commitment to excellence and team building.
• Identifies key issues, trends and potential solutions to manager.

Qualifications

Required:

• Bachelor’s Degree
• 3-5 years business experience
• Advanced knowledge of the Microsoft Office Suite, including Outlook, Word, PowerPoint and Excel
• Experience in Purchase Order requisitions and invoice processing
• Excellent organizational, communication and interpersonal skills
• Demonstrated ability to serve many customers and manage multiple projects and events at the same
• Effective time management and customer service skills
• Project management knowledge and experience
• Strong initiative and attention to detail
• Thinks creatively and works as a collaborative team member

Preferred:

• Expert knowledge of the PeopleSoft data management system (reading panels, running queries and manipulating data)
• Understanding of Service Now ticket system for internal service cases
• Ease with Sharepoint web-page content management
• Demonstrated success in event management, communications or public relations
• Ease and comfort leading meetings and presentations
• Mastery of Microsoft Excel
• Financial acumen

Additional Information

Northwestern Medicine is an equal opportunity employer (disability, VETS) and does not discriminate in hiring or employment on the basis of age, sex, race, color, religion, national origin, gender identity, veteran status, disability, sexual orientation or any other protected status.

Background Check

Northwestern Medicine conducts a background check that includes criminal history on newly hired team members and, at times, internal transfers. If you are offered a position with us, you will be required to complete an authorization and disclosure form that gives Northwestern Medicine permission to run the background check.  Results are evaluated on a case-by-case basis, and we follow all local, state, and federal laws, including the Illinois Health Care Worker Background Check Act.

Artificial Intelligence Disclosure

Artificial Intelligence (AI) tools may be used in some portions of the candidate review process for this position, however, all employment decisions will be made by a person.

Benefits

We offer a wide range of benefits that provide employees with tools and resources to improve their physical, emotional, and financial well-being while providing protection for unexpected life events.

Click on or copy and paste URL to your browser to view detailed benefits information https://jobs.nm.org/benefits

Please refer to the Benefits Eligibility by Employment Classification to determine benefits eligibility for job postings.

If sign-on bonus is included in a job posting eligibility is as followed: Internal employees and rehires who left Northwestern Medicine within 1 year are not eligible for the sign-on bonus. Exception: New graduate internal employees seeking their first licensed clinical position as a Registered Nurse at NM may be eligible.

Diabolocom is the leading European sovereign cloud contact center (CCaaS) and customer experience management (CX) platform. It helps organizations transform customer experience by augmenting agents’ capabilities through AI-human collaboration, automating routine customer interactions, and delivering personalized experiences at scale. Built on proprietary AI, private cloud, and native telecom infrastructure, the platform automates workflows, improves data quality, and empowers customer service and sales teams across every channel.

Backed by more than two decades of experience and twice recognized by Frost & Sullivan for AI technology innovation and customer experience technology leadership, Diabolocom is trusted by more than 400 organizations—including BPCE, Carrefour, Nikon, and Mitsubishi—to power mission-critical customer operations in over 60 countries, helping organizations strengthen customer loyalty and accelerate growth.

About the role

To support our growth, we are looking for a Talent Acquisition Manager to join our HR team in Paris.

You will manage recruitment processes end-to-end, from understanding the hiring need and identifying the right sourcing strategy to interviewing candidates, managing the selection process and closing the hire.

A significant part of your activity will involve recruiting technical and highly specialized profiles, including Software Engineers, AI and Research profiles, Infrastructure experts, senior technical specialists and, depending on business needs, leadership and C-level positions.

You will work with a wide variety of stakeholders across the company: experienced hiring managers, technical experts, senior leaders and managers who may need more guidance throughout the recruitment process. Being able to adapt your approach, challenge when necessary and keep recruitment processes moving will therefore be an important part of your role.

You will join a collaborative Talent Acquisition team composed of a Talent Acquisition Team Lead, another Talent Acquisition Manager and an HR team member combining recruitment with broader HR projects, within the HR department.

We are looking for someone who is already comfortable managing recruitment independently, while remaining curious and eager to learn, develop their expertise and adopt our recruitment practices.

What you will do

• Manage recruitment processes from A to Z, from the initial briefing with the hiring manager through sourcing, interviews, coordination of the selection process, offer management and contract signature.

• Partner with hiring managers to understand their needs, challenge requirements when relevant and translate them into an effective recruitment and sourcing strategy.

• Recruit across a variety of roles, with a strong focus on technical and complex profiles, including senior Software Engineers, AI/Research profiles, Infrastructure specialists, technical leadership and other hard-to-find profiles.

• Take ownership of direct sourcing and headhunting, identifying and engaging passive candidates rather than relying primarily on inbound applications.

• Build relevant talent pools and continuously explore new sourcing channels, tools and approaches.

• Conduct structured interviews to assess candidates’ experience, skills, motivations and potential fit with the role and environment.

• Provide hiring managers with clear, fact-based candidate assessments and recommendations throughout the selection process.

