You will build trust and relationships with leadership and collaborators across the recruitment lifecycle to help meet the talent demands of the business. This includes owning and accelerating the end-to-end talent acquisition lifecycle of sourcing, attraction, engagement, screening, hiring, and onboarding.

Key responsibilities include:

• Building a quality pipeline of candidates, reviewing resumes/CVs, screening candidates, presenting the opportunity to candidates, and coordinating throughout the interview and offer process.

• Organizing and documenting detailed strategy sessions, debriefs, and feedback sessions with candidates and hiring teams.

• Developing recruitment strategy plans and comprehensive sourcing strategies for emerging skills and tough-to-fill positions.

• Sharing talent intelligence and market insights to advise and educate our hiring teams and demonstrate our ability as talent advisors.

We are looking for a self-starter with 5+ years of recruiting experience, including at least 1+ year(s) of in-house recruiting experience within a global or hyper-growth company. You should have shown success in presenting, advising, influencing, and building rapport at all levels in an organization.

The ideal candidate will be a strategic partner to the business, excelling in managing collaboration and driving outcomes. They should have standard-level experience driving candidate sourcing using search engines, deep-web Boolean searching, technical, social networks, etc., and knowledge of applicable laws, policies, and practices related to global recruitment.

Aristocrat is a diverse business united by shared values and an inspiring mission to bring joy to life through the power of play.

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You will lead and develop a Talent team consisting of a Talent Acquisition Manager and an L&D Specialist. You will work in close partnership with the Chief People & Culture, the People & Culture Leads team, People Partners, Chiefs, and Country Managers to drive continuous improvement, transformation, and operational excellence across all Talent domains.

Strong stakeholder management, a strategic mindset, and the ability to translate vision into action will be key to success in this role. The position sits within the People & Culture team and plays a critical role in building a future-ready organization that lives and breathes Tony's mission.

Key responsibilities:

• Shape Tony's global Talent strategy: Co-create and drive our end-to-end Talent strategy in close partnership with the Chief People & Culture and senior leaders, ensuring strong alignment with Tony's business priorities and long-term ambitions.
• Lead Talent transformation: Own and manage the global Talent budget, lead cross-company talent projects, and drive continuous improvement, transformation, and process optimization across the People & Culture landscape.
• Build future-ready talent: Design and deliver Tony's full Talent Management approach, including the Growth Cycle, Talent Forums, succession planning, retention, and career development,creating consistent yet flexible frameworks that work globally and locally.
• Develop inspiring leaders: Set and execute the leadership development strategy, designing scalable programs that embed Tony's values, leadership principles, and DEI ambitions while supporting leadership growth and transitions at all levels.
• Design impactful learning journeys: Shape and deliver Tony's global Learning & Development strategy, build scalable learning solutions, oversee our LMS, and co-create onboarding and team development programs that enable individual growth and high-performing teams.
• Own global Talent Acquisition: Lead the global Talent Acquisition strategy and end-to-end processes, including hiring, employer branding, early careers, contractor management, and talent technologies,ensuring inclusive, efficient, and values-aligned practices.
• Champion Diversity, Equity & Inclusion: Drive Tony's DE&I agenda across all talent areas, embedding equity and inclusion into hiring, learning, leadership, and talent processes, while partnering closely with senior stakeholders on long-term cultural change.
• Lead and grow the team: Lead, develop, and inspire a high-impact team, fostering a culture of ownership, learning, collaboration, and continuous improvement.
• Be a trusted thought partner: Act as a strategic advisor to Chiefs, People Partners, and Country Leadership teams, and lead Talent and P&C forums using strong data, insights, and storytelling to support decision-making across Tony's.

Requirements:

• 10+ years of experience across HR disciplines (Talent Management, Talent Acquisition, Learning & Development, HR Business Partnering), ideally in scaling, international organizations.
• Proven people management experience, leading and developing teams with clarity, care, and ambition,aligning team delivery with broader business and people strategy.
• Strong project and change management expertise, with a track record of leading transformation initiatives and process optimization that deliver sustainable impact.
• Deep expertise in leadership development and talent practices, including growth cycles, learning journeys, talent forums, and succession planning.
• Experienced in global ways of working, collaborating across countries and cultures while balancing global frameworks with strong local execution.
• Strategic and systems thinker who sees the bigger organizational picture and understands how talent, culture, and business performance are deeply interconnected.
• Combination of strategic leadership with strong execution power.
• Trusted partner to senior leaders, People Partners, and cross-functional stakeholders, building credibility through strong stakeholder management.
• Strong facilitation and coaching skills, creating engaging and inclusive environments for learning, reflection, and change.
• Excellent stakeholder management, collaboration, and communication skills in English.
• Ability to make complex ideas accessible and tailor your message to different audiences and contexts.
• Flexibility to work in a hybrid environment, with a minimum of 3 days per week in the Amsterdam office.
• Belief in Tony's purpose and values: outspoken, in it together, entrepreneurial, raise the bar, and makes you smile.

Benefits:

• Opportunity to be part of something extraordinary by making real impact in the world.
• Training programs, regular feedback cycles, coaching, and a generous L&D budget.
• Luxurious vega-lunch, company bonus, minimum of 28 holidays, inspirational team updates, unforgettable events, and unlimited chocolate.
• Salary between 90k-112k on a yearly basis, including holiday pay.

If you're ready to take the chocolate industry to new heights with us, we'd love to hear from you! Please send your direct application, no agencies.

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This role partners directly with hiring managers to define needs, launch searches, manage agency partners, review and screen talent, and drive contingent requisitions through to fill.

Key Responsibilities:

Partner with hiring managers to gather detailed requirements for contingent roles (skills, experience, duration, rate ranges, work location) across US, UK & Ireland. Create and manage requisitions for contingent roles and distribute them to appropriate specialized vendors & using own network where appropriate Brief agencies on role context, priorities, and target profiles; clarify questions to ensure alignment. Review candidate submissions from agencies; ensure alignment with requirements and hiring manager expectations. Support broader Talent Acquisition initiatives by contributing to projects (e.g., process improvements, reporting/analytics, systems enhancements, and documentation updates). Leverage AI-enabled tools and insights (e.g. for sourcing, screening, market research, and reporting) to enhance efficiency, data quality, and decision-making across the contingent hiring process.

Qualifications:

1-3 years of talent acquisition experience with meaningful exposure to contingent or contract hiring, including maintaining and nurturing relationships with external staffing and agency partners Prior experience working with staffing agencies in a corporate environment. Understanding of common contingent labor billing structures and engagement models (W2, C2C, markups, pay vs. bill rates). Experience within financial services or supporting front-office/trading, technology, or operations roles strongly preferred. Proficiency with recruiting tools and strong attention to data accuracy and documentation. Excellent communication and stakeholder management skills; able to work with demanding, fast-paced business stakeholders. Strong organizational skills with the ability to manage multiple concurrent requisitions and priorities. Strong judgment and problem-solving in ambiguous or time-sensitive situations. Results-oriented, with a focus on speed, quality, and compliance. Ability to build effective working relationships with both internal teams and external agencies. The estimated base salary range for this position is $70,000 to 160,000, which is specific to New York and may change in the future. Millennium pays a total compensation package which includes a base salary, discretionary performance bonus, and a comprehensive benefits package. When finalizing an offer, we take into consideration an individual’s experience level and the qualifications they bring to the role to formulate a competitive total compensation package.

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Your key responsibilities will include: Acting as an integrated partner to our factory leadership teams, bringing forward-looking people insights and recommendations Translating site-level operational needs into a clear, actionable People plan Using data, observations, and business context to influence decision-making Acting as first point of contact for all People-related inquiries from employees Providing balanced guidance and execution on employee relations matters Supporting core HR processes such as recruitment, onboarding, performance, and data accuracy Driving talent processes including talent acquisition and development conversations Coaching leaders and supervisors to strengthen leadership effectiveness and culture Leading and supporting engagement, collaboration, and inclusion initiatives at both sites Supporting organisational design choices that improve efficiency, clarity, and long-term capability Contributing to strategic workforce planning for both factories Building strong relationships across all levels,leaders, supervisors, and frontline colleagues Championing a values-driven, positive employee experience Partnering with your global People Team in manufacturing, People Operations in NA and the wider People Team network Balancing strategic priorities with the daily needs of two manufacturing sites

To be successful in this role, you will need: Bachelor's degree in Human Resources, Business, Organisational Psychology, or a related field 4–6 years of professional HR experience Experience partnering with leaders to align people initiatives with business objectives, acting as a strategic advisor and connector Strong employee relations experience, including coaching managers, resolving conflicts, and navigating sensitive issues Demonstrated capability in talent management and talent acquisition Understanding of organisational design and workforce planning Data fluency and ability to use people analytics to inform decisions and influence leaders Strong influencing, relationship-building, and communication skills Experience managing or supporting change initiatives, including communication, engagement, and adoption of new ways of working

We're looking for someone who feels connected to our mission of encouraging health, sustainability, and transparency. You should be a self-starter who doesn't need direct supervision to motivate you for success. You should be ready to make your mark in a smaller, growing brand leveraging your experience to deliver amazing results and build an outstanding company. You should have an entrepreneurial spirit in that you're comfortable with ambiguity and are energized by the process of building something lasting from the ground up. You should enjoy sharing your quirkiness and talents with your coworkers.

We offer a range of benefits, including flexible vacation, really great benefits, paid volunteer days off throughout the year, free six packs of oat milk, and genuinely great coworkers who are rooting for each other and the company to thrive.

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Anthropic's mission is to create reliable, interpretable, and steerable AI systems.

About the role:

Anthropic is looking for a talented Technical Recruiter to partner with our Core Tech teams. In this pivotal role, you will be instrumental in shaping the future of our organization by identifying, engaging, and hiring the best and brightest minds across a range of disciplines. As we continue to push the boundaries of AI research and development, we need a passionate recruiter who can help us build a world-class team dedicated to creating safe and beneficial AI systems.

Responsibilities:

• Develop and execute strategic recruiting plans to identify, source, and hire highly qualified candidates, with a focus on Machine Learning and AI talent

• Partner with hiring managers and interviewers to understand hiring needs, team matching, required skills and qualifications

• Enhance and implement recruiting processes and programs while maintaining an inclusive and high talent bar, such as developing targeted outreach campaigns, building connections with industry leaders, and removing any unfair biases from the hiring process

• Collaborate with leadership and cross-functional partners to understand organizational needs and map out long-term talent acquisition strategies that balance priorities across all technical teams

• Enhance Anthropic's employer brand within the research and science community to showcase our mission, culture, and values to candidates

• Stay up-to-date on recruiting best practices, emerging sourcing techniques, interview innovations, and workplace trends

You may be a good fit if you:

• Have 5+ years of experience in full life cycle recruiting supporting core technical teams

• Have a passion for AI's potential to positively impact the world and realistic assessment of its risks and limitations

• Are experimental and are open to new, creative recruiting ideas, or have experience working with hiring managers who are open to non-traditional talent strategies

• Thrive in fast-paced, dynamic environments and enjoy juggling multiple priorities

• Possess strong technical aptitude with the ability to understand and evaluate technical qualifications

• Have enthusiasm for deeply understanding the needs of engineers and innovating on recruiting processes to make them more tailored to the world of AI

• Have excellent organizational skills and attention to detail, as well as a proactive mindset and ability to operate with autonomy

• Have experience partnering with engineers and hiring talent that work on GenAI and LLMs

• Have a proven track record of scaling and building diverse and high-performing teams in a fast-paced, high-growth startup environment

Strong candidates may also:

• Bring a deep interest in AI safety

• Have experience with academic recruitment and research communities

Annual compensation range for this role is $175,000-$295,000 USD.

Logistics

Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience

Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience

Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position

Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.

Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work.

Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information before your first day. If you're ever unsure about a communication, don't click any links,visit anthropic.com/careers directly for confirmed position openings.

How we're different

We believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact , advancing our long-term goals of steerable, trustworthy AI , rather than work on smaller and more specific puzzles. We view AI research as an empirical science, which has as much in common with physics and biology as with traditional efforts in computer science. We're an extremely collaborative group, and we host frequent research discussions to ensure that we are pursuing the highest-impact work at any given time. As such, we greatly value communication skills.

The easiest way to understand our research directions is to read our recent research. This research continues many of the directions our team worked on prior to Anthropic, including: GPT-3, Circuit-Based Interpretability, Multimodal Neurons, Scaling Laws, AI & Compute, Concrete Problems in AI Safety, and Learning from Human Preferences.

Come work with us!

Anthropic is a public benefit corporation headquartered in San Francisco. We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues.

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Responsibilities:

• Find, assess, and present profiles for various roles, including Account Executives, Solutions Architects, and Data & AI professionals.
• Engage with passive talent using sourcing tools and strategic sourcing methodologies.
• Use data to assess the market, talent map, and build diverse pipelines.
• Offer an extraordinary candidate experience to all potential candidates.

What we look for:

• 3 years+ sourcing experience in technical or go-to-market recruiting.
• Expertise in both traditional and advanced talent sourcing techniques.
• Experience implementing creative approaches to recruiting, with knowledge of the latest creative resources and techniques.
• Bachelor's degree or equivalent required.

Benefits:

• Comprehensive benefits and perks that meet the needs of all employees.
• A commitment to diversity and inclusion, with a focus on creating a welcoming and inclusive culture.

Our Commitment to Diversity and Inclusion:

• We strive to foster a diverse and inclusive culture where everyone can excel.
• We take great care to ensure that our hiring practices are inclusive and meet equal employment opportunity standards.

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This position reports to the Sr. Manager, Global Talent Acquisition, and has the opportunity to be based in our Buenos Aires, Argentina office. This is a 6-month contract with immediate joining.

Key responsibilities include:

• Managing the full-cycle recruiting process, ensuring a seamless, consistent, and highly positive candidate experience across Argentina, Canada & the US.
• Becoming a strong talent advisor by developing deep relationships with candidates, hiring managers, teams, and global stakeholders.
• Innovating on ways to build a talent pipeline, identify creative sourcing techniques, and recruit in a variety of venues to construct balanced and inclusive teams.
• Championing an exceptional candidate and hiring manager experience focused on a high-touch, warm, engaging, and meaningful connection during the recruitment journey.
• Sourcing, screening, and assessing talent that leads to offers, negotiation, and closing.
• Partnering closely with management and other global Talent Acquisition Partners to attract talent that supports global lines of business.
• Accelerating candidate engagement and improving the candidate experience throughout the entire hiring process with consistent high-touch communication.
• Identifying innovative and creative sourcing techniques that deliver strong results.

The ideal candidate will have:

• A BA/BS degree or equivalent practical experience.
• 7+ years of recruiting experience in the areas of Engineering, Product, and Design for a high-growth technology company.
• Experience recruiting for different regions: NAM & LATAM (must), EMEA (nice to have).
• Previous experience working in a SaaS company.
• Experience partnering with and influencing senior hiring managers and executives throughout the recruiting cycle.
• Excellent verbal and written communication skills (both Spanish & English) with an emphasis on tact and diplomacy.
• Strong work ethic, integrity, and personal accountability.
• Proven experience negotiating and closing complex compensation packages.
• Demonstrated ability to thrive in a fast-paced, dynamic environment, effectively prioritizing multiple tasks and managing time efficiently.
• Self-starter with a track record of building strong, productive relationships.
• Solid understanding of sales terminology, compensation structures, techniques, and methodologies is highly preferred.
• Familiarity with Greenhouse is a plus.

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This role requires a hands-on leader who can collaborate with senior and executive leadership across various functions to define and deliver on complex hiring needs. You will be given significant autonomy to develop and implement our talent acquisition strategy, building and developing the world-class teams necessary for Anduril to succeed.

We are looking for a visionary leader capable of navigating intricate talent landscapes, optimising recruiting processes, and mentoring a high-performing function, all while maintaining a hands-on approach to critical hires.

Key responsibilities include:

• Developing and executing comprehensive talent acquisition strategies for assigned SG&A functions, aligning with overall business objectives and growth plans.
• Driving continuous improvement of recruiting processes, tools, and methodologies, ensuring efficiency, scalability, and an outstanding candidate experience.
• Acting as a trusted advisor and strategic partner to C-level and senior leaders, consulting on organisational design, workforce planning, talent forecasting, and market insights.
• Personally managing and closing critical, complex, or leadership-level requisitions, providing expert full-cycle recruiting from intake through offer negotiation and close.

The ideal candidate will have 10+ years of progressive experience in Talent Acquisition, with at least 4+ years in a leadership or senior individual contributor role managing complex hiring initiatives or teams within a fast-paced environment.

They will have demonstrated success in building and scaling recruiting functions or leading significant talent acquisition projects in high-growth, innovative, or technically complex organisations.

Deep expertise in recruiting Hardware roles including positions that span across Mechanical, Electrical, Propulsion, Reliability and more is essential.

Proven ability to manage and influence senior stakeholders (Director, VP) on hiring strategies, talent calibration, and pipeline progress is also required.

Highly analytical and data-driven mindset, with experience leveraging ATS (Greenhouse preferred), CRM, and other recruiting tools to extract insights, optimise workflows, and report on key metrics is necessary.

Exceptional communication, negotiation, and interpersonal skills, with a consultative approach to advising both candidates and hiring teams is also required.

Advanced proficiency in sourcing strategies beyond traditional methods, including market mapping, and executive networking is desirable.

Highly autonomous, intellectually curious, and collaborative team player with a strong understanding of the defence tech industry is essential.

US Salary Range $150,000-$190,000 USD.

Additional benefits include comprehensive medical, dental, and vision plans, income protection, generous time off, caregiver and wellness leave, family planning and parenting support, mental health resources, professional development, commuter benefits, relocation assistance, and retirement savings plan.

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Reporting to the Senior Director, Global GTM Talent Acquisition, this role will lead and scale a high-performing recruiting team responsible for hiring across all revenue-generating functions.

The Senior Manager will oversee talent acquisition for key areas including Sales, Customer First, Partners, Presales, and broader GTM support functions.

Working in close partnership with the APJ General Manager and regional leadership team, this individual will play a critical role in shaping the region’s growth trajectory,bringing in top-tier talent while building a scalable, high-impact recruiting engine.

This is a unique opportunity for a strategic and hands-on TA leader to build on an already strong foundation, elevate hiring practices, and drive the next phase of growth as Okta continues to scale across APJ.

Responsibilities:

• Lead and develop a team of recruiters based in Australia and Japan

• Partner closely with the APJ Leadership team, ensuring their vision for the region is reflected in their recruiting best practices and hiring

• Cultivate a strong partnership with the ecosystem across Sales Strategy, Operations, Finance and HR, delivering proactive and consistent communication and partnership to achieve hiring goals

• Actively use data to drive strategy, communicate progress to business leaders, and proactively identify risks

• Share best practices gained and hold a high level of curiosity in using AI to increase productivity and timing against hiring practices

• Stay current on and communicate relevant market intelligence on the competitive landscape for talent across the region

• Support alignment against the global GTM strategy, forecasting and hiring goals

Results:

• Proven experience in GTM recruiting, with 5+ years experience managing a team of recruiters

• High EQ with a strong focus on stakeholder partnership, with the ability to influence and advise on best practices and hiring guidance

• Operational rigor and data fluency, with the ability to use data & analytics to forecast, manage performance, and influence their stakeholder ecosystem

• Experience leaning into the global ecosystem in support of the overarching GTM strategies of the CRO

Relationships:

• Ability to cultivate strong, active partnerships, both in support of the sales ecosystem as well as cross functionally across the People organization

• Collaborate and actively partner with the global Talent Acquisition peers and leadership team to ensure alignment and consistency

The Okta Experience

• Supporting Your Well-Being

• Driving Social Impact

• Developing Talent and Fostering Connection + Community

We are intentional about connection. Our global community, spanning over 20 offices worldwide, is united by a drive to innovate. Your journey begins with an immersive, in-person onboarding experience designed to accelerate your impact and connect you to our mission and team from day one.

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This role serves as the single-threaded owner for international hiring outside the Americas, in partnership with Global TA Leadership, transitioning the organization from a US-led international hiring model to a localized, globally scalable operating model.

Responsibilities:

• Serve as the foundation for a unified international TA strategy
• Ownership of EMEA talent acquisition strategy, execution, and delivery
• Direct leadership of EMEA recruiting resources
• Senior TA partnership for EMEA business leaders
• EMEA hiring governance, compliance, and workforce planning
• Drive continuous improvement through data and feedback loops
• Own EMEA hiring outcomes (time-to-fill, quality, acceptance rates)
• Standardize hiring processes while enabling regional flexibility

Future:

• Gradual assumption of APAC hiring oversight as business demand increases
• Oversight of APAC recruiting strategy, delivery standards, and governance
• In partnership with Global TA Leadership, evaluation of when dedicated APAC TA leadership becomes necessary
• Development of APAC hiring playbooks leveraging EMEA operating model
• Partnership with Australia-based recruiting resources and APAC business leaders

Requirements:

• 10+ years of progressive TA leadership experience
• Demonstrated success leading EMEA hiring at scale
• Experience managing or influencing APAC hiring preferred
• Deep understanding of international labor markets and compliance
• Proven ability to scale TA organizations across regions
• Experience in designing, implementing, and leading end-to-end international talent acquisition strategies
• Strong leadership and management skills, with experience leading diverse recruiting teams across international regions and time zones
• Demonstrated ability to drive continuous improvements through data-driven decision making
• Ability to act as a single-threaded owner for international hiring, collaborating effectively with global leadership

Preferred Qualifications:

• Experience in developing and leveraging regional operating models for global expansion
• Strategic foresight and planning experience for future talent acquisition expansion into new regions
• Prior experience transitioning organizations from US-led to localized, globally scalable TA models

UK Salary Range £109,000-£144,000 GBP

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In this role, you'll build thoughtful hiring strategies tailored to the unique demands of each G&A function, while leading a team of recruiters who can navigate complexity, earn trust quickly, and consistently deliver quality. You'll shape how G&A hiring gets done at GitLab by creating repeatable processes, driving a best-in-class candidate experience, and serving as the talent advisor your business partners rely on.

Key Responsibilities:

• Build and lead a high-performing recruiting team across G&A functions, including People, Legal, Finance, and CIO, while fostering a culture of accountability, growth, and high standards
• Design and execute recruiting strategies that scale with GitLab's growth, including structured interview processes and hiring frameworks tailored to the unique demands of each G&A function
• Partner strategically with senior G&A leaders to understand talent requirements, provide market insights, and guide hiring decisions through complexity and trade-offs
• Champion diversity, equity, and inclusion throughout all recruiting processes and hiring decisions
• Carry a personal requisition load when needed, focused on senior and specialized G&A roles, staying close to the work and modeling what great recruiting looks like for your team
• Develop and mentor recruiters through coaching, feedback, and clear development plans, building team capability while keeping engagement high
• Use data and analytics to track team performance, surface bottlenecks, and continuously optimize hiring strategies across the G&A portfolio

Requirements:

• Demonstrated success leading recruiting teams across G&A functions such as People, Legal, Finance, or CIO, with a track record of developing talent, navigating diverse regional talent markets, and delivering hiring outcomes across all global regions (AMER, EMEA, and APJ)
• Proven ability to earn trust with senior G&A leaders while staying hands-on and close to the work
• Systems thinking approach to building scalable recruiting processes across a diverse functional portfolio
• Skilled at using data and analytics to drive recruiting strategy, identify gaps, and demonstrate measurable impact to stakeholders
• Track record of sourcing, engaging, and closing passive candidates for specialized and senior-level G&A roles
• Thrives in fast-moving, ambiguous environments where quick problem-solving and quality candidate experience go hand in hand
• High emotional intelligence and collaborative leadership style, with genuine investment in team growth and low ego
• Proven commitment to building inclusive teams and embedding equitable practices into recruiting processes
• Experience leading effectively in a remote-first, globally distributed environment across time zones

How GitLab Supports Full-Time Employees:

• Benefits to support your health, finances, and well-being
• Flexible Paid Time Off
• Team Member Resource Groups
• Equity Compensation & Employee Stock Purchase Plan
• Growth and Development Fund
• Parental leave
• Home office support

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In this role, you'll be the front line of our recruiting efforts,building diverse talent pipelines, identifying high-quality candidates, and delivering an exceptional candidate experience from first touchpoint.

This is an exciting opportunity for someone who thrives in a fast-paced environment and enjoys making significant connections. You'll partner closely with recruiters, hiring managers, and cross-functional teams to help shape the future of our Field Operations teams.

Fixed Term Contract:

This is a fixed term contract for 6 months based in the United States.

Responsibilities:

Partner with recruiters and hiring managers to deeply understand role requirements and develop effective sourcing strategies.

Proactively identify and engage passive talent through various channels including LinkedIn, job boards, social media, and employee referrals.

Build and maintain strong talent pipelines for AMER and USPS Field Operations roles, ensuring a steady stream of qualified candidates.

Screen resumes and conduct initial outreach to assess interest, fit, and alignment with our values and business needs.

Manage candidate data and pipeline activity within our ATS and sourcing tools with accuracy and integrity.

Track and share sourcing metrics and performance data regularly to ensure continued success and improvement.

Contribute to diversity, equity, and inclusion efforts by actively sourcing from underrepresented talent pools.

Requirements:

2+ years of experience in sourcing or recruiting, preferably in a fast-paced tech or operations environment.

Experience supporting Field Operations or technical roles across the AMER region.

Familiarity with USPS or similar public sector/government roles is a strong plus.

Proven ability to identify and engage top talent through creative sourcing strategies.

Proficiency with sourcing tools (LinkedIn Recruiter, SeekOut, ATS systems like Greenhouse or similar).

Strong communication and interpersonal skills.

Highly organized and self-motivated with a passion for delivering a phenomenal candidate experience.

A collaborative mindset with the ability to adapt quickly to shifting priorities.

Benefits:

Competitive pay based on the work you do here and not your previous salary.

Health coverage for you and your family in many locations.

Ability to craft your calendar with flexible locations and schedules for many roles.

Generous number of vacation days each year.

Increase your impact - We match up to $2000 (or local currency equivalent) for financial donations and service.

Up to 40 hours each year to use toward volunteer projects you love.

Embracing parenthood with minimum of 16 weeks of parental leave.

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Responsibilities: Partner closely with hiring managers in Operations to develop hiring strategies and ensure a strong pipeline of candidates. Proactively source passive candidates through various channels, including LinkedIn Recruiter and networking. Own the full candidate experience from sourcing to close, ensuring a seamless and engaging hiring process. Create comprehensive talent maps to share insights on the talent market. Represent Brex to candidates, helping to find and attract exceptional talent. Interview candidates using various methods, such as structured interviews, technical assessments, and behavioral questions.

Requirements: 1+ years of full-cycle high-volume recruiting experience. Strong ability to build relationships with Operations and Customer Experience hiring managers, understanding their needs and providing strategic hiring support. Strong organizational skills to coordinate recruiting efforts across multiple stakeholders. Knowledge of HR practices and employment practices. BS in Human Resources or a relevant degree. Must be willing to work in office 3 days per week on Monday, Wednesday, and Thursday.

Bonus points: Experience with Greenhouse ATS and Gem. Experience working in a high-growth startup.

Compensation: The expected salary range for this role is $85,600 - $107,000, depending on a number of factors, including the candidate's location, skills, experience, market demands, and internal pay parity.

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As a Recruiter on the Operations Recruiting team, you will help attract, evaluate, and hire the best for our Operations teams. We are moving quickly, so you will own projects and programs extending beyond the typical recruiting activities, ensuring process excellence and top-notch experience for all candidates.

This is a 12-month contract with an opportunity for full-time conversion. You will be based in our New York office, which is a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home.

Responsibilities: Partner closely with hiring managers in Operations to hiring strategies and ensure a strong pipeline of candidates Proactively source passive candidates through various channels, including LinkedIn Recruiter and networking Own the full candidate experience from sourcing to close, ensuring a seamless and engaging hiring process Create comprehensive talent maps to share insights on the talent market Represent Brex to candidates, helping to find and attract exceptional talent Interview candidates combining various methods (e.g. structured interviews, technical assessments, and behavioral questions)

Requirements: 1+ years of full-cycle high volume recruiting experience Strong ability to build relationships with Operations and Customer Experience hiring managers, understanding their needs and providing strategic hiring support Strong organizational skills to coordinate recruiting efforts across multiple stakeholders Knowledge of HR practices and employment practices BS in Human Resources or a relevant degree Must be willing to work in office 3 days per week on Monday, Wednesday and Thursday

Bonus points: Experience with Greenhouse ATS and Gem Experience working in a high-growth startup

Compensation: The expected salary range for this role is $96,728 - 120,910. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.

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As a Recruiter on the Operations Recruiting team, you will help attract, evaluate, and hire the best for our Operations teams. We are moving quickly so you will own projects and programs extending beyond the typical recruiting activities, ensuring process excellence and top-notch experience for all candidates.

This is a 12-month contract with an opportunity for full-time conversion. The role will be based in our San Francisco office, which is a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday and Thursday.

Responsibilities: Partner closely with hiring managers in Operations to hiring strategies and ensure a strong pipeline of candidates Proactively source passive candidates through various channels, including LinkedIn Recruiter and networking Own the full candidate experience from sourcing to close, ensuring a seamless and engaging hiring process Create comprehensive talent maps to share insights on the talent market Represent Brex to candidates, helping to find and attract exceptional talent Interview candidates combining various methods (e.g. structured interviews, technical assessments, and behavioral questions)

Requirements: 1+ years of full-cycle high volume recruiting experience Strong ability to build relationships with Operations and Customer Experience hiring managers, understanding their needs and providing strategic hiring support Strong organizational skills to coordinate recruiting efforts across multiple stakeholders Knowledge of HR practices and employment practices BS in Human Resources or a relevant degree Must be willing to work in office 3 days per week on Monday, Wednesday and Thursday

Bonus points: Experience with Greenhouse ATS and Gem Experience working in a high-growth startup

Compensation: The expected salary range for this role is $96,728 - 120,910. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.

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Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly.

As a Business Recruiter on the Operations Recruiting team, you will play a pivotal role in scaling the critical business functions at Brex, including Customer Support and Operations. You will work closely with hiring managers to create the strategy and roadmap to attract the best talent to Brex.

Responsibilities:

• Partner closely with hiring managers in Operations to hiring strategies and ensure a strong pipeline of candidates
• Proactively source passive candidates through various channels, including LinkedIn Recruiter and networking
• Own the full candidate experience from sourcing to close, ensuring a seamless and engaging hiring process
• Create comprehensive talent maps to share insights on the talent market
• Represent Brex to candidates, helping to find and attract exceptional talent

Requirements:

• 1+ years of full-cycle high volume recruiting experience
• Strong ability to build relationships with Operations and Customer Experience hiring managers, understanding their needs and providing strategic hiring support
• Strong organizational skills to coordinate recruiting efforts across multiple stakeholders
• Knowledge of HR practices and employment practices
• BS in Human Resources or a relevant degree

Bonus points:

• Experience with Greenhouse ATS and Gem

Compensation: The expected salary range for this role is $85,600 - 107,000. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity.

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As an Executive Business Partner Program Manager at Google DeepMind, you will play a key role in the delivery and management of a mission-focussed and effective E/ABP program. You will partner closely with E/ABPs across the community, providing them with coaching and guidance to optimise their impact, as well as fostering strong relationships with a diverse, complex, and senior stakeholder group, ensuring that the community excels and adapts to evolving business needs.

Responsibilities

• Partner with the E/ABP Lead and other E/ABP Program Managers to lead, develop and nurture the global GDM E/ABP community.
• Collaborate with senior stakeholders to manage the E/ABP community's capacity and determine leadership partnering bundles by objectively assessing leadership support requirements and providing the information required to make informed decisions in line with the E/ABP program objectives.
• Manage a team of E/ABPs by setting expectations for each of your reports aligned to their role, level, and organisational goals. Provide regular feedback and coaching, invest in their development, assess their performance and regularly meet with the leader(s) they partner with for feedback. Recognize achievements and hold team members accountable against expectations.
• Ensure appropriate metrics, roles, and people are in place to meet organisational goals. Make prioritisation decisions, equitably allocate work, and manage resources to deliver business impact for GDM.
• Manage through change to deliver results by demonstrating good judgement, making and communicating adjustments and removing obstacles to ensure goals can be met during times of change. Encourage innovation and thoughtful risk taking to deliver business impact for GDM. Balance short term needs with longer term business goals and the E/ABP program strategy
• Take ownership of the E/ABP hiring strategy, planning and execution in partnership with our Talent Acquisition team to make equitable hiring and talent decisions across the team to meet current and future business needs.
• Ensure that community norms create belonging, psychological safety, and respect. Facilitate collaboration and open communication to help teams achieve results together.
• Encourage wellbeing by checking in with each E/ABP you manage and provide appropriate resources to support wellbeing as needed. Set the team up for sustained high performance by actively reprioritizing or redistributing work as demands on the community change.
• Role model and make decisions and support activities that align to GDM's values, policies and practices. Encourage community members to positively contribute to GDM and recognize them for doing so.

Requirements

• Team Management experience: an understanding of and continued investment in growing the skills and capabilities required to lead work, develop people, and build community.
• Ability to build trusting, collaborative relationships and rapport across all stakeholders groups and business areas. You confidently share your expertise and opinions and influence Leaders, reports and collaborators to make informed decisions.
• A resilient nature, you remain calm, implementing changes as required, seeking understanding and learning from any setbacks.
• You identify and take ownership for developing solutions to problems independently and improve ways of working, tools or processes.

Preferred Qualifications

• Experience managing teams across offices and timezones
• Understanding of the E/ABP role and/or experience developing individuals within a supportive function
• Experience working closely with senior stakeholders to deliver against business needs

Salary and Benefits

The US base salary range for this full-time position is between $136,000 - $197,000 + bonus + equity + benefits.

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Artificial Intelligence could be one of humanity's most useful inventions. At Google DeepMind, we're a dedicated scientific community, committed to building AI responsibly to benefit humanity.

The Role

This role provides support for initiatives across the global TA function supporting Research hiring. You'll focus on our goal of attracting and securing world-class talent for the business in partnership with Recruitment and a range of stakeholders across the business.

Responsibilities

• Identification and engagement of global Research talent through utilization of AI tools and in collaboration with our own leading researchers.
• Support with program planning of initiatives designed to engage new talent
• Identify talent maps and key competitor insights, specifically focused on GDM's top competing AI labs.
• Proactive candidate outreach to meet our recruitment objectives.
• Partner with the TA Leader to provide relevant talent insights and market intel. Gather this through individual research and in partnership with Google teams.
• Coordinating interview processes for potential candidates and conducting screening calls to assess for eligibility and alignment.
• Develop connections with schools, colleges and universities, helping drive our talent strategy at grass roots level.

About You

In order to set you up for success, we look for the following skills and experience:

• Someone who enjoys learning about and developing insights on a range of topics from macroeconomic trends to identifying key talent for critical roles across GDM.
• Able to translate data into actionable insights by creatively finding + synthesizing information from multiple sources into concise, understandable material.
• A subject matter expert on research talent who brings a systematic approach to hiring challenges, evaluating root causes and implications across GDM research.
• Able to partner effectively with recruiters, hiring managers and program sponsors, and across multiple different teams, locations and divisions.
• You care deeply about crafting a positive experience for all candidates you engage with.
• You are highly organized with the agility to work optimally in changeable and ambiguous environments.
• You are interested in AI and technology, wanting to contribute to Google DeepMind's mission in a thoughtful and responsible way, while leveraging AI tools effectively and responsibly to engage talent.
• Experience working in the technology industry or with technical teams.

At Google DeepMind, we value diversity of experience, knowledge, backgrounds and perspectives and harness these qualities to create extraordinary impact. We are committed to equal employment opportunity regardless of sex, race, religion or belief, ethnic or national origin, disability, age, citizenship, marital, domestic or civil partnership status, sexual orientation, gender identity, pregnancy, or related condition (including breastfeeding) or any other basis as protected by applicable law.

If you have a disability or additional need that requires accommodation, please do not hesitate to let us know.

The US base salary range for this position is between $111,000 USD - $159,000 USD + bonus + benefits. Your recruiter can share more about the specific salary range for your targeted location during the hiring process.

Note: In the event your application is successful and an offer of employment is made to you, any offer of employment will be conditional on the results of a background check, performed by a third party acting on our behalf. For more information on how we handle your data, please see our Applicant and Candidate Privacy Policy

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You'll partner with our tech & business hiring managers to find world-changing talent for Mistral. You'll be charged with finding unique candidates who bring an entrepreneurial spirit, strong commitment and passion for success. You will be responsible for guiding candidates through our hiring process and introducing them to the magic of working at Mistral.

An early joiner of Mistral, you will contribute to shaping the recruitment process and our TA machinery. Your scope will be as follows:

Hire

• Obsessed by bringing top talents
• Successfully fulfill complex positions in multi-geography environment
• Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.

Improve processes and candidate experience

• Dive deep into data and root cause issues.
• Proactively identify and solve problems.
• Help improve our process, documentation, tooling and talent market intelligence.
• Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you

• 6+ years of experience in recruiting and at least 2 years of experience operating in a startup or growth stage company.
• A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.
• You have an expertise with least two of these functions: Enterprise GTM roles; Corporate functions; Product Engineering/ Infrastructure or Science/Research Engineers
• Experience in complex recruiting and autonomous hiring in outbound contexts
• Experience working to recruit in highly competitive talent markets
• Strong written and verbal communication
• No ego and highly committed to deliver.
• Able and keen to jump from strategic topics to very hands-on work
• Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex topics
• Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.
• Organized, disciplined and strong at project management
• Comfortable working within the ambiguity of a small, growing startup with a strong desire to turn that ambiguity into a well-defined machine.
• Target driven, detail oriented and approachable with the ability to prioritize and work well in an environment with competing demands.
• Ideally, proficiency with Lever, LinkedIn Recruiter, and Modernloop
• Ideally, you have a track record of recruiting both in business & tech roles

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Your scope will be as follows:

Hire: • Obsessed by bringing top talents • Successfully fulfill complex positions in a multi-geography environment • Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.

Improve processes and candidate experience: • Dive deep into data and root cause issues. • Proactively identify and solve problems. • Help improve our process, documentation, tooling, and talent market intelligence. • Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you: • 4+ years of recruiting experience within a high growth/demanding corporate environment. Preferably a tech start-up (AI Lab, Software/SaaS/Platform) • A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiatives and risks. • Hard-worker • Very deep on the roles that you hire for • Data-driven • You have an expertise on either: Enterprise GTM roles; Product Engineering/Infrastructure or Science/Research Engineers • Experience in complex recruiting and autonomous hiring in outbound contexts • Experience working to recruit in highly competitive talent markets • Strong written and verbal communication • No ego and highly committed to deliver. • Able and keen to jump from strategic topics to very hands-on work • Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex topics • Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority. • Organized, disciplined, and strong at project management • Comfortable working within the ambiguity of a small, growing startup with a strong desire to turn that ambiguity into a well-defined machine. • Target-driven, detail-oriented, and approachable with the ability to prioritize and work well in an environment with competing demands. • Fluent in English and experience recruiting internationally • Ideally, proficiency with Lever, LinkedIn Recruiter, and Modernloop • Ideally, you have a track record of recruiting both in business & tech roles

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The role reports into the Head of Talent Acquisition.

Key Responsibilities:

Hire

Partner with our tech & business hiring managers to find world-changing talent for Mistral

Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.

Guide candidates through our hiring process and introducing them to the magic of working at Mistral

Manage

Cascade recruiting strategy among the recruiting team

Dive deep into data and root cause issues to help identify and solve recruiting problems.

Help each recruiter to thrive on this scope

Build a data-driven culture in your team

Optimise

At function level, contribute to continuous improvement and innovation in the efficiency and effectiveness of our process, recruitment stack

Push for efficiency initiatives: documentation, automation

Influence

Work on building a recruitment culture in the company

Represent Mistral AI on the talent market

About You

8+ years of experience within a corporate environment.

A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.

Experience in complex recruiting in highly competitive talent markets

Multi-year experience in leading recruiting teams

Strong written and verbal communication

No ego and highly committed to deliver.

Able and keen to jump from strategic topics to very hands-on work

Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex topics

Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.

Organized, disciplined and strong at both project and people management

Target driven, detail oriented and approachable with the ability to prioritize and work well in an environment with competing demands.

Fluent in English and experience recruiting internationally

Ideally, proficiency with Lever/Ashby; Modernloop; Crosschq, Crew

Ideally, you have a track record of recruiting both in business & tech roles

Benefits

Competitive cash salary and equity

Food: Daily lunch vouchers

Sport: Monthly contribution to a Gympass subscription

Transportation: Monthly contribution to a mobility pass

Health: Full health insurance for you and your family

Parental: Generous parental leave policy

Visa sponsorship

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At Mistral AI, we believe in the power of AI to simplify tasks, save time, and enhance learning and creativity. Our technology is designed to integrate seamlessly into daily working life.

We are a company that democratizes AI through high-performance, optimized, open-source and cutting-edge models, products and solutions. Our comprehensive AI platform is designed to meet enterprise needs, whether on-premises or in cloud environments.

Our offerings include le Chat, the AI assistant for life and work.

Role Summary

In a context of hyper growth, we look for versatile recruiters who have experience hiring across multiple functions: GTM (Sales, Solutions Architect, Pre-sales) as well corporate functions (ideally Engineering as a minor).

Length: minimum 3 months

Ideally in SF/NYC but we are open to remote

What you will do

Manage full-cycle recruiting process ensuring a smooth and bespoke candidate experience.

Develop and own search strategies and deliver research against those strategies for searches across various business/Corporate and potentially technical functions (GTM, Partnership, Sales, Corporate, Engineering)

Deeply understand hiring needs, partner closely with hiring managers and stakeholders to develop sourcing and hiring strategies.

Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.

Dive deep into data and root cause issues.

Proactively identify and solve problems.

Help improve our process, documentation, tooling and talent market intelligence.

Identify candidate closing strategies and proactively coach and inform candidates through the entire recruiting process.

Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you

Autonomous and self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.

Experience in complex recruiting and autonomous hiring in outbound contexts.

Experience working to recruit in highly competitive talent markets.

4+ years of experience recruitment for fast pace, demanding environment.

No ego and highly committed to deliver.

Able and keen to jump from strategic topics to very hands-on work.

Ideally, you have a track record of recruiting both in business & tech roles.

Ideally, you have experience hiring for Enterprise software companies.

Experience in complex recruiting and autonomous hiring in outbound contexts.

Experience working to recruit in highly competitive talent markets.

Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex subject matter, and understanding of new markets, areas, roles, and business initiatives.

Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.

Professional brand of personal accountability, drive, work ethics.

Ideally, proficiency with Lever.

Strong written and verbal communication.

Target driven, detail oriented and approachable with the ability to prioritize and work well in an environment with competing demands.

By applying, you agree to our Applicant Privacy Policy.

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Key responsibilities include:

• Managing full-cycle recruiting processes
• Developing and owning search strategies
• Partnering with hiring managers and stakeholders
• Identifying and attracting high-quality candidates
• Ensuring a smooth and bespoke candidate experience

About you:

• Autonomous and self-starter with a result-oriented approach
• Experience in complex recruiting and autonomous hiring in outbound contexts
• Experience working to recruit in highly competitive talent markets
• 4+ years of experience in recruitment for fast-paced, demanding environments
• No ego and a commitment to delivering results
• Ability to jump from strategic topics to hands-on work
• Proficiency in English
• Experience recruiting internationally
• Strong written and verbal communication skills
• Target-driven, detail-oriented, and approachable with the ability to prioritize and work well in an environment with competing demands

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As a Senior Recruiter, you will lead full-cycle recruiting for Product Management roles, partnering closely with Product leaders to align on role scope, success profiles, and evaluation criteria.

You will develop deep domain fluency across the product areas you support, so your assessment is informed and your candidate conversations are genuinely compelling.

You will own search strategy end-to-end: sourcing, pipeline development, and closing.

You will use data and market signals to sharpen your approach and keep searches moving with momentum.

You will deliver a candidate experience that's thoughtful and transparent from first touch to final decision.

You will build inclusive pipelines and drive structured, consistent evaluation processes.

To be successful in this role, you will have 4+ years of full-cycle recruiting experience, with meaningful focus on Product Management hiring at high-growth technology companies.

You will be able to assess product thinking, systems orientation, and trajectory - not just pedigree.

You will be skilled at advising and influencing hiring managers, balancing urgency with quality without compromising either.

You will be a clear, structured communicator who can turn ambiguous role needs into actionable hiring plans.

You will be organized and proactive, with a track record of running multiple searches simultaneously without losing momentum or quality.

You will be genuinely curious about products, systems, and what separates good work from great work.

And, ideally, you will have a sense of humour.

The total rewards package at Mercury includes base salary, equity, and benefits.

Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry.

New hire offers are made based on a candidate's experience, expertise, geographic location, and internal pay equity relative to peers.

Our target new hire base salary ranges for this role are the following:

US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $132,400 - $165,500

US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $119,200 - $149,000

Canadian employees (any location): CAD 125,100 - 156,400

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You'll get:

• Access to LinkedIn Learning, Harvard Business Review, and MLT-hosted sessions to grow your skills and expand your network
• Team retreats, employee recognition, and Employee Affinity Groups (EAGs) that celebrate our wins and deepen community
• Opportunities to connect through virtual socials, fireside chats, and coffee chats
• Use of AI-driven tools and cutting-edge technology to bring bold ideas to life
• Work Together Wednesdays dedicated to team collaboration, brainstorming, and alignment

We know that recharging your energy and maintaining well-being are essential to bringing your best self to work and life. That's why we create space for rest and focus throughout your week and year.

You'll get:

• 15+ days of paid time off annually, plus 10 paid holidays
• Early wrap-ups on Summer Fridays so you can enjoy more daylight and downtime
• Focus Fridays dedicated to deep work, self-reflection, and personal development
• Wellness sessions with colleagues to build mental health resilience and manage stress

We trust you to manage your work schedule and location to optimize productivity while maintaining a healthy personal and professional life. Prioritizing your well-being supports sustainable performance and engagement.

You'll get:

• Hybrid or remote roles designed to give you the flexibility needed to do your best work
• In-person collaboration opportunities, such as retreats, local gatherings, and flexible modern workspaces that reduce isolation and build community
• High-quality shared workspaces designed to foster collaboration, creativity, and connection
• Seamless digital tools and platforms designed to keep you connected, focused, and supported regardless of location
• Wellness resources designed to support your mental, physical, and emotional well-being

At MLT, we believe that when our people thrive, our impact grows. Explore our benefits overview to see how we support your physical, mental, and financial well-being so you can bring your best self to work and beyond.

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You'll lead sourcing efforts, manage candidate pipelines, and ensure a consistent, thoughtful journey from first touch to offer. You'll also partner closely with hiring teams to implement efficient, scalable, and values-aligned recruiting practices, supporting growth across both corporate functions and property operations.

Key responsibilities include:

Working closely with hiring managers and cross-functional leaders to define role requirements and hiring needs across both corporate and onsite teams. Leveraging multiple sourcing strategies and channels, including LinkedIn, Job boards, and internal referrals to provide high-quality candidates for open positions. Identifying, prescreening, and evaluating both passive and active candidates to ensure high-quality talent. Leading intake meetings with hiring managers to further understand role qualifications and refine recruitment efforts. Promoting interviewing best practices that enhance decision-making and ensure a consistent, high-quality candidate experience. Partnering with hiring managers and cross-functional teams to coordinate interviews and facilitate an efficient, well-organized process. Maintaining accurate and up-to-date records of candidate information in Lever (ATS).

Ideal background includes:

Bachelor's degree and proven experience in talent acquisition or recruitment-related roles. Over two years of experience leading full-cycle recruiting, ideally in both corporate and operational environments. Strong knowledge of talent sourcing techniques, with hands-on experience using platforms like LinkedIn, job boards, and employee referral programs. Experience partnering directly with hiring managers and cross-functional teams to define hiring needs, lead intake meetings, and shape recruitment strategies. Skilled at assessing candidate profiles through resume reviews and initial screens to identify the best fit for both role and culture. Excellent interpersonal and communication skills, with the ability to build trust with stakeholders at all levels. Highly organized, proactive, and comfortable operating in a fast-paced, startup, or growth-stage environment. Experience using ATS platforms, preferably Lever, to manage pipelines and ensure accurate candidate tracking and communication. Demonstrated proficiency in writing and word processing tools (e.g., Microsoft Word, Google Docs). English and Arabic language fluency required (verbal and written).

Why join Flow? Exciting growth opportunity: Be part of a fast-growing company shaping the future of residential living in the Middle East. Competitive compensation & benefits. A chance to make an impact: Help build a vibrant international community and redefine what it means to call Flow home.

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We believe the future of law will be built by 'AI-Native Law Firms' - firms that are managed, scaled, and optimized by intelligent systems rather than manual processes and endless administrative work.

Our technology augments the capabilities of attorneys across every stage of a case - from intake and document review to strategy and settlement - so they can focus on what truly matters: achieving the best outcomes for their clients.

This is an opportunity to join a fast-growing, mission-driven company during a pivotal stage. You will have a significant voice in shaping our People strategy and culture while partnering closely with senior leadership.

Strategic People Leadership

• Build and provide guidance to the People function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally

• Function as a strategic business advisor to executive and senior management regarding key organizational and management issues

• Develop and implement comprehensive People strategy that effectively communicates and supports the company’s mission and strategic vision that is scalable domestically and globally

Performance, Compensation & Growth

• Lead performance management from strategy through execution

• Develop career frameworks, leveling guides, and manager enablement programs aligned with company goals

• Partner with leadership on compensation philosophy, equity strategy, and benchmarking tools

Employee Experience & Growth

• Fosters a high-performance, inclusive company culture that is grounded in accountability, transparency and operational excellence

• Own employee relations, partnering closely with managers on coaching, development, and conflict resolution

• Develop and implement comprehensive compensation and benefit plans that are competitive which attract and retain top talent

People Operations & Compliance

• Manage the development and implementation of policies, procedures and programs to support people operations that maximize efficiency and effectiveness

• Ensure all People functions are compliant with relevant laws, regulations and best practices in partnership with legal

• Ensure People function is scalable, data-driven, and highly effective

What We're Looking For

• 15+ years of HR experience, with at least five years of leadership experience and people management

• A strategic leader who has created or significantly scaled People functions at fast-growth startups

• A thoughtful operator who balances empathy with strong business judgment and handles sensitive matters with discretion

• An influential communicator who builds credibility and trust across all levels of the organization

• A systems thinker passionate about delivering exceptional employee experiences backed by operational rigor

• Experienced with modern People tools such as Pave, TriNet, or related platforms

• Hands-on, resourceful, and eager to roll up your sleeves and build from zero to one

You'll Thrive In This Role If You

• Have successfully led complex HR initiatives independently and thrive in ambiguous, fast-changing environments

• Bring clarity, steadiness, and thoughtful planning to periods of rapid growth

• Are energized by designing scalable systems and processes in high-velocity settings

• See yourself as a strategic business partner, not just a functional People leader

• Want to leave a lasting impact on company culture and the foundational People infrastructure during a highly formative stage

Additional Information

Benefits: Competitive Salary & Equity, 401(k) Program with Employer Matching, Health, Dental, Vision and Life Insurance, Short Term and Long Term Disability, Commuter Benefits, Autonomous Work Environment, Office Setup Reimbursement, Flexible Time Off (FTO) + Holidays, Quarterly Team Gatherings, In office Perks

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This is a highly visible leadership role for someone who thrives in fast-moving, high-growth environments and knows how to balance speed, quality, efficiency, and long-term talent outcomes, and who is comfortable setting strategy while staying close to execution when needed.

Key responsibilities include:

• Leading and executing Cresta's global Talent Acquisition strategy in partnership with People, Finance, and business leadership to support rapid growth across regions and functions.
• Partnering closely with executives and senior leaders to shape hiring strategy, priorities, capacity modeling, and workforce planning.
• Building, scaling, and leading a high-performing internal Talent Acquisition team, defining the right mix of in-house recruiters and external partners to support rapid growth, burst hiring needs, and global expansion.
• Reinforcing a high-trust, high-accountability recruiting culture grounded in mentorship, ownership, data-driven decision-making, and continuous improvement.
• Partnering closely with the Head of People on broader talent, workforce planning, and people initiatives.
• Supporting and leading senior and executive recruiting efforts in partnership with People leadership, including hands-on involvement for critical and hard-to-fill roles as needed.
• Designing, tracking, and continuously refining TA metrics to drive hiring efficiency, quality, predictability, and scale.
• Owning and continuously improving the end-to-end candidate experience, from intake calibration and interview design through offer, closing, and post-process feedback loops.
• Championing an equitable, inclusive, and consistent candidate experience across all roles, regions, and stages of growth.
• Setting the standard for proactive, creative sourcing and passive candidate engagement, ensuring teams build durable pipelines rather than relying on reactive hiring.
• Driving employer brand and talent marketing programs across social, events, and community engagement in partnership with Marketing and People teams.
• Refining and scaling Cresta's campus and early career strategy, partnering with recruiters to build internship and new graduate pipelines globally.
• Leading the strategy for Cresta's Talent Acquisition technology ecosystem, including Greenhouse, LinkedIn, Juicebox, CoderPad, and related tools, while identifying opportunities for future improvements and optimization.

Requirements:

• 10+ years of progressive Talent Acquisition experience, including senior leadership roles in high-growth technology companies.
• Proven ability to scale recruiting organizations in fast-paced, global environments.
• Strong executive presence with the ability to influence, challenge, and partner with senior leaders.
• Deep expertise in recruiting operations, metrics, and TA technology, with a demonstrated ability to translate data into business decisions.
• Experience leading executive-level and critical senior hires.
• Demonstrated success in building employer brands and early-career programs.
• Passion for developing people, building durable teams, and delivering results.
• A builder mindset, balancing strategic leadership with hands-on execution to move work forward in a high-growth environment.
• Comfort operating in ambiguity, prioritizing ruthlessly, and evolving systems as the business scales.

Perks & Benefits:

• Medical, dental, and vision plans designed to support you and your family.
• Generous paid parental leave.
• Monthly Health & Wellness allowance.
• Work-from-home office stipend.
• Lunch reimbursement for in-office employees.
• Flexible PTO.

Compensation at Cresta:

Cresta's approach to compensation is simple: recognize impact, reward excellence, and invest in our people. We offer competitive, location-based pay that reflects the market and what each individual brings to the table.

The posted base salary range represents what we expect to pay for this role in a given location. Final offers are shaped by factors like experience, skills, education, and geography. In addition to base pay, total compensation includes equity and a comprehensive benefits package for you and your family.

OTE Range: $220,000 - $300,000 + Equity

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Key responsibilities include:

• Developing expertise in both engineering and non-engineering roles to support the hiring needs of Canada/US managers.
• Acting as a trusted advisor to hiring managers, driving intake meetings, defining recruitment strategies, and facilitating interview processes.
• Ensuring standardization and consistency of recruitment processes using Avature ATS and other applicant tracking systems.
• Providing a positive candidate and hiring manager experience with timely, transparent communication and support throughout the hiring journey.
• Utilizing talent acquisition systems and tools to manage and track candidate pipelines, schedule interviews, and maintain data accuracy in real time.
• Leveraging data analytics and metrics to drive decisions, continuously improving recruitment outcomes and processes.
• Driving a competitive offer process to secure top talent in both technical and non-technical domains.

As a Talent Acquisition Partner, you will have the opportunity to make a measurable impact in a collaborative, innovative environment. You will be part of a high-impact People team dedicated to supporting Synopsys' growth across Canada and the US.

If you are excited to make a difference in a dynamic and fast-paced environment, we encourage you to apply for this exciting opportunity.

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At Mistral AI, we believe in the power of AI to simplify tasks, save time, and enhance learning and creativity. Our technology is designed to integrate seamlessly into daily working life.

We democratize AI through high-performance, optimized, open-source and cutting-edge models, products and solutions. Our comprehensive AI platform is designed to meet enterprise as well as personal needs.

Our offerings include Le Chat, La Plateforme, Mistral Code and Mistral Compute - a suite that brings frontier intelligence to end-users.

We are a team passionate about AI and its potential to transform society. Our diverse workforce thrives in competitive environments and is committed to driving innovation.

We are creative, low-ego and team-spirited. Join us to be part of a pioneering company shaping the future of AI. Together, we can make a meaningful impact.

Role Summary

As an early member of the US recruiting team, you will play a pivotal role in helping our build and scale various organizations from the ground up.

Responsibilities

• Partner with our tech & business hiring managers to find world-changing talent for Mistral

• You'll be charged with finding unique candidates who bring an entrepreneurial spirit, strong commitment and passion for success

• You will be responsible for guiding candidates through our hiring process and introducing them to the magic of working at Mistral

• An early joiner of Mistral, you will contribute to shaping the recruitment process and our TA machinery.

Your scope will be as follows:

Hire

• Obsessed by bringing top talents

• Successfully fulfill complex positions in multi-geography environment

• Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.

Improve processes and candidate experience

• Dive deep into data and root cause issues.

• Proactively identify and solve problems.

• Help improve our process, documentation, tooling and talent market intelligence.

• Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you

• 6+ years of experience in recruiting and at least 2 years of experience operating in a startup or growth stage company.

• A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.

• You have an expertise with least two of these functions: Enterprise GTM roles; Corporate functions; Product Engineering/ Infrastructure or Science/Research Engineers

• Experience in complex recruiting and autonomous hiring in outbound contexts

• Experience working to recruit in highly competitive talent markets

• Strong written and verbal communication

• No ego and highly committed to deliver.

• Able and keen to jump from strategic topics to very hands-on work

• Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex topics

• Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.

• Organized, disciplined and strong at project management

• Comfortable working within the ambiguity of a small, growing startup with a strong desire to turn that ambiguity into a well-defined machine.

• Target driven, detail oriented and approachable with the ability to prioritize and work well in an environment with competing demands.

• Ideally, proficiency with Lever, LinkedIn Recruiter, and Modernloop

• Ideally, you have a track record of recruiting both in business & tech roles

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At Mistral AI, we believe in the power of AI to simplify tasks, save time, and enhance learning and creativity. Our technology is designed to integrate seamlessly into daily working life.

We are a dynamic team passionate about AI and its potential to transform society. Our diverse workforce thrives in competitive environments and is committed to driving innovation.

Role Summary:

As Talent Acquisition Lead, you will have twofold responsibilities as recruiter for some specific positions and as leader of several recruiters, to ensure a global efficiency of our recruiting strategy. The role reports into the Head of Talent Acquisition.

Responsibilities:

Hire

Partner with our tech & business hiring managers to find world-changing talent for Mistral Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals. Guide candidates through our hiring process and introducing them to the magic of working at Mistral

Manage

Cascade recruiting strategy among the recruiting team Dive deep into data and root cause issues to help identify and solve recruiting problems. Help each recruiter to thrive on this scope Build a data-driven culture in your team

Optimise

Contribute to continuous improvement and innovation in the efficiency and effectiveness of our process, recruitment stack Push for efficiency initiatives: documentation, automation

Influence

Work on building a recruitment culture in the company Represent Mistral AI on the talent market

About You

8+ years of experience within a corporate environment. A self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks. Experience in complex recruiting in highly competitive talent markets Multi-year experience in leading recruiting teams Strong written and verbal communication No ego and highly committed to deliver. Able and keen to jump from strategic topics to very hands-on work Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex topics Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority. Organized, disciplined and strong at both project and people management Target driven, detail oriented and approachable with the ability to prioritize and work well in an environment with competing demands. Fluent in English and experience recruiting internationally Ideally, proficiency with Lever/Ashby; Modernloop; Crosschq, Crew Ideally, you have a track record of recruiting both in business & tech roles

Benefits

Competitive cash salary and equity Food: Daily lunch vouchers Sport: Monthly contribution to a Gympass subscription Transportation: Monthly contribution to a mobility pass Health: Full health insurance for you and your family Parental: Generous parental leave policy Visa sponsorship

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We are looking for a versatile recruiter to join our team in a context of hyper growth. The ideal candidate will have experience hiring across multiple functions, including GTM (Sales, Solutions Architect, Pre-sales) and corporate functions (ideally Engineering as a minor).

As a Talent Acquisition - US (Contractor), you will be responsible for managing the full-cycle recruiting process, developing and owning search strategies, and delivering research against those strategies for searches across various business and corporate functions.

Key responsibilities:

• Manage full-cycle recruiting process ensuring a smooth and bespoke candidate experience.
• Develop and own search strategies and deliver research against those strategies for searches across various business and corporate functions.
• Deeply understand hiring needs, partner closely with hiring managers and stakeholders to develop sourcing and hiring strategies.
• Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.
• Dive deep into data and root cause issues.
• Proactively identify and solve problems.
• Help improve our process, documentation, tooling and talent market intelligence.
• Identify candidate closing strategies and proactively coach and inform candidates through the entire recruiting process.
• Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you

• Autonomous and self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.
• Experience in complex recruiting and autonomous hiring in outbound contexts.
• Experience working to recruit in highly competitive talent markets.
• 4+ years of experience recruitment for fast-paced, demanding environments.
• No ego and highly committed to deliver.
• Able and keen to jump from strategic topics to very hands-on work.
• Ideally, you have a track record of recruiting both in business and tech roles.
• Ideally, you have experience hiring for Enterprise software companies.
• Experience in complex recruiting and autonomous hiring in outbound contexts.
• Experience working to recruit in highly competitive talent markets.
• Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex subject matter, and understanding of new markets, areas, roles, and business initiatives.
• Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.
• Professional brand of personal accountability, drive, work ethics.
• Ideally, proficiency with Lever.
• Strong written and verbal communication.
• Target-driven, detail-oriented, and approachable with the ability to prioritize and work well in an environment with competing demands.

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We're looking for a versatile recruiter to join our team in a context of hyper growth. As a Talent Acquisition - EMEA (Contractor), you will be responsible for managing full-cycle recruiting processes, developing search strategies, and delivering research against those strategies for searches across various business and corporate functions.

Responsibilities

• Manage full-cycle recruiting process ensuring a smooth and bespoke candidate experience.
• Develop and own search strategies and deliver research against those strategies for searches across various business and corporate functions.
• Deeply understand hiring needs, partner closely with hiring managers and stakeholders to develop sourcing and hiring strategies.
• Identify, attract, and ensure high-touch candidate experience to continuously deliver high-quality candidates and meet hiring goals.
• Dive deep into data and root cause issues.
• Proactively identify and solve problems.
• Help improve our process, documentation, tooling, and talent market intelligence.
• Identify candidate closing strategies and proactively coach and inform candidates through the entire recruiting process.
• Contribute to continuous improvement and innovation in the efficiency and effectiveness of our systems, services, and processes.

About you

• Autonomous and self-starter who is result-oriented, resourceful, innovative, intellectually curious, and who takes initiative and risks.
• Experience in complex recruiting and autonomous hiring in outbound contexts.
• Experience working to recruit in highly competitive talent markets.
• 4+ years of experience recruitment for fast-paced, demanding environments.
• No ego and highly committed to deliver.
• Able and keen to jump from strategic topics to very hands-on work.
• Ideally, you have a track record of recruiting both in business and tech roles.
• Ideally, you have experience hiring for Enterprise software companies.
• Experience in complex recruiting and autonomous hiring in outbound contexts.
• Experience working to recruit in highly competitive talent markets.
• Open learning mindset and fast learner, demonstrated capacity to quickly grasp new complex subject matter, and understanding of new markets, areas, roles, and business initiatives.
• Capability, credibility, and consultative skills to influence senior colleagues and stakeholders without authority.
• Professional brand of personal accountability, drive, work ethics.
• Fluent in English.
• Experience recruiting internationally.
• Ideally, proficiency with Lever.
• Strong written and verbal communication.
• Target-driven, detail-oriented, and approachable with the ability to prioritize and work well in an environment with competing demands.

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Responsibilities:

• Use cutting-edge techniques and tools to uncover hidden talent within the video game industry.
• Engage and build relationships with potential candidates.
• Review and assess the active applicant pool to identify qualified candidates, conduct initial resume screenings, and surface top talent to recruiters and hiring managers for next-stage consideration.
• Partner closely with internal recruiters to understand hiring needs and co-create effective strategies.
• Share market insights to enhance hiring decisions.
• Showcase our culture, projects, and growth potential to inspire exceptional professionals.
• Foster meaningful connections with candidates throughout their journey.
• Conduct thorough assessments of candidates, evaluating skills, qualifications, and cultural fit.
• Deliver comprehensive summaries and recommendations.
• Embody our brand, generating excitement and attracting top talent.
• Provide an exceptional candidate experience.
• Maintain accurate candidate data, generate insightful reports, and track sourcing effectiveness.

Requirements:

• 1-2 years of experience as a Talent Acquisition Sourcer or similar role, in the video game industry or media/entertainment fields.
• Strong understanding of the video game industry, market trends, roles, and skill sets.
• Command diverse techniques and tools, leveraging online platforms, social media, and professional networks.
• Excellent interpersonal and communication skills to establish rapport and maintain strong connections.
• Self-driven with a track record of achieving targets and delivering high-quality candidates.
• Thrive in a fast-paced, ever-changing environment.
• Maintain professionalism and discretion with sensitive information.

Benefits: This is a 12-month contract (no benefits) 100% remote role with a salary range of 55,000 CAD to 70,000 CAD. At this time, we are only considering candidates located in ON, BC or QC Canada.

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Responsibilities:

• Work closely with Japan local leadership team and collaborate with regional/global HR leaders/teams to develop and execute HR plans that will support the Keywords operations and business' growth strategy in Japan.
• Provide leadership support and guidance to Japan People and Culture team as they deliver the services to all the stakeholders in a timely and efficient manner.
• Design and implement programs and initiatives to enhance employee experience, productivity and efficiency that will enable business growth.
• Oversee the design and implementation of learning and development programs to support the ongoing professional and personal development needs of employees and leaders.
• Execute a genuine hands-on approach in monitoring the employee pulse/sentiments and driving effective action planning to ensure high level of employee engagement.
• Analyze trends in compensation and benefits; researches, proposes and execute appropriate total rewards programs to ensure that the organization attracts and retains top talent.
• Plan, manage and control the HR operational budget in the location.
• Serve as advocate of corporate culture and leadership principles, EVP and talent initiatives.
• Design and implement health and well-being strategy aligned to employee and business needs.
• Manage the performance review process, ensuring quality feedback that is aligned with needed personal and professional development.
• Support and mentor managers on the application of appropriate performance management and in handling employee issues and work-related conflicts, ensuring all procedures are applied in line with policy and legislation.
• Oversees the employer branding, talent sourcing and talent acquisition strategy in the location to support the business growth goals.
• Harmonize HR processes, policies and procedures across businesses, studios and entities.
• Ensure legal and statutory compliance in all segments of the business and people and culture- related processes.
• Advise managers and employees on the interpretation and application of policies and procedures.
• Proactively mitigate and manage legal risks and deal with any that arise.

Requirements:

• Relevant degree in Human Resources, Psychology, Management or related discipline
• At least three (5) years of experience within a similar role
• Solid understanding of Japan working and corporate practices, employment legislation and labor standards
• Generalist HR capability at a senior level, self-driven and highly motivated
• Capable, comfortable and experienced in collaborating with onshore and off-shore leaders and teams
• Have experience building and developing an HR team and maintaining/enhancing culture in a global and culturally diverse business environment
• Bilingual – proficient in Japanese and English language
• Motivated self-starter who is comfortable taking charge and driving things forward
• Highly detail orientated but with an ability to prioritize work, connect the dots and see the big picture
• Capable of delivering strategic initiatives but equally comfortable completing tactical deliverables
• Comfortable working closely with local leadership team with limited support
• Confident in his/her abilities and able to communicate ideas and viewpoints to all levels of the organization
• Competitive salary package with bonus
• Flexible work hours
• Ability to work remotely with working from the office few days in a week (hybrid work set-up)

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We offer a competitive salary range of $240K in San Francisco and $192K in remote locations, with equity and performance-related bonuses for eligible employees. Our total compensation package includes generous benefits, such as medical, dental, and vision insurance, pre-tax accounts for health and dependent care expenses, and a 401(k) retirement plan with employer match.

About the Team

OpenAI's mission is to build safe artificial general intelligence that benefits all of humanity. Our Recruiting team is responsible for finding, assessing, and hiring exceptional talent across various fields and specialties. We're an established, collaborative team with a balance of structure, process, and ambitious problems to solve.

About the Role

We're seeking a Go-To-Market (GTM) sourcer to lead the talent outreach and strategy for our GTM roles across the organization. You'll work with our existing team members, including recruiters, coordinators, sourcers, and any cross-functional partners needed to succeed.

Responsibilities

• Partner with hiring managers across GTM to build and improve recruiting processes and develop customized sourcing strategies for your roles.
• Build highly targeted searches that deliver candidate profiles with precision.
• Craft thoughtful approaches to candidate outreach to engage even the most passive talent.
• Cultivate relationships with high priority targets over the long-term, including talent research and 'mapping'.
• Act as the primary touchpoint for candidates from initial outreach until the onsite interview stage, ensuring an exceptional candidate experience.
• Utilize non-traditional and creative strategies to discover talent through events, talks, contests, etc.
• Take a highly organized and data-driven approach to candidate tracking and pipeline health.
• Represent OpenAI and engage with candidates at conferences and events.
• Effectively lead and contribute to cross-functional projects.

Requirements

• 5+ years of experience sourcing GTM/sales talent.
• Experience sourcing for non-technical roles such as product design, program management, policy, communications, legal, finance, operations, marketing, etc.
• Demonstrable success in hiring top technical talent at a premier tech company or high growth startup.
• Track record of delivering healthy candidate volume while maintaining a high degree of responsiveness and care to each stakeholder and candidate in the process.

Nice to Have

• A people-person who is energized by interacting with people and build deep cooperative relationships readily.
• A talent consultant who embraces having a seat at the table with hiring teams and is the subject matter expert in recruiting matters.
• Excited by new challenges and willing to experiment with new solutions.
• Passion or deep curiosity in technology and artificial intelligence.

About OpenAI

OpenAI is an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.

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Anthropic's mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems.

About the role:

Anthropic is looking for a talented Technical Recruiter to partner with our Core Tech teams. In this pivotal role, you will be instrumental in shaping the future of our organisation by identifying, engaging, and hiring the best and brightest minds across a range of disciplines. As we continue to push the boundaries of AI research and development, we need a passionate recruiter who can help us build a world-class team dedicated to creating safe and beneficial AI systems.

Responsibilities:

• Develop and execute strategic recruiting plans to identify, source, and hire highly qualified candidates, with a focus on Machine Learning and AI talent
• Partner with hiring managers and interviewers to understand hiring needs, team matching, required skills and qualifications
• Enhance and implement recruiting processes and programs while maintaining an inclusive and high talent bar, such as developing targeted outreach campaigns, building connections with industry leaders, and removing any unfair biases from the hiring process
• Collaborate with leadership and cross-functional partners to understand organisational needs and map out long-term talent acquisition strategies that balance priorities across all technical teams
• Enhance Anthropic's employer brand within the research and science community to showcase our mission, culture, and values to candidates
• Stay up-to-date on recruiting best practices, emerging sourcing techniques, interview innovations, and workplace trends

You may be a good fit if you:

• Have 5+ years of experience in full life cycle recruiting supporting core technical teams
• Have a passion for AI's potential to positively impact the world and realistic assessment of its risks and limitations
• Are experimental and are open to new, creative recruiting ideas, or have experience working with hiring managers who are open to non-traditional talent strategies
• Thrive in fast-paced, dynamic environments and enjoy juggling multiple priorities
• Possess strong technical aptitude with the ability to understand and evaluate technical qualifications
• Have enthusiasm for deeply understanding the needs of engineers and innovating on recruiting processes to make them more tailored to the world of AI
• Have excellent organisational skills and attention to detail, as well as a proactive mindset and ability to operate with autonomy
• Have experience partnering with engineers and hiring talent that work on GenAI and LLMs
• Have a proven track record of scaling and building diverse and high-performing teams in a fast-paced, high-growth startup environment

Strong candidates may also:

• Bring a deep interest in AI safety
• Have experience partnering with engineers and hiring talent that work on GenAI and LLMs

Logistics

Education requirements: We require at least a Bachelor's degree in a related field or equivalent experience. Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.

Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work.

Your safety matters to us. To protect yourself from potential scams, remember that Anthropic recruiters only contact you from @anthropic.com email addresses. In some cases, we may partner with vetted recruiting agencies who will identify themselves as working on behalf of Anthropic. Be cautious of emails from other domains. Legitimate Anthropic recruiters will never ask for money, fees, or banking information before your first day. If you're ever unsure about a communication, don't click any links—visit anthropic.com/careers directly for confirmed position openings.

How we're different

We believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact — advancing our long-term goals of steerable, trustworthy AI — rather than work on smaller and more specific puzzles. We view AI research as an empirical science, which has as much in common with physics and biology as with traditional efforts in computer science. We're an extremely collaborative group

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As an HR Intern, you will play a role in identifying the talents of tomorrow, managing the interface between candidates, hiring managers, and the HR team. You will work in a collaborative, fast-paced environment under the supervision of the Talent Acquisition Manager. You will be fully integrated into the team and will receive dedicated mentorship from an HR Generalist to help you grow your skills and professional judgment.

Talent Acquisition, Recruitment & Onboarding:

• Review and filter incoming applications to identify the best profiles for open positions across Motorsport, Corporate, and Club functions.
• Conduct first-round video interviews to assess candidates' motivations and requirements.
• Organize and schedule subsequent interviews between candidates and hiring managers, ensuring a seamless experience for all parties.
• Act as a main point of contact for candidates, providing updates and maintaining a high-quality candidate experience.
• Support the full integration process, including the preparation and enhancement of digital onboarding tools, to ensure a smooth arrival for new hires.

HR Communication & Administration:

• Assist in drafting and distributing internal HR communications (announcements, intranet content, newsletters, organisational charts).
• Maintain and update employee records and assist with HR-related documentation in compliance with internal procedures.
• Support various ongoing HR projects and general administrative tasks (filing, data entry).

HRIS Implementation Support (Workday):

• Assist the HR team in the data collection and migration process for the implementation of the new Workday system.
• Provide support and guidance to internal employees on how to use the new HR platform.
• Help prepare or update documentation to facilitate the transition to the new system for all staff members.

Profile:

• Currently enrolled in a Bachelor's or Master's degree in Human Resources, Business Administration, or a related field.
• A valid internship agreement (convention de stage) for the full 12-month duration of the internship is mandatory.
• Any prior experience in Talent Acquisition or Human Resources is a strong asset.
• A strong interest in HR digital transformation and a genuine passion for Motorsport is a real added value.
• Fluent in English (written and spoken) is a must. Working knowledge of French is an asset.
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
• Organized, detail-oriented, and able to handle confidential information with absolute discretion.
• Eager to learn and proactive in a fast-paced environment.

Our Offer:

• Mentorship: You will be accompanied and coached by HR experts to support your professional growth.
• Remote Work: Up to 2 days of remote work per week.
• Compensation: Monthly internship compensation of CHF 2,000.
• Allowances: Meal allowance of CHF 230/month.
• Transport: Free parking or reimbursement of public transportation costs.

Start date: June 1st 2026 Deadline to apply: March 18th 2026

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OpenAI’s mission is to build safe artificial general intelligence (AGI) which benefits all of humanity. This long-term undertaking brings the world’s best scientists, engineers, and business professionals into one lab together to accomplish this.

In pursuit of this mission, our Recruiting team is responsible for finding, assessing, and hiring exceptional talent across various fields and specialties. The team acts as consultative partners to our leaders across the organization, from technical managers up to our CEO, Sam Altman. We’re an established, collaborative team with a balance of structure, process, and ambitious problems to solve for.

About the Role

We're seeking to hire an experienced sourcer to support our talent outreach and strategy for our Go-To-Market (GTM) roles across OpenAI. You may also branch into technical roles as needed or desired and work with experts in this specialty. You’ll work with our existing team members, including recruiters, coordinators, sourcers, and any cross-functional partners needed to succeed.

Our team has an outsized impact opportunity for someone who has deep experience sourcing for GTM roles and driving all the front-end candidate funnel stages. As a GTM Sourcer, you’ll own hiring manager relationships across the GTM organization, identify and engage leading talent in their respective fields, and partner with our recruiters and leaders to optimize the teams.

Your Responsibilities:

• Partner with hiring managers across GTM to build and improve recruiting processes and develop customized sourcing strategies for your roles.

• Build highly targeted searches that deliver candidate profiles with precision.

• Craft thoughtful approaches to candidate outreach to engage even the most passive talent.

• Cultivate relationships with high priority targets over the long-term, including talent research and 'mapping'.

• Act as the primary touchpoint for candidates from initial outreach until the onsite interview stage, ensuring an exceptional candidate experience.

• Utilize non-traditional and creative strategies to discover talent through events, talks, etc.

• Take a highly organized and data-driven approach to candidate tracking and pipeline health.

• Represent OpenAI and engage with candidates at conferences and events.

• Effectively lead and contribute to cross-functional projects.

We’re Seeking:

• 5+ years of experience sourcing GTM / sales talent.

• Experience sourcing for non-technical roles such as product design, program management, policy, communications, legal, finance, operations, marketing, etc.

• Demonstrable success in hiring top technical talent at a premier tech company or high growth startup.

• Track record of delivering healthy candidate volume while maintaining a high degree of responsiveness and care to each stakeholder and candidate in the process.

Location and Workplace

This role is based in our Tokyo office and we offer relocation assistance to new employees.

Our offices use a hybrid work model: three days in the office per week with optional work from home on Thursdays and Fridays. Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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Synthesia is seeking an experienced Regional Director of Strategic Sales to lead the team responsible for landing and expanding our largest customers (10k+ employees). In this role, you will recruit and develop a team of world-class sellers, drive excellence across PG and MEDDPICC, and define how we land and grow within the world's largest and most complex organisations.

What you'll be doing...

• Lead our EMEA-based UK/I Accounts team to drive predictable Annual Recurring Revenue (ARR) by landing and expanding Synthesia's highest-value customers (10k+ employees).

• Own pipeline quality and rigour, ensuring the team builds a robust, data-backed pipeline that creates confidence in future revenue and supports accurate forecasting.

• Refine and execute a comprehensive account strategy, leveraging your experience to deepen relationships within key accounts, elevate our reach to the executive level, and accelerate expansion motions.

• Partner with Talent Acquisition to hire and develop a world-class team, ensuring we attract top-tier, MEDDPICC-savvy sellers.

• Shape a high-performance culture where senior sellers are coached, empowered, and given a clear path to thrive and grow at Synthesia.

• Champion a Pipeline Generation (PG) mindset, reinforcing that outbound is a shared responsibility and a core competitive advantage.

• Work cross-functionally with Marketing and Customer Success to drive seamless alignment across the commercial organisation, maximising customer satisfaction, engagement, and long-term value.

• Continuously enhance our sales playbooks, embedding best practices, process improvements, and MEDDPICC methodologies that elevate the consistency and effectiveness of the entire sales function.

Requirements

• You're a true first-line leader at heart - motivated, hands-on, and passionate about coaching teams to success every day.

• You've recruited senior sellers who have thrived (recruiting is the number 1 priority of every GTM leader at Synthesia).

• Proven track record managing senior sellers carrying $1M+ quotas, who consistently win and grow large, complex organisations (10k+ employees).

• You've sold across lines of business, not just IT. We're particularly excited if you've sold to CROs.

• Experience in value-driven, methodological, playbook sales environments, with formal adoption of MEDDPICC and Command of the Message.

• Experience navigating rapid-growth environments, embracing both the opportunities and the challenges - and thriving through them.

• Executive presence with outstanding communication skills, both verbal and written, enabling you to influence stakeholders at every level.

Our culture

At Synthesia, we're passionate about building, not talking, planning or politicising. We strive to hire the smartest, kindest and most unrelenting people and let them do their best work without distractions. Our work principles serve as our charter for how we make decisions, give feedback and structure our work to empower everyone to go as fast as possible. You can find out more about these principles here.

Benefits

• A hybrid setting where you can work from our London office.

• Paid parental leave entitles primary caregivers to 16 weeks of full pay, and secondary 5 weeks of full pay.

• 25 days of annual leave + public holidays.

• Cycle to work scheme (London).

• Private Medical Insurance (Medical History Disregarded basis), including mental health support, dental & vision, cashback and gym discounts.

• A generous referral scheme if you help us hire.

• Pension contribution/salary sacrifice.

• Work from home set up.

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Location

San Francisco

Employment Type

Full time

Department

People

Compensation

• $288K – $385K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team:

OpenAI’s mission is to ensure that artificial general intelligence benefits all of humanity. Achieving this mission requires building a team of exceptional people from around the world. The Head of Global Mobility and Immigration will play a critical role in enabling OpenAI to attract, hire, and retain global talent by designing and leading immigration and mobility programs that support a rapidly growing and internationally distributed workforce.

About the Role:

The Head of Global Mobility and Immigration will lead and scale OpenAI’s immigration, relocation, and mobility tax programs during a period of rapid company growth and global expansion. This role requires someone who can operate strategically while also building and refining the operational systems that enable the company to hire and support talent from around the world.

You will partner closely with Legal, Recruiting, People Operations, Finance, and leadership teams to ensure OpenAI’s immigration and mobility programs support the company’s growth while managing legal and compliance risk. You will also lead and develop a high-performing team responsible for delivering exceptional support to employees and candidates navigating immigration and relocation processes.

This role requires someone who thrives in fast-moving environments, is comfortable operating without rigid playbooks, and can design creative solutions tailored to OpenAI’s unique pace, scale, and global hiring needs.

Why This Role Is Unique

OpenAI competes globally for some of the most sought-after technical and research talent in the world. Many of the individuals we hire have highly specialized expertise and international backgrounds that require thoughtful and creative immigration solutions.

The Head of Global Mobility and Immigration will play a critical role in enabling the company to hire exceptional talent quickly and compliantly across jurisdictions. This role will involve navigating complex immigration scenarios, supporting extraordinary talent pathways, and designing scalable mobility programs that allow OpenAI to build a truly global workforce.

Success in this role requires creativity, sound judgment, and the ability to develop compliant solutions that enable the company to move quickly in a highly competitive global talent market.

In this role you will:

• Develop and lead OpenAI’s global immigration and mobility strategy to support the company’s hiring and workforce planning goals.

• Design scalable programs, standard operating procedures (SOPs) and policies that enable global hiring while managing compliance, risk, and operational complexity.

• Partner with Recruiting, M&A and leadership to develop creative, compliant strategies that enable OpenAI to recruit and retain the world’s top international talent and advise on new market expansion from an immigration perspective.

• Own OpenAI’s global immigration program, including visa sponsorship, work authorization, oversight and audit of employer verification processes, permanent residence processes, and compliance obligations across jurisdictions.

• Design and manage global mobility programs, including relocations, international assignments, and cross-border transfers.

• Provide strategic guidance to leadership on complex immigration, relocation, mobility tax and cross-border

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Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

People

Compensation

• San Francisco $216K – $240K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team

OpenAI’s mission is to build safe artificial general intelligence (AGI) that benefits all of humanity. Achieving this requires bringing the world’s most exceptional talent under one roof to push the boundaries of what’s possible.

Our Research Recruiting team plays a critical role in this effort. We are an embedded part of the research organization, working side by side with our research staff to deeply understand evolving priorities, build trust, and strategically shape the future of OpenAI’s talent.

About the Role

You will own and execute long-term talent strategies to identify, engage, and recruit many of the world’s leading and emerging AI researchers, research engineers, and technical scientists working at the frontier of machine learning. This is not a traditional execution-focused recruiting role.

You will operate as a strategic partner to OpenAI’s research staff, helping define hiring priorities, shape search strategy, influence candidate evaluation, and guide hiring decisions that directly impact the direction and quality of our frontier-model research and fulfillment of our mission.

In this role, you will:

• Partner directly with research and technical staff to define hiring priorities, shape search strategies, and anticipate future talent needs as technical roadmaps evolve.

• Proactively identify and cultivate exceptional AI/ML research talent across industry, academia, and emerging labs, often before formal hiring needs exist.

• Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy for highly specialized research roles.

• Serve as a trusted advisor throughout candidate evaluation and closing — helping leaders calibrate for research excellence, long-term potential, and organizational fit.

• Collaborate closely with your sourcing partner to execute complex, high-impact searches in ambiguous or rapidly evolving technical domains.

You might thrive in this role if you:

• Significant experience recruiting within highly technical or specialized environments.

• Deep interest in AI research and a desire to engage directly with global research communities.

• Experience recruiting within highly technical or specialized environments such as ML/AI, distributed systems, infrastructure, scientific computing, or quantitative research.

• Track record of leading complex, ambiguous technical searches from early talent mapping through close.

• Experience navigating high-stakes negotiations with senior technical or research candidates.

• Comfort operating in fast-moving environments where hiring priorities and role definitions may evolve over time.

Workplace & Location

This role is based in our San Francisco office and we aren’t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.

Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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What you'll do

You will be a trusted consultant to our People Experience (PE) partners and the business leaders at EA. Through conferences, research, networking, and ongoing development opportunities, we stay at the forefront of market trends and marry our knowledge of market practice with the needs of our business to create compelling compensation programs that attract, engage, reward, and retain EA's talent.

What you need

• Be the primary consultant for the assigned business unit(s), with teams located globally
• Establish and nurture consultative and collaborative relationships with PE partners, business leaders, and team members to educate managers and employees on compensation programs.
• Provide creative compensation recommendations and solutions aligned with EA's business strategy, compensation philosophy, and culture.

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