Our PurposeAt SentinelOne, we are driven by a clear purpose: to give the advantage to those who secure our future.

Grow your career at Cedars-Sinai! Cedars-Sinai Medical Center has been named to the Honor Roll in U.

Who we are?

Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.

Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.

Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.

In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.

Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.

Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.

How would you support our success?

Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.

You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.

You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.

Alongside your day-to-day partnering, you’ll partner on a number of projects:

• Helping organise our Leadership Days.

• Organising AI impact workshops with departments across the business, to help support our AI transformation.

• Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.

• Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.

You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.

Your responsibilities

• Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.

• Change & Transformation Support:

Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.

• Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.

• Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.

• Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.

• DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.

• HR Generalist & Employee Relations Support:

As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.

• HR Data & Reporting: Help improve how we use HR data, turning it into insights that support more meaningful conversations with business stakeholders.

Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.

• Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.

• Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.

What would success look like?

Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.

What will support our success?

Experience and Qualifications

• Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.

• Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.

• Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.

• Comfortable using HR data to inform decisions and support conversations with stakeholders.

• Experienced in working in an international context, with a working knowledge of UK employment practices.

• Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.

• Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.

• Available for a 12-month assignment starting early January 2027 through end of January 2028.

Skills and knowledge

• Solid coaching and advisory skills to support and develop people managers.

• Good grasp of change management, and comfortable partnering with stakeholders on this.

• Comfortable working with HR data and turning it into useful insights.

• Exceptional communication and influencing skills.

• Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.

• Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.

• High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.

• Solid problem-solving skills to work through people issues with capability and attentiveness.

• Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.

Attitude and personality-related traits

• Hands-on and pragmatic, comfortable rolling up your sleeves.

• Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.

• Communicative, and quick to build trust and credibility with managers and teams.

• Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.

• Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.

• Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.

We care for you

• Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.

• A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.

• Grow with us- Take advantage of career development opportunities and a personal training allowance to support your growth.

• Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).

• Fair compensation- Receive a competitive rewards package with benefits tailored to your role.

• Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.

£63,750 - £86,250 a year

Please note:

Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.

How we work

At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.

We have a unique culture with our values ​​as the backbone:

Who we are - Authentically human

How we think - With a growth mindset

How we act - Bravely,  side by side

How we win - By doing what we love

At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.

At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.

We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.

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

Senior People and Talent Manager

Position: Full-Time

Location: This position offers remote work from Los Angeles/New York/Denver. Please be aware that applications from candidates residing outside of California/Denver/New York will not be considered.

OVERVIEW

Movement Strategy is looking for a Senior Manager, People & Talent to oversee recruiting and people operations across Movement Strategy and Newfangled Studios. You will report to the Director of People, and work closely with hiring managers, department leads, and the leadership teams at both agencies.

This is a two-sided role, and we want to be upfront about that. Reporting into the Director of People, roughly half your time will be spent in full-cycle recruiting in a creative, social-first environment where the best candidates aren’t applying to job posts. The rest is the operational spine underneath everything, policy, compliance, leave administration, onboarding, and the programming that makes people want to stay. You’ll go from drafting a leave policy to running a final-round debrief in the same afternoon. If that sounds energizing, keep reading. If it sounds like whiplash, this probably isn’t the one.

The pace isn’t steady either. You’ll have stretches with several live searches running at once, and stretches where the work shifts almost entirely into HR and policy. If you like adjusting your own throttle and moving fluidly between two very different kinds of work, this is the job.

A BIT ABOUT US

Movement Strategy creates content and campaigns for the world’s most exciting brands. We win awards, make headlines, shatter engagement numbers and celebrate the journey along the way. It’s why companies like Amazon, Crocs, Bravo and Airlab come to us again and again.

We’re fully remote with hubs in New York, Denver, and LA, and a presence all across the US. We believe collaboration is what takes our work from good to great, and at times, even to legendary status. We champion diverse opinions and creativity in every department, and provide professional development and learning opportunities with the goal of helping you discover your best work today, and learn how to make it even better in the future.