• Manage candidate communication throughout the recruitment journey and contribute to a professional, transparent and engaging candidate experience.

• Adapt your way of working to different stakeholders, from very experienced senior leaders to managers who require more support in structuring their recruitment process.

• Keep our ATS and recruitment data accurate and up to date and contribute to the monitoring of key recruitment indicators.

• Share market insights with the team and hiring managers, including candidate availability, compensation expectations, competitive dynamics and sourcing challenges.

• Contribute to continuous improvement projects within Talent Acquisition, such as sourcing practices, interview methodologies, candidate experience, automation, documentation and recruitment processes.

• Work closely with the rest of the Talent Acquisition and HR team, sharing knowledge, candidates, sourcing techniques and best practices.

What we are looking for

• You already have a first solid experience in Talent Acquisition, ideally around 3 to 5 years, either in-house or in a recruitment agency/search environment.

• You are able to manage a recruitment process independently from initial briefing to hire, while knowing when to ask for input or collaborate with the team.

• You have already recruited technical and/or particularly complex profiles. Previous exposure to Software Engineering, AI/Data, Infrastructure, Research or senior technical positions would be particularly relevant.

• You are comfortable working on senior and hard-to-find profiles and understand that some searches require persistence, creativity and a highly targeted approach.

• Direct sourcing is part of your recruiter DNA: you are comfortable approaching passive candidates and using tools and techniques such as LinkedIn Recruiter, Boolean searches, talent mapping and other relevant sourcing channels.

• You are comfortable interacting with stakeholders at different levels of seniority, including senior leaders and C-level executives, and can adapt your communication and level of guidance accordingly.

• You know how to manage several recruitment processes simultaneously, prioritize effectively and maintain momentum even when working with busy stakeholders.

• You combine autonomy with a strong team mindset: you take ownership of your searches but naturally share information, help colleagues and contribute to collective recruitment goals.

• You are curious and eager to keep developing your recruitment expertise. You already have strong foundations, but you are still keen to learn new approaches, tools and practices.

• You have strong interpersonal and communication skills and care about building high-quality relationships with both candidates and hiring managers.

• Ability to build, manage and improve recruitment dashboards would be a strong plus for this role.

• You are fluent in French and English, both written and spoken.

• Spanish would be a strong plus, as would experience recruiting across several European or international markets.

What’s in it for you

• A structured onboarding program to discover our product, technology, teams and culture.

• The opportunity to work on challenging searches across Software Engineering, AI, Infrastructure, Product, business and leadership roles.

• Exposure to an international environment and stakeholders across multiple countries.

• A Talent Acquisition team where you can operate autonomously while continuing to learn and develop your expertise.

• The opportunity to contribute to the evolution of our recruitment practices and have a visible impact on how we attract and hire talent.

• An office in the heart of Paris, close to Opéra Garnier.

• A hybrid working model, with up to 2 days of remote work per week.

• Lunch vouchers (€11/day via Swile).

• High-quality IT equipment.

• Regular company and team events

Salary range for the role

An annual gross package (fix +performance based bonus) ranging from 50 000 euros to 55 000 euros.

Interested in joining us? Let’s talk.

As part of our hiring process, please note that any employment offer will be subject to a background check, including verification of your identity, educational credentials, and previous employment history.

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

Diabolocom is the leading European sovereign cloud contact center (CCaaS) and customer experience management (CX) platform. It helps organizations transform customer experience by augmenting agents’ capabilities through AI-human collaboration, automating routine customer interactions, and delivering personalized experiences at scale. Built on proprietary AI, private cloud, and native telecom infrastructure, the platform automates workflows, improves data quality, and empowers customer service and sales teams across every channel.

Backed by more than two decades of experience and twice recognized by Frost & Sullivan for AI technology innovation and customer experience technology leadership, Diabolocom is trusted by more than 400 organizations—including BPCE, Carrefour, Nikon, and Mitsubishi—to power mission-critical customer operations in over 60 countries, helping organizations strengthen customer loyalty and accelerate growth.

About the role

To support our growth, we are looking for a Talent Acquisition Manager to join our HR team in Paris.

You will manage recruitment processes end-to-end, from understanding the hiring need and identifying the right sourcing strategy to interviewing candidates, managing the selection process and closing the hire.

A significant part of your activity will involve recruiting technical and highly specialized profiles, including Software Engineers, AI and Research profiles, Infrastructure experts, senior technical specialists and, depending on business needs, leadership and C-level positions.

You will work with a wide variety of stakeholders across the company: experienced hiring managers, technical experts, senior leaders and managers who may need more guidance throughout the recruitment process. Being able to adapt your approach, challenge when necessary and keep recruitment processes moving will therefore be an important part of your role.

You will join a collaborative Talent Acquisition team composed of a Talent Acquisition Team Lead, another Talent Acquisition Manager and an HR team member combining recruitment with broader HR projects, within the HR department.

We are looking for someone who is already comfortable managing recruitment independently, while remaining curious and eager to learn, develop their expertise and adopt our recruitment practices.

What you will do

• Manage recruitment processes from A to Z, from the initial briefing with the hiring manager through sourcing, interviews, coordination of the selection process, offer management and contract signature.

• Partner with hiring managers to understand their needs, challenge requirements when relevant and translate them into an effective recruitment and sourcing strategy.

• Recruit across a variety of roles, with a strong focus on technical and complex profiles, including senior Software Engineers, AI/Research profiles, Infrastructure specialists, technical leadership and other hard-to-find profiles.

• Take ownership of direct sourcing and headhunting, identifying and engaging passive candidates rather than relying primarily on inbound applications.

• Build relevant talent pools and continuously explore new sourcing channels, tools and approaches.

• Conduct structured interviews to assess candidates’ experience, skills, motivations and potential fit with the role and environment.

• Provide hiring managers with clear, fact-based candidate assessments and recommendations throughout the selection process.

• Manage candidate communication throughout the recruitment journey and contribute to a professional, transparent and engaging candidate experience.

• Adapt your way of working to different stakeholders, from very experienced senior leaders to managers who require more support in structuring their recruitment process.

• Keep our ATS and recruitment data accurate and up to date and contribute to the monitoring of key recruitment indicators.

• Share market insights with the team and hiring managers, including candidate availability, compensation expectations, competitive dynamics and sourcing challenges.

• Contribute to continuous improvement projects within Talent Acquisition, such as sourcing practices, interview methodologies, candidate experience, automation, documentation and recruitment processes.

• Work closely with the rest of the Talent Acquisition and HR team, sharing knowledge, candidates, sourcing techniques and best practices.

What we are looking for

• You already have a first solid experience in Talent Acquisition, ideally around 3 to 5 years, either in-house or in a recruitment agency/search environment.

• You are able to manage a recruitment process independently from initial briefing to hire, while knowing when to ask for input or collaborate with the team.

• You have already recruited technical and/or particularly complex profiles. Previous exposure to Software Engineering, AI/Data, Infrastructure, Research or senior technical positions would be particularly relevant.

• You are comfortable working on senior and hard-to-find profiles and understand that some searches require persistence, creativity and a highly targeted approach.

• Direct sourcing is part of your recruiter DNA: you are comfortable approaching passive candidates and using tools and techniques such as LinkedIn Recruiter, Boolean searches, talent mapping and other relevant sourcing channels.

• You are comfortable interacting with stakeholders at different levels of seniority, including senior leaders and C-level executives, and can adapt your communication and level of guidance accordingly.

• You know how to manage several recruitment processes simultaneously, prioritize effectively and maintain momentum even when working with busy stakeholders.

• You combine autonomy with a strong team mindset: you take ownership of your searches but naturally share information, help colleagues and contribute to collective recruitment goals.

• You are curious and eager to keep developing your recruitment expertise. You already have strong foundations, but you are still keen to learn new approaches, tools and practices.

• You have strong interpersonal and communication skills and care about building high-quality relationships with both candidates and hiring managers.

• Ability to build, manage and improve recruitment dashboards would be a strong plus for this role.

• You are fluent in French and English, both written and spoken.

• Spanish would be a strong plus, as would experience recruiting across several European or international markets.

What’s in it for you

• A structured onboarding program to discover our product, technology, teams and culture.

• The opportunity to work on challenging searches across Software Engineering, AI, Infrastructure, Product, business and leadership roles.

• Exposure to an international environment and stakeholders across multiple countries.

• A Talent Acquisition team where you can operate autonomously while continuing to learn and develop your expertise.

• The opportunity to contribute to the evolution of our recruitment practices and have a visible impact on how we attract and hire talent.

• An office in the heart of Paris, close to Opéra Garnier.

• A hybrid working model, with up to 2 days of remote work per week.

• Lunch vouchers (€11/day via Swile).

• High-quality IT equipment.

• Regular company and team events

Salary range for the role

An annual gross package (fix +performance based bonus) ranging from 50 000 euros to 55 000 euros.

Interested in joining us? Let’s talk.

As part of our hiring process, please note that any employment offer will be subject to a background check, including verification of your identity, educational credentials, and previous employment history.

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

About UpstartAt Upstart, we’re united by a mission that matters: to radically reduce the cost and complexity of borrowing for all Americans.

Headquarters: Remote
URL: https://www.toptal.com/

Job Description

Summary:
Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. Top companies hire Toptal freelancers for their most important projects.

We’re currently looking for a new member of our English Screening Team. In this hourly, remote engagement, you will serve as one of the first points of contact for applicants entering the Toptal network. Your ability to communicate clearly, assess candidates effectively, and create a positive experience will play a key role in maintaining Toptal’s high talent bar.

Responsibilities:

• Conduct English screening assessments through live interviews and recorded video submissions, evaluating candidates’ English proficiency, professionalism, as well as their overall fit for the Toptal network

• Provide notes and documentation after each interview

• Guide candidates through the screening process and ensure a smooth and positive experience

• Collaborate with the team to ensure alignment on screening standards and processes

• Contribute to continuous improvement of screening workflows and candidate experience

What to Expect:

• Engage with candidates from diverse professional backgrounds (developers, designers, finance experts, etc.)

• Represent Toptal as a first touchpoint, ensuring a strong and professional brand impression

• Work in a fast-paced, fully remote environment with a focus on efficiency and quality

• Handle multiple screenings per day while maintaining high evaluation standards

• Work under an hourly engagement structure

• Workload may vary, but you can generally expect up to 8 hours of work per day depending on team needs and your availability

Requirements:

• Excellent written and verbal English communication skills

• Strong interpersonal and interviewing skills

• Experience conducting interviews or candidate assessments is preferred

• Comfortable handling video calls and engaging with global candidates

• Highly organized with strong time management skills

• Ability to work independently and manage workload effectively

• Comfortable using tools such as Slack and other collaboration platforms

• Experience in remote work environments is a plus

 

Preferred Qualifications:

• Background in recruitment, HR, BPO, or talent operations

• Experience working with international candidates

• Familiarity with screening or evaluation frameworks

 

Availability:

• Ability to commit to a consistent schedule 

• Flexibility to cover key time zones (APAC, EU and US time zones)

• Availability to support an hourly engagement model, with capacity to work up to 8 hours per day as needed

 

To apply: https://weworkremotely.com/remote-jobs/toptal-english-screener-1

Now Hiring: Talent Acquisition Specialist (High-Volume)!

About Invisible

Invisible Technologies makes AI work. Our end-to-end AI platform structures messy data, automates digital workflows, deploys agentic solutions, measures outcomes, and integrates human expertise where it matters most.

Our platform cleans, labels, and structures company data so it is ready for AI. It adapts models to each business and adds human expertise when needed, the same approach we have used to improve models for more than 80% of the world’s top AI companies, including Microsoft, AWS, and Cohere.

Our successes span industries, from supply chain automation for Swiss Gear to AI-enabled naval simulations with SAIC, and validating NBA draft picks for the Charlotte Hornets.

Profitable for more than half a decade, Invisible reached $134M in revenue and ranked as the number two fastest growing AI company on the 2024 Inc. 5000. In September 2025, we raised $100M in growth capital to accelerate our mission of making AI actually work in the enterprise and to advance our platform technology.

About The Role

This is a generalist People Experience role. You’ll work across the whole People team, taking things from idea to delivered, reporting to the People Experience Director as their main support for execution.

A good part of the job is making the rest of the team better at what it does: streamlining People Operations processes, rewriting the policies behind them, and getting their projects over the line. The rest is content, programs, and employee relations casework of your own.

You’ll have proper support around you. In-house legal counsel covers anything with real risk attached, and our People Operations specialists own the systems and transactional work. Your job is improving how it all runs, not carrying it alone.

1. Content: you write the competency frameworks, policies, guides, and comms the team needs and never has time to produce properly.
2. Programs: you run projects end to end. You build the plan, chase the stakeholders, hold the dates, and get it across the line.
3. Employee Relations: you run and manage cases yourself, start to finish.
4. Process and policy: you find what’s clunky across the People team and fix it.

What You’ll Do

Content creation

• Write competency frameworks, career paths, and leveling content for teams across Invisible, working from subject matter input from leaders and business partners.
• Write and maintain policies. Own the handbook. Keep it accurate as we change entities, countries, and structures.
• Draft internal comms for People team initiatives: announcements, manager guidance, FAQs, rollout messaging. You’ll write in our voice, which is direct and short. Not corporate.
• Build the practical stuff that makes a program real: manager toolkits, training decks, process guides, templates, briefing docs.

Program management

• Coordinate People team programs end to end: performance cycles, engagement survey and action planning, onboarding improvements, platform rollouts, framework launches, compliance projects.
• Build project plans with owners, dates, and dependencies. Track them. Escalate early when something slips.
• Coordinate stakeholders across People, Legal, Finance, Talent Acquisition, and business leadership. They don’t report to you and all of them are busy. You still get the decisions you need.
• Own the follow-through after decisions get made. The gap between “we agreed this” and “this is live” is your job to close.

Employee Relations

• Run and manage ER cases: grievances, investigations, performance management, absence, conduct, exits.
• Take cases from intake to outcome. Hold meetings, take notes, gather evidence, write up findings, draft outcome letters, keep records clean.
• Work with our in-house employment counsel and the Employment Relations team on anything complex or high risk. You’re supported on the hard ones, and you’re running the caseload.
• Spot patterns. If three cases in one team say the same thing, you say so.

Supporting People Operations

• Improve the processes behind our day-to-day: onboarding and offboarding, contract changes, leave, reference letters, ticket flows.
• Document what isn’t documented and simplify what’s grown complicated. If a process you just ran was painful, you rewrite it before the next cycle.
• Help People Ops land their projects: system rollouts, audit and compliance prep, vendor changes, data cleanups.
• Pull and sanity-check data when someone needs a number to make a decision.

What We Need

• You use AI to produce content fast and well. You can take a messy brief and a few stakeholder conversations and come back with a framework or policy that is accurate, readable, and on tone. We care about the output and the judgment behind it, not how long it took.
• US employee relations case management. Essential. You’ve run US cases independently, including investigations and performance exits. You know where the legal risk sits, how it shifts by state, and when to escalate. Exposure to other jurisdictions is a bonus.
• A generalist track record in fast growth. You’ve worked in a generalist People or HR role at a startup or scale-up where the process didn’t exist yet, and you were the person who actually delivered. You know what to build now and what can wait.
• You finish things. You’ve project managed something with more than five stakeholders and landed it on time. You close the loop without being chased, and you flag risk early rather than explaining a miss afterward.
• You move people without authority. You’ll chase senior stakeholders for input and decisions. You’re comfortable being politely relentless.
• You’re organized in a way other people can see. Trackers, clear status, no surprises. If a program has six workstreams, you can tell us in 30 seconds where all six are.
• Comfort with ambiguity. Some briefs will be clear. Some will be a sentence and a deadline. You come back with a draft, not a list of questions.
• Data fluency. HRIS, spreadsheets, survey data. You can pull the numbers, sanity-check them, and put them in front of someone who needs to decide something.
• Distributed org experience. We’re global and remote-first, across multiple time zones and entities. You know how to keep things moving asynchronously.
• You like breadth. You’d rather do eight different things well than one thing forever, and you believe in evidence over instinct.

We’re less interested in years of experience than in evidence you’ve produced a lot of good work. Bring examples. Frameworks you wrote, programs you ran, cases you closed.

Salary Range

$126,000—$148,000 USD

You can find more information about our geographic pay tiers here. During the interview process, your Invisible Talent Acquisition Partner will confirm which tier applies to your location. For candidates outside the U.S., compensation is adjusted to reflect local market conditions and cost of living.

*Bonuses and equity are included in all full-time offers. Final compensation is determined by a combination of factors, including location, job-related experience, skills, knowledge, internal pay equity, and overall market conditions. Because of this, every offer is unique. Additional details on total compensation and benefits will be discussed during the hiring process.

What It’s Like to Work at Invisible:

At Invisible, we’re not just redefining work—we’re reinventing it. We operate at the intersection of advanced AI and human ingenuity, pushing the boundaries of what’s possible to unlock productivity and scale. Ownership is at the core of everything we do. Here, you won’t just execute tasks—you’ll build, innovate, and shape the future alongside world-class clients pushing the boundaries of AI.

We expect bold ideas, relentless drive, and the ability to turn ambiguity into opportunity. The pace is fast, the challenges are big, and the growth is unmatched. We’re not for everyone, and we’re okay with that. If you’re looking for predictable routines, this isn’t the place for you. But if you’re driven to create, thrive in dynamic environments, and want a front-row seat to the AI revolution, you’ll fit right in.

Country Hiring Guidelines: Invisible is a hybrid organization with offices and team members located around the world. While some roles may offer remote flexibility, most positions involve in-office collaboration and are tied to specific locations. Any location-based requirements or hybrid expectations will be communicated by our Talent Acquisition team during the recruiting process.

_AI Interviewing Guidelines:_

Our hiring team thoughtfully uses AI to support an efficient, engaging, and inclusive interview process. Since AI can also be a helpful tool for candidates, we’ve outlined expectations for using it ethically throughout your interview journey._ _Click here to learn more about how we use AI and our guidelines for candidates.

Accessibility Statement:We are committed to providing reasonable accommodations for individuals with disabilities. If you require an accommodation to participate in the application or interview process, please submit your request using our accommodation request form. A member of our team will follow up to support your request.__Here is the link the google form: https://docs.google.com/forms/d/e/1FAIpQLScqsu0PCQ0m0lwt-VFeXovNbZxWk0jogv8QI_ciGqZsIbSBjQ/viewform?usp=sharing&ouid=102356854798492362557

Equal Opportunity Statement: We’re an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or veteran status, or any other basis protected by law.

Due to a high volume of candidates, Invisible may use automated decision-maker technologies to filter candidates based on response to our application questions and other provided information. Our use of automated decision-making enables us to be efficient by providing a manageable list of possible candidates that meet our mandatory hiring criteria. If you object to our use of automated decision-making please contact us.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position

As an HR Specialist in the Employer of Record (EOR) industry, you’ll be a key business partner to our clients, not just a service provider. You’ll sit at the intersection of global expansion and workforce management- advising clients on complex HR matters across EMEA. You’ll own the full employee lifecycle, act as their trusted in-country HR expert, and ensure smooth operations, compliance, and growth.

What You Will Do

• Employee Experience & Lifecycle Support: Act as the primary HR contact for onboarding, lifecycle events, and terminations to ensure a smooth and compliant employee experience across the Czech Republic.
• Complex Employee Relations & Terminations: Manage sensitive cases, attend calls or meetings, and draft legally sound documentation.
• Partner Management: Build and manage relationships with payroll providers, benefits brokers, and HR legal advisors.
• International HR & Consultation: Be the first point of contact for client queries on benefits, compliance, and workforce planning.
• In-Country Expertise: Stay ahead of labor laws and cultural nuances in EMEA to provide actionable guidance.
• Employment Law & Contract Advisory: Review and advise on employment contracts and risk mitigation.
• Performance & Compensation Support: Guide clients through Performance Improvement Plans (PIPs) and ensure timely salary changes.
• Immigration & Mobility: Act as SPOC for employees’ immigration/mobility needs in collaboration with the Global Mobility team.
• Workload Transition & Knowledge Transfer: Identify delegable tasks, document processes, and ensure smooth handover for efficiency.
• Digital Transformation & Process Optimization: Drive automation and AI adoption to streamline HR processes.
• Compliance projects: Drive and lead compliance governance projects across EMEA.
• Global Initiatives & Continuous Improvement: Lead efforts to standardize and improve HR practices globally.

What We Are Looking For Minimum requirements:

• 3+ years of HR experience
• Deep expertise of regional labour laws
• Experience supporting complex employee relations.
• Exceptional communication, negotiation, and problem-solving skills.
• Tech-savvy with HRIS, Zendesk, Jira, Confluence, Tableau, and collaboration tools like Zoom & Slack.

Preferred Requirements:

• Language skill: German
• Knowledge of the EOR industry
• Experience in employee lifecycle management in Germany or Austria

The annual gross fixed pay range for this position is 658,400 CZK - 823,000 CZK plus variable compensation.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate’s relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

Wanna join the adventure?

We’re looking for a Technical Sourcer with a strong background in hardware and engineering talent identification to support Loft Orbital’s growing hiring needs on a six-month contract, with the possibility of extension. In this remote role, you’ll focus on proactively identifying, engaging, and building pipelines of highly specialized engineering talent for some of our most challenging positions. You’ll work closely with our recruiters and hiring managers to develop targeted sourcing strategies, map competitive talent markets, and connect with exceptional passive candidates across hardware engineering disciplines.

Must Haves:

• 3+ years of technical sourcing or recruiting experience, with a strong focus on hardware and engineering talent.
• Demonstrated expertise in proactive headhunting, including LinkedIn Recruiter, advanced Boolean search, talent mapping, and creative sourcing techniques to identify hard-to-find candidates.
• Experience sourcing technical talent across hardware engineering disciplines, including mechanical engineering, electrical/electronics, embedded systems, firmware, RF/wireless, systems engineering, and hardware test.
• Strong understanding of hardware engineering concepts and terminology, including CAD, PCB design, embedded systems, microcontrollers, FPGA, RF systems, and hardware verification and validation.
• Proven ability to identify and engage passive candidates for niche, highly specialized engineering positions.
• Experience conducting initial candidate outreach, generating interest, and evaluating basic technical alignment before handing candidates over to recruiters.
• Ability to independently develop sourcing strategies, identify target companies, and build talent pipelines for multiple technical requisitions.
• Strong research and market-mapping skills, with the ability to identify relevant companies, emerging talent pools, and competitive hiring markets.
• Ability to effectively pitch Loft’s mission, culture, and technical challenges to highly specialized, passive candidates.
• Strong organizational skills and ability to manage multiple sourcing priorities while maintaining accurate candidate records and pipeline activity.
• Proficiency with LinkedIn Recruiter and ATS tools (Lever preferred), including maintaining accurate sourcing pipelines and tracking outreach activity.
• Collaborative mindset and ability to work closely with recruiters and hiring managers, providing sourcing insights, market intelligence, and candidate recommendations.
• Excellent written and verbal communication skills, with the ability to work independently in a remote environment.

Nice to Haves:

• Direct experience sourcing talent within the space, satellite, aerospace, defense, or adjacent complex hardware/deep-tech industries.
• Experience sourcing for specialized profiles such as avionics, GNC, RF engineering, PCB/board design, manufacturing engineering, or assembly, integration, and test (AI&T).
• Prior experience as a dedicated technical sourcer, research specialist, or sourcing partner within an in-house recruiting team or agency.
• Experience supporting high-volume sourcing initiatives or rapid engineering team expansion.
• Knowledge of US and European aerospace and hardware engineering talent ecosystems, including key companies, startups, and talent hubs.
• Familiarity with ITAR, EAR, and compliance considerations relevant to US-based space and defense hiring.
• Experience using sourcing analytics to track outreach effectiveness, candidate engagement, and pipeline conversion.
• Prior experience supporting startup or high-growth technical organizations.

*Research shows that while men apply to jobs where they meet an average of 60% of the criteria, women and other underrepresented people tend to only apply when they meet 100% of the qualifications. At Loft, we value respectful debate and people who aren’t afraid to challenge assumptions.  We strongly encourage you to apply, even if you don’t check all the boxes.

Who We Are

Loft: Space Made Simple.

Founded in 2017, Loft provides governments, companies, and research institutions with a fast, reliable, and simple way to deploy missions in orbit.

We integrate, launch, and operate spacecraft, offering end-to-end missions as a service across Earth observation, IoT connectivity, on-orbit AI, national security missions, and more. Leveraging our existing space infrastructure and an extensive inventory of satellite buses, Loft is reducing years-long integration and launch timelines to months. With more than 30 missions flown, Loft’s flight heritage and proven technologies enable customers to focus on their mission objectives.

With a growing fleet on track to reach 30 satellites by 2027, we are scaling up quickly across our offices in San Francisco, CA | Golden, CO | and Toulouse, France to meet accelerating demand for space infrastructure.

As an international company your resume will be reviewed by people across our offices so please attach a copy in English.

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

Company Description

Evelyn Partners is a UK leader in wealth management, providing personalised, expert investment management and financial planning advice to support clients in embracing what’s next.

Our success hinges on our people and that’s our secret for longevity. We are a team of passionate professionals and everything we do is guided by our purpose – placing the power of good advice into more hands, we go further to understand the needs of our clients and what matters most to them. We’re here to help them make significant decisions with confidence, provide strong foundations for the future and guide them towards their goals.

Job Description

What will you be doing ?

We are looking for an experienced Regulatory HR Specialist to join our team in London on a 6 month FTC. You will be responsible for supporting the Regulatory HR Manager in the management and oversight of the Senior Managers & Certification Regime and other regulatory body management while continuing to develop and support the relevant regulatory policies and procedures.

As Regulatory HR Specialist, your responsibilities will include among others:

• Understand and maintain knowledge of the regulatory requirements related to the SM&CR and translate requirements into practical and effective SM&CR policy and procedures
• Oversee the certification activities necessary for all certified persons and ensure that these are completed in an accurate and timely manner and that team members are appropriately certified for the activities that they carry out
• Manage internal and external data records including updates to internal HR systems and FCA directory updates
• Assist with the management of the annual recertification process
• Understand and maintain knowledge of Central Bank of Ireland (CBI) Financial Services and Jersey Financial Services Commission (JFSC) Financial Services individual requirements
• Understand and demonstrate ability to manage Competence related registrations with the Chartered Institute of Securities & Investments (CISI), Chartered Insurance Institute (CII) and Institute of Chartered Accountants in England and Wales (ICAEW)

Qualifications

To be successful in this role, you should:

• Proven SM&CR experience Ideally within an HR of Compliance Function
• Experience of working in an FCA regulated environment with a good understanding of SMCR requirements
• Ability to develop effective working relationships at all levels across the Group and in particular with senior management
• Ability to think commercially and apply knowledge pragmatically
• High degree of accuracy and excellent communicator both verbally and in writing
• Numerate with good IT skills

Desired:

• Relevant financial services or compliance qualification(s) desirable, however not essential

Additional Information

As a colleague here at Evelyn Partners you will have access to benefits that include:

• Competitive salary
• Private medical insurance
• Life assurance
• Pension contribution
• Hybrid working model (role dependant)
• Generous holiday package
• Option to purchase additional holiday
• Shared parental leave

We are proud to value the differences that a diverse workforce brings, representative of society and our clients. At Evelyn Partners we have a wide range of highly active employee resource groups and we’re delivering multiple diversity, equity and inclusion initiatives across the organisation. It is our commitment to provide a workspace where all colleagues, regardless of identity, background, or circumstance, feel respected as individuals and feel that they can achieve their full potential and work in a safe, supportive, and inclusive environment.

We are happy to make any reasonable adjustments to accommodate for your needs throughout the application process. Please let your Recruiter know.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position

As an HR Specialist in the Employer of Record (EOR) industry, you’ll be a key business partner to our clients, not just a service provider. You’ll sit at the intersection of global expansion and workforce management- advising clients on complex HR matters across EMEA. You’ll own the full employee lifecycle, act as their trusted in-country HR expert, and ensure smooth operations, compliance, and growth.

What You Will Do

• Employee Experience & Lifecycle Support: Act as the primary HR contact for onboarding, lifecycle events, and terminations to ensure a smooth and compliant employee experience across the Czech Republic.
• Complex Employee Relations & Terminations: Manage sensitive cases, attend calls or meetings, and draft legally sound documentation.
• Partner Management: Build and manage relationships with payroll providers, benefits brokers, and HR legal advisors.
• International HR & Consultation: Be the first point of contact for client queries on benefits, compliance, and workforce planning.
• In-Country Expertise: Stay ahead of labor laws and cultural nuances in EMEA to provide actionable guidance.
• Employment Law & Contract Advisory: Review and advise on employment contracts and risk mitigation.
• Performance & Compensation Support: Guide clients through Performance Improvement Plans (PIPs) and ensure timely salary changes.
• Immigration & Mobility: Act as SPOC for employees’ immigration/mobility needs in collaboration with the Global Mobility team.
• Workload Transition & Knowledge Transfer: Identify delegable tasks, document processes, and ensure smooth handover for efficiency.
• Digital Transformation & Process Optimization: Drive automation and AI adoption to streamline HR processes.
• Compliance projects: Drive and lead compliance governance projects across EMEA.
• Global Initiatives & Continuous Improvement: Lead efforts to standardize and improve HR practices globally.

What We Are Looking For Minimum requirements:

• 3+ years of HR experience
• Deep expertise of regional labour laws
• Experience supporting complex employee relations.
• Exceptional communication, negotiation, and problem-solving skills.
• Tech-savvy with HRIS, Zendesk, Jira, Confluence, Tableau, and collaboration tools like Zoom & Slack.

Preferred Requirements:

• Language skill: German
• Knowledge of the EOR industry
• Experience in employee lifecycle management in Germany or Austria

The annual gross fixed pay range for this position is 658,400 CZK - 823,000 CZK plus variable compensation.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate’s relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

About Us

At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company.

At Cloudflare, we’re not looking for people who wait for a polished roadmap; we’re looking for the builders who see the cracks in the Internet that everyone else has simply learned to live with. We value candidates who have the instinct to spot a “normalized” problem and the AI-native curiosity to create a solution using the latest tools. Our culture is built on iteration, leveraging AI to ship faster today to make it better tomorrow, while ensuring that every improvement, no matter how small, is shared across the team to lift everyone up. If you’re the type of person who values curiosity over bureaucracy, and that AI is a partner in solving tough problems to keep the Internet moving forward, you’ll fit right in.

Available Location: Singapore

Role summary

We are seeking a People Operations Specialist for a 6-month contract to support day-to-day HR operations with a strong emphasis on process automation, AI-assisted workflows, and scalable service delivery. Partnering closely with People Operations Manager, Specialists and cross-functional teams, you will execute core administrative tasks while actively identifying, testing, and implementing efficiency gains to reduce manual effort and improve data quality across the team.

What this role will do

Core Operations & Service Delivery

• Support end-to-end employee lifecycle processes, including onboarding, internal transfers, organizational changes, and offboarding, ensuring a positive experience for employees throughout the APJC region.
• Maintain high data accuracy across HR systems, complete transactions with strict attention to detail, and escalate complex exceptions appropriately.
• Collaborate with internal stakeholders across the regions to ensure consistent and timely execution of HR processes.

Automation & Continuous Improvement

• Identify repetitive, manual tasks across People Operations workflows and leverage AI tools, automation, and templates to improve turnaround times.
• Assist in testing, validating, and refining new automation opportunities and AI-driven solutions.
• Monitor, track, and analyze operational data to identify process bottlenecks and recommend continuous improvement initiatives.

Process Standardization & Knowledge Management

• Standardize and maintain SOPs, knowledge base content, templates, and onboarding checklists.
• Develop self-service resources and clear communications that enhance the overall employee experience.

Requirement

• Relevant experience in HR operations, shared services, or similar administrative support roles.
• Highly organized with strong attention to detail, excellent problem-solving abilities, and effective time management skills.
• Proficient in working with data and skilled in Excel or Google Sheets for analysis and reporting.
• Customer-focused mindset with a genuine passion for supporting colleagues and delivering exceptional service.
• Effective communicator, able to clearly articulate information both verbally and in writing to employees across the APJC region.
• Adaptable and thrives in a fast-paced, dynamic environment, with the ability to manage shifting priorities efficiently.
• Familiarity with Workday or Zendesk would be an advantage.

What Makes Cloudflare Special?

We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.

Project Galileo: Since 2014, we’ve equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers–at no cost.

Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we’ve provided services to more than 425 local government election websites in 33 states.

1.1.1.1: We released1.1.1.1 to help fix the foundation of the Internet by building a faster, more secure and privacy-centric public DNS resolver. This is available publicly for everyone to use - it is the first consumer-focused service Cloudflare has ever released. Here’s the deal - we don’t store client IP addresses never, ever. We will continue to abide by our privacy commitment and ensure that no user data is sold to advertisers or used to target consumers.

Sound like something you’d like to be a part of? We’d love to hear from you!

Please note that applicants who progress to the offer stage of the interview process may be asked to attend an in-person interview within one of the Cloudflare Offices or Cloudflare Hubs.  More details about this will be available at that stage of the interview process.

This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.

Cloudflare is proud to be an equal opportunity employer.  We are committed to providing equal employment opportunity for all people and place great value in both diversity and inclusiveness.  All qualified applicants will be considered for employment without regard to their, or any other person’s, perceived or actualrace, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.

Cloudflare provides reasonable accommodations to qualified individuals with disabilities.  Please tell us if you require a reasonable accommodation to apply for a job. Examples of reasonable accommodations include, but are not limited to, changing the application process, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.  If you require a reasonable accommodation to apply for a job, please contact us via e-mail at hr@cloudflare.com or via mail at 101 Townsend St. San Francisco, CA 94107.