KEY FOCUS AREAS

Talent Acquisition: 50%

• Run full-cycle recruiting across both agencies: intake, sourcing strategy, screening, interview coordination, offer, and close
• Partner with hiring managers to define what “creative excellence” looks like before the first resume - scorecards, interview plans, panel design
• Source actively for creative, strategy, paid media and account roles; build pipelines for the roles we hire repeatedly so we’re not starting from zero each time
• Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly
• You understand passive candidate dynamics in creative and social spaces, where the best people aren’t job-searching and don’t respond to a generic outreach template
• Own recruiting operations in Greenhouse: data hygiene, stage integrity, and reporting on time-to-fill, pass-through, and pipeline health
• Use AI tools to speed up sourcing and screening while still applying human judgment on portfolio, fit, and culture add. You know where AI speeds up the funnel and where it flattens the signal you actually need.
• Keep our process structured, consistent, and defensible, with documented rationale and equitable evaluation criteria
• Represent both agencies well to candidates, including the ones we don’t hire

HR & People Operations: 40%

• Draft, update, and maintain policies and the employee handbook for two operating companies. You should be able to take a messy business need and come back with a clear, compliant draft that’s ready for review, not a blank page and a list of questions
• Maintain multi-state employment compliance day to day, including wage and hour, classification, required notices, and postings, and partner with the EVP on the calls that need escalation
• Administer leaves and accommodations end to end, including the interactive process and the documentation that goes with it
• Manage the employee lifecycle across our systems, from onboarding to status changes, offboarding, and records, and keep data clean across both entities
• Support performance and engagement cycles, including review administration, survey deployment, and pulling the signal out of the results
• Use AI to accelerate policy drafting, documentation, and first-pass analysis of engagement or review data, always with a human review pass for compliance and tone before anything goes out.
• Build process where it doesn’t exist yet and improve it where it’s clunky

DEI & Culture Stewardship: 10%

• Serve as the internal thought partner on DEI, working alongside our fractional DEI partner to turn strategy into practice across both agencies
• Bring a real point of view. We want someone who can tell us where our practices fall short and push on it, not someone waiting to be told what the priorities are
• Build inclusive practice into how we hire and how we write policy, so it lives inside the work rather than running as a program on the side
• Ensure equitable access to development, opportunity, and recognition across both agencies

QUALIFICATIONS + KEY FOCUS AREAS

Recruiting & Talent Acquisition

• Full-cycle recruiting experience in an agency, creative, or media environment, you understand how creative and social teams are built and what those candidates actually care about
• Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly
• Comfort sourcing and engaging passive candidates in creative and social spaces, where the best people aren’t job-searching and don’t respond to a generic outreach template
• Fluency with an ATS, we use Greenhouse; comparable systems are fine

HR, Compliance & People Operations

• Working knowledge of multi-state employment law. You know what you know, you know what needs a lawyer, and you know the difference
• Demonstrated policy writing, bring examples, we’ll ask about them
• Experience administering leaves and accommodations, including the interactive process
• Fluency with an HRIS, we use Rippling and Lattice; comparable systems are fine

Across Both

• 6+ years across HR and recruiting, with real depth on both sides. We’re not looking for a recruiter willing to learn HR, or an HR generalist who’s done a little sourcing
• Comfort working in an agency environment where priorities shift
• A substantive, current point of view on DEI in practice, not a philosophy, but specifics about what you’ve actually changed and what didn’t work, and experience partnering with external advisors or consultants to move it forward
• Comfortable using AI tools (Claude, Greenhouse/Lattice AI features, etc.) to move faster on drafting, research, and data synthesis, with sound judgment on where AI output needs a human check before it’s final.

Nice to have

• Experience supporting a team through significant organizational change or integration
• Compensation analysis or leveling framework experience
• Experience mentoring at least one direct report
• Background in an agency that grew quickly or acquired

IDEAL QUALITIES

• High energy, passionate, curious, confident, and tenacious in learning, coupled with the ability to navigate the nuances of different teams and disciplines across both agencies.
• Must communicate quickly and accurately, think quickly or improvise, and present confidently.
• You communicate directly and plainly. We don’t do corporate-speak here, and neither should our policies.
• You hold confidence completely. You’ll be in the middle of sensitive things constantly, and people need to know it lands nowhere.
• You can hold two speeds at once — the urgency recruiting demands and the precision that policy and compliance work demands — and you know which one a given moment calls for.
• Should be a nimble self-starter and quickly adjust to internal and external teams in an ever-changing environment; identify opportunity with bias to action.
• You’re proactive and naturally curious about the digital and social space, constantly looking for opportunities to evolve the department and advance the work.
• You are passionate about the work you do and treat the teams you support as if their success were your own.
• Have a track record of success in building strong relationships, leading teams, influencing others, and navigating culture across two agencies.
• You have a diverse and inclusive perspective and can turn it into something concrete — a changed process, a better panel, a policy that works for more people.
• You make others’ jobs easier (no matter who they are or what they do).
• You create a positive and open environment, and people trust you with hard things.
• Your attention to detail is unmatched, especially where the stakes are compliance, an offer letter, or someone’s employment record.
• You know how to work smarter, not harder.

BENEFITS & PERKS

Movement Strategy’s approach to the future of work: We embrace a remote culture and empower our employees to work wherever they feel most productive. To facilitate in-person collaboration, we have a partnership with WeWork which allows our employees to have a membership to any location nationwide. We recruit in our three main states of California, Colorado, and New York.

As a leader in social advertising, we rely on the creativity of our people to deliver the best work for our clients. In return, we invest in our employees by offering them a diverse suite of benefits from best-in-class carriers, with enough choice and flexibility to keep our team and their families healthy and happy today and tomorrow.

• 100% employer contribution for health (base plan), vision, and dental

• 401K Retirement Plan with Company Match

• Short and Long Term Disability

• Life Insurance & AD&D

• Paid Parental Leave

• Fully-Remote Agency

• Unlimited Paid Time Off

  • Take-As-You-Need Paid Time Off
  • Take-As-You-Need Paid Mental Health Days
  • 10 days minimum required off per year

• Company Paid Holidays and More

• Week-Long Winter Agency Closure

• Support for continued education

• New Business Referral Bonus

• Movement Journey Program -  Stipend for personal growth

• Health and Wellness Program

• WeWork Membership

• Positive Impact and Diversity, Equity, and Inclusion (DEI) Committees

• Employee Resource Groups

SALARY & COMPENSATION

In compliance with local and state law, we are disclosing the compensation for roles that will be performed in New York City, Colorado, and California. The range listed is just one component of Movement Strategy’s total compensation package for employees.  Individual compensation varies based on location, business needs, level of responsibility, experience, and qualifications. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards.

A successful applicant’s actual base salary may vary based upon, but not limited to, skill sets, years of relevant experience, qualifications, and certifications or other professional licenses held. Movement Strategy prides itself on providing competitive salaries and actively works to ensure there is pay equity across the company.

Pay Range: $90,000 - $100,000  salary per year

Movement Strategy is an Equal Opportunity Employer

Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply for jobs unless they check every single box. Movement Strategy is dedicated to building a diverse and inclusive workplace and strongly encourages those from historically and systemically marginalized communities to apply.

We believe that what we put out into the world matters. And since we were founded on the principles of paving our own path, we take bold steps toward what we believe is the right direction. This means addressing the big stuff: the systems of inequality that impact some of us far more than others. As culture creators, we firmly believe we have a responsibility to our colleagues, clients, communities, and the industry to live up to the Movement’s name. We confront inequities head-on as they come, knowing that this work is never done and that we must keep the momentum.

Who we are?

Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.

Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.

Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.

In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.

Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.

Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.

How would you support our success?

Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.

You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.

You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.

Alongside your day-to-day partnering, you’ll partner on a number of projects:

• Helping organise our Leadership Days.

• Organising AI impact workshops with departments across the business, to help support our AI transformation.

• Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.

• Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.

You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.

Your responsibilities

• Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.

• Change & Transformation Support:

Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.

• Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.

• Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.

• Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.

• DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.

• HR Generalist & Employee Relations Support:

As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.

• HR Data & Reporting: Help improve how we use HR data, turning it into insights that support more meaningful conversations with business stakeholders.

Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.

• Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.

• Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.

What would success look like?

Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.

What will support our success?

Experience and Qualifications

• Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.

• Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.

• Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.

• Comfortable using HR data to inform decisions and support conversations with stakeholders.

• Experienced in working in an international context, with a working knowledge of UK employment practices.

• Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.

• Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.

• Available for a 12-month assignment starting early January 2027 through end of January 2028.

Skills and knowledge

• Solid coaching and advisory skills to support and develop people managers.

• Good grasp of change management, and comfortable partnering with stakeholders on this.

• Comfortable working with HR data and turning it into useful insights.

• Exceptional communication and influencing skills.

• Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.

• Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.

• High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.

• Solid problem-solving skills to work through people issues with capability and attentiveness.

• Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.

Attitude and personality-related traits

• Hands-on and pragmatic, comfortable rolling up your sleeves.

• Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.

• Communicative, and quick to build trust and credibility with managers and teams.

• Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.

• Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.

• Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.

We care for you

• Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.

• A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.

• Grow with us- Take advantage of career development opportunities and a personal training allowance to support your growth.

• Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).

• Fair compensation- Receive a competitive rewards package with benefits tailored to your role.

• Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.

£63,750 - £86,250 a year

Please note:

Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.

How we work

At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.

We have a unique culture with our values ​​as the backbone:

Who we are - Authentically human

How we think - With a growth mindset

How we act - Bravely,  side by side

How we win - By doing what we love

At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.

At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.

We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.

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

About Pair Team

At Pair Team, we’re an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.

We’re building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.

Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.

We’re one of the largest Enhanced Care Management providers in California and are on track to build the nation’s largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.

At Pair Team, were not just delivering care - we’re building the future of more equitable, community-driven healthcare.

Our Values

• Lead with integrity: We keep our commitments and take responsibility for our actions. We are dependable and choose authenticity over perfection.
• Embrace challenges: We leave our egos at the door and step forward into discomfort instead of back into safety. We help each other to learn and provide feedback using candor and kindness.
• Break through walls: We go the extra mile for our patients, partners and one another, and we run toward hard things. We are resilient in our push for consistent improvement and challenge the status quo.
• Act beyond yourself: We build each other up and respect boundaries. We seek first to understand and assume positive intent.
• Care comes first: We hold ourselves to the highest standards for our patients. We are relentless in the pursuit of our mission, and ensure that we are taking care of ourselves in order to care for others.

In the News

• Forbes: For Pair Team, Accessibility Is About Delivering Healthcare To Those Who Need It The Most
• TechCrunch: Building for Medicaid’s regulatory moment with Neil Batlivala from Pair Team
• Axios: Pair Team collects $9M for Medicaid-based care

About the Opportunity

Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. You’ll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.

In this role, you’ll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. You’ll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.

What You’ll Do

• Partner closely with Clinical and Operations leaders to drive people strategy that supports business growth, team effectiveness, and organizational health
• Coach managers through performance management, employee relations, team development, engagement, retention, and other day-to-day people matters
• Support and strengthen core people infrastructure, with ownership or partnership on programs like performance reviews, talent assessments, succession planning, and organizational planning
• Lead and support cross-functional projects that improve how the business operates, including policy updates, job description work, organizational design, team planning, and process improvements
• Partner with leaders to translate company and team OKRs into people strategies that drive execution and business outcomes
• Identify organizational risks, talent gaps, and manager support needs, and proactively recommend solutions
• Partner with leaders through change management efforts as teams evolve, scale, or reorganize
• Partner with the Employee Relations Specialist to identify employee relations trends, surface risks, and recommend solutions that improve manager support and team effectiveness
• Use data, trends, and business context to guide recommendations and solve complex people challenges
• Ensure compliance with applicable employment laws, policies, and people practices across a distributed workforce

What You’ll Need

• 5+ years of experience in HR or People roles, including direct experience as a People Business Partner or HR Business Partner
• Experience supporting large, non-exempt employee populations, ideally in healthcare, clinician-facing, or other licensure-driven environments
• Strong knowledge of California labor laws and HR best practices
• Prior startup experience, ideally within Seed to Series B companies during periods of rapid growth
• Strong business partnership skills with the ability to build credibility and trust with leaders across operations-heavy teams
• Proven experience coaching managers through performance management, employee relations, team effectiveness, and organizational change
• Experience building or improving people programs and infrastructure, not just maintaining existing processes
• Strong project management and execution skills, with the ability to move between strategy and detail seamlessly
• Data-driven mindset with the ability to use metrics and trends to inform decisions and recommendations
• Strong judgment, follow-through, and problem-solving skills
• Excellent communication skills with the ability to navigate sensitive situations with empathy, clarity, and discretion
• Highly organized and self-directed, with the ability to work effectively in a remote environment
• Mission-driven and excited by the opportunity to support teams improving healthcare access and outcomes for underserved communities

Because We Value You

• Base salary: $115,000 – $130,000
• Equity compensation package
• Flexible vacation policy – take the time you need to recharge
• Comprehensive medical, dental, and vision coverage
• 401(k)
• 100% company-sponsored short and long-term disability and life insurance
• Subsidized backup childcare and caregiver supports through Wellthy
• Work entirely from the comfort of your own home
• Monthly $100 work from home expense stipend
• We provide the equipment needed for the role
• Opportunity for rapid career progression with plenty of room for personal growth!

Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.

Pair Team participates in E-Verify to verify employment eligibility for new hires.

Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.

We do not conduct any TA business outside of our @pairteam.com emails. If you’re ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.

Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, we’re unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!

Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.

At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world.

The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding.

Great engineering teams aren’t built by waiting for exceptional talent to apply – they’re built by finding it.

As a Contract Technical Sourcer, you’ll spend 90 days identifying and engaging exceptional software engineering talent. You’ll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance.

The best sourcers don’t simply run the same searches as everyone else – they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. That’s the energy and creativity we’re looking for in this role.

Some of the Problems You’ll Solve:

🎯 Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.

🔍 How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.

🧩 What does “great” look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.

💬 How do we earn an engineer’s attention? Craft personalized, technically credible outreach that connects a candidate’s specific systems experience and career motivations with the opportunity — not a generic “exciting opportunity” template.

📈 How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.

🤖 How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.

🤝 How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.

How You’ll Make an Impact:

🚀 Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.

🔎 Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.

🧠 Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook — including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.

💬 Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.

🤝 Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.

📊 Track sourcing activity, candidate engagement, pipeline progress, and search effectiveness to understand what is working and where to iterate.

🗂 Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.

🏆 Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.

You’ll Probably Thrive Here If You:

🕵️ Love the hunt. You genuinely enjoy sourcing. Finding the right engineer – especially someone others might miss – is the part of recruiting that energizes you most.

💡 Search creatively. You think beyond job titles and familiar company lists. You use adjacent tech stacks, GitHub activity, career patterns, technical communities, conference speaker rosters, and other signals to uncover great engineering talent.

🎯 Recognize exceptional technical talent. You can read a technical background thoughtfully, identify transferable systems experience, and distinguish between candidates who match keywords and engineers who could truly excel at a Staff+ level — even without a deep engineering background yourself, you know how to research and calibrate.

✍️ Know how to engage engineers. You write concise, personalized, technically credible outreach that feels human, earns attention, and starts meaningful conversations with a notoriously hard-to-reach audience.

🔄 Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a search strategy isn’t producing the right results.

🤖 Use technology thoughtfully. You’re excited to use AI tools such as Claude, Codex, or similar platforms to make your technical research and outreach more creative, efficient, and effective.

🤝 Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers — including engineering leaders who expect precision and technical fluency.

🛠 Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter and Ashby is a plus, but curiosity, resourcefulness, and sourcing craft matter most. Great tools can accelerate a search. Great sourcers know where — and how — to look, including on GitHub, technical forums, and engineering communities.

A Note About Benefits

This is a 90-day, 1099 independent contractor engagement and is not eligible for employee benefits or equity. There may be an opportunity to extend the contract or transition into a full-time position based on business needs and performance, but neither is guaranteed.

If this engagement results in an eligible full-time position, the benefits outlined below would apply in accordance with the terms of the applicable plans and company policies.

Benefits:

🤑 Competitive Compensation: Competitive salary and equity packages for all employees

🏥 Healthcare Plan: Platinum medical, dental, and vision

🛡️ Free life insurance: Including long-term disability & short-term disability

🏄 Unlimited PTO: Uncapped vacation days & paid holidays

👶 Family Leave: Maternity & paternity

📈 401(k) Contribution: Assured contributes 3% of your income, even if you don’t contribute

🏠 WFH Benefits: Lunch on us 2x/week, monthly phone stipend & other home office perks

👪 Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses

🤝 Team events & Offsites: We’re remote, but we regularly get together

**We have been made aware of individuals falsely posing as recruiters from Assured Insurance Technologies Inc. Please note that we only contact candidates from official @ assured.claims email addresses and all interviews are conducted through verified company channels. If you are unsure whether a message is legitimate, please contact us directly at recruiting-ops@assured.claims before sharing any personal information**

Our Commitment:

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.

About Pair Team

At Pair Team, we’re an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.

We’re building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.

Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.

We’re one of the largest Enhanced Care Management providers in California and are on track to build the nation’s largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.

At Pair Team, were not just delivering care - we’re building the future of more equitable, community-driven healthcare.

Our Values

• Lead with integrity: We keep our commitments and take responsibility for our actions. We are dependable and choose authenticity over perfection.
• Embrace challenges: We leave our egos at the door and step forward into discomfort instead of back into safety. We help each other to learn and provide feedback using candor and kindness.
• Break through walls: We go the extra mile for our patients, partners and one another, and we run toward hard things. We are resilient in our push for consistent improvement and challenge the status quo.
• Act beyond yourself: We build each other up and respect boundaries. We seek first to understand and assume positive intent.
• Care comes first: We hold ourselves to the highest standards for our patients. We are relentless in the pursuit of our mission, and ensure that we are taking care of ourselves in order to care for others.

In the News

• Forbes: For Pair Team, Accessibility Is About Delivering Healthcare To Those Who Need It The Most
• TechCrunch: Building for Medicaid’s regulatory moment with Neil Batlivala from Pair Team
• Axios: Pair Team collects $9M for Medicaid-based care

About the Opportunity

Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. You’ll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.

In this role, you’ll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. You’ll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.

What You’ll Do

• Partner closely with Clinical and Operations leaders to drive people strategy that supports business growth, team effectiveness, and organizational health
• Coach managers through performance management, employee relations, team development, engagement, retention, and other day-to-day people matters
• Support and strengthen core people infrastructure, with ownership or partnership on programs like performance reviews, talent assessments, succession planning, and organizational planning
• Lead and support cross-functional projects that improve how the business operates, including policy updates, job description work, organizational design, team planning, and process improvements
• Partner with leaders to translate company and team OKRs into people strategies that drive execution and business outcomes
• Identify organizational risks, talent gaps, and manager support needs, and proactively recommend solutions
• Partner with leaders through change management efforts as teams evolve, scale, or reorganize
• Partner with the Employee Relations Specialist to identify employee relations trends, surface risks, and recommend solutions that improve manager support and team effectiveness
• Use data, trends, and business context to guide recommendations and solve complex people challenges
• Ensure compliance with applicable employment laws, policies, and people practices across a distributed workforce

What You’ll Need

• 5+ years of experience in HR or People roles, including direct experience as a People Business Partner or HR Business Partner
• Experience supporting large, non-exempt employee populations, ideally in healthcare, clinician-facing, or other licensure-driven environments
• Strong knowledge of California labor laws and HR best practices
• Prior startup experience, ideally within Seed to Series B companies during periods of rapid growth
• Strong business partnership skills with the ability to build credibility and trust with leaders across operations-heavy teams
• Proven experience coaching managers through performance management, employee relations, team effectiveness, and organizational change
• Experience building or improving people programs and infrastructure, not just maintaining existing processes
• Strong project management and execution skills, with the ability to move between strategy and detail seamlessly
• Data-driven mindset with the ability to use metrics and trends to inform decisions and recommendations
• Strong judgment, follow-through, and problem-solving skills
• Excellent communication skills with the ability to navigate sensitive situations with empathy, clarity, and discretion
• Highly organized and self-directed, with the ability to work effectively in a remote environment
• Mission-driven and excited by the opportunity to support teams improving healthcare access and outcomes for underserved communities

Because We Value You

• Base salary: $115,000 – $130,000
• Equity compensation package
• Flexible vacation policy – take the time you need to recharge
• Comprehensive medical, dental, and vision coverage
• 401(k)
• 100% company-sponsored short and long-term disability and life insurance
• Subsidized backup childcare and caregiver supports through Wellthy
• Work entirely from the comfort of your own home
• Monthly $100 work from home expense stipend
• We provide the equipment needed for the role
• Opportunity for rapid career progression with plenty of room for personal growth!

Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.

Pair Team participates in E-Verify to verify employment eligibility for new hires.

Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.

We do not conduct any TA business outside of our @pairteam.com emails. If you’re ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.

Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, we’re unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!

Position Summary We’re hiring a People Generalist on a six-month fixed-term basis to give our People team real capacity during a busy stretch. This is hands-on, high-volume work: you’ll own...

▶︎ Job Details:

・Job Title: Recruitment Consultant / Agency Recruiter

・Working Location: Remote

・Employment Type: Full-time / Permanent

・Language: English/Japanese

▶︎ What will you do:

・Conduct intake meetings with clients to understand hiring needs and establish candidate qualification criteria

・Publish job advertisements on careers pages, job boards, and social media

・Source and approach passive candidates through online platforms such as LinkedIn

・Build and maintain strong relationships with candidates and prospective clients

・Screen resumes and job applications and identify qualified candidates

・Conduct candidate interviews, including phone screenings and in-person interviews

・Provide clients with shortlists of qualified candidates based on established criteria

・Keep clients updated on hiring progress, including the number of candidates sourced and screened

・Prepare candidates for client interviews and support them throughout the hiring process

・Build talent pipelines of high-potential candidates for future opportunities

・Maintain accurate and detailed records of candidates, including resumes, assignments, and interview evaluations

・Manage a portfolio of clients and maintain strong, long-term client relationships

・Support clients in reducing time-to-hire by consistently providing high-quality candidates in a timely manner

▶︎ Required Qualifications & Skills:

・Proven work experience as an agency recruiter and in a sales-related role

・Ability to manage the full initial recruitment process, including job posting, sourcing, screening, and interviewing

・Experience recruiting for a variety of positions across different departments and seniority levels

・Experience with various interview formats, including phone screening calls and in-person interviews

・Ability to effectively evaluate candidates based on role requirements and seniority

・Knowledge of resume databases and Applicant Tracking Systems (ATS)

・Excellent communication and relationship-building skills

・Strong organizational and time-management skills

・Sales and/or coaching experience is preferred

・Bilingual in Japanese and English, with the ability to speak, read, and write both languages

・IT recruiting experience or knowledge of the IT industry is preferred

Dandy is transforming the massive and antiquated dental industry—an industry worth over $400B. Backed by some of the world’s leading venture capital firms, we’re on an ambitious mission to simplify...

Launch Your Career in Digital Health & Healthcare IT RecruitingReady to turn your communication skills, curiosity, and drive into a rewarding career?

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

CAN Pay Range

$211,720—$263,980 CAD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

US Pay Range

$158,000—$197,000 USD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

CAN Pay Range

$211,720—$263,980 CAD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

US Pay Range

$158,000—$197,000 USD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

Talent Sourcing Specialist - Fractional Schedule

Location: Remote- preference to candidates within 3 hours of Pittsburgh, PA

The Role

You have spent years mastering the mechanics of talent acquisition and proactive candidate generation. You know how to pull the right levers, build complex Boolean strings, and unearth passive talent.

Compass is looking for a Talent Sourcing Specialist who wants to keep their hands on the pulse of high-impact recruiting without managing full end-to-end desks. We need a high-level tactical Sourcer who can own the top of the funnel, providing real-time pipelining for our clients and executive team, ensuring that strategic momentum never stalls.

This is a hands-on, tactical delivery role designed for a professional who thrives on variety. The scope of our work is broad and dynamic: oscillating fluidly from specialized leadership and corporate advisory roles to critical blue-collar, technical, and operational positions. You will be part of the engine behind our active pipelines, turning abstract requirements into qualified, engaged talent.

Why This Role is Different

We are not looking for a temporary gig-worker or an anonymous offshore agency. We are looking for a core member of the Compass team who simply works a tighter, more intentional schedule to keep our pipelines moving in real time.

• The Agility Factor: While the hours are part-time at ~10–15 hours/week, your responsiveness is key. You will be required to be available across a minimum of 3 days a week to ensure our talent pools stay fresh, active, and responsive to immediate client demands.
• Mentorship + Partnership: You will work directly under a leader who deeply loves and understands the sourcing space, operating within a modern talent model that our clients genuinely love.
• Continuous Innovation: You keep your finger on the pulse of the industry, following emerging sourcing trends, tracking leading-edge sourcing voices, and actively exploring how the modern talent sourcing and recruitment marketing landscape are evolving.

Essential Responsibilities

• Execute multi-channel sourcing strategies across a wide spectrum of industries and skill levels from operational leadership to skilled trade and technical roles.
• Leverage advanced Boolean logic, x-ray searches, and professional networks (utilizing modern tools like SeekOut and similar sourcing aggregation tools) to surface passive candidates who aren’t clicking apply on job boards.
• Craft compelling, high-converting outreach messaging that reflects our firm’s and our client’s brand standards, engaging candidates with clarity and professionalism.
• Maintain clean candidate records, tracking metrics, and sourcing notes with rigorous operational data integrity.
• Align regularly with leadership on changing role scorecards, target company lists, and shifting search priorities.

Experience and Education Requirements

• Minimum 5 years of dedicated, hands-on talent sourcing experience, with a proven track record of finding hard-to-reach passive talent required.
• Deep fluency in advanced Boolean strings and deep-dive web sourcing techniques across diverse industries required.
• Tech-savvy execution with familiarity in modern talent stacks required.
  • Experience with specific tools and applicant tracking systems including SeekOut, HireEZ, JazzHR, Rippling Recruiting, Paylocity Recruiting, and BambooHR Recruiting highly preferred.
• Exceptional written communication skills with the ability to write engaging, candidate-centric outreach that resonates with people at all levels of an organization required.
• High operational rigor, self-driven work habits, and the ability to operate effectively with minimal oversight required.
• Willingness and availability to work 10–15 hours per week across a minimum of 3 days per week required.
• Local to the Greater Pittsburgh region for occasional team alignment and hybrid touchpoints highly preferred.

Pay Rate: Hourly at a range between $48–$65/hour, depending on relevant background and experience

About Valiantys

Join Valiantys and be part of something extraordinary!

At Valiantys, we’re not your typical Atlassian Platinum Solution Partner – we’re the force behind awe-inspiring, game-changing solutions, meticulously designed for Atlassian’s suite of software products. We’re the pioneers in delivering cutting-edge team collaboration and productivity tools. Think of us as the rocket fuel that powers organizations, propelling them to unparalleled heights of success and efficiency!

Now, envision yourself embarking on an exciting journey with Valiantys and Atlassian, where innovation knows no limits, and your contribution takes center stage.

What You’ll be Working on

The People Operations Specialist supports the accurate, timely, and consistent delivery of day-to-day People Operations processes across North America. The role manages HRIS, payroll, benefits, time off and leave administration, employee lifecycle transactions, compliance support, reporting, and employee inquiries. The position ensures operational processes are executed effectively while supporting the Senior People Operations Manager with governance, process improvement, and strategic initiatives. This is an execution-focused role. The Senior People Operations Manager provides direction, establishes priorities, and retains accountability for People Operations governance, policy interpretation, process design, and strategic initiatives.

$65,000 - $85,000 a year

Role Overview

The People Operations Specialist supports the accurate, timely, and consistent delivery of day-to-day People Operations processes across North America. The role manages HRIS, payroll, benefits, time off and leave administration, employee lifecycle transactions, compliance support, reporting, and employee inquiries. The position ensures operational processes are executed effectively while supporting the Senior People Operations Manager with governance, process improvement, and strategic initiatives. This is an execution-focused role. The role provides direction, establishes priorities, and retains accountability for People Operations governance, policy interpretation, process design, and strategic initiatives.

Primary Responsibilities

People Operations

HRIS & Data Integrity

• Maintain accurate employee records and employee data in HiBob.
• Process routine employee lifecycle changes in HRIS
• Execute transfers, terminations, compensation updates
• Conduct routine HRIS audits (accuracy ≥99%)
• Maintain documentation within defined system of record
• Support HRIS testing and implementation initiatives
• Escalate data integrity risks or system issues to the Senior People Operations Manager

Payroll Execution Support

• Prepare payroll input files and change reports
• Perform pre- and post-payroll validation checks
• Support Workers Compensation reporting and preparation and quarterly/annual filing
• Assist in tax and compliance documentation preparation
• Partner with Payroll vendor under Ops Manager oversight
• Prepare and coordinate the overall North America payroll process for both the US and Canada, including gathering, validating, and reconciling payroll inputs prior to payroll submission.
• Accountability-Execution accuracy, documentation and completeness and timeliness of payroll inputs and processing, not payroll governance.

Benefits & Retirement Administration

• Process life events and benefit changes.
• Support retirement contribution administration and uploads.
• Work with benefits vendors to resolve routine employee or administrative issues.
• Audit benefit eligibility and enrollments.
• Escalate vendor discrepancies or eligibility concerns Senior People Ops Manager Time Off & Leave Management.
• Process routine vacation, time-off, and leave transactions.
• Maintain accurate employee leave and time-off records.
• Support the administration of employee leave processes in accordance with established procedures.
• Coordinate required documentation and system updates.
• Respond to routine employee and manager questions regarding time off and leave.
• Escalate complex, policy-related, or sensitive leave matters to the Senior People Ops Manager.

Reporting & Administrative Operations

• Prepare recurring HR reports (headcount, turnover, leave).
• Maintain audit documentation.
• Escalate complex or policy-related to Senior People Ops Manager

Employee Support

• Respond to routine employee and manager People Operations questions.
• Provide accurate guidance based on established policies, procedures, and resources.
• Monitor and resolve routine People Operations tickets and requests.
• Direct complex, sensitive, or policy-related matters to the appropriate People team member.
• Maintain service-oriented and professional employee experience.

People Operations Projects

• Support People Operations projects and initiatives as assigned.
• Complete assigned project activities within established timelines.
• Provide operational input and support implementation activities.
• Collaborate with cross-functional stakeholders as required.

Collaboration & Teamwork

• Demonstrates a positive, initiative-taking attitude and a strong commitment to collaboration.
• Build trusted relationships across the People & Culture team and with extended departments, working effectively across functions to deliver seamless employee support and operational outcomes.
• Communicates clearly, contributes to a positive team environment, and approaches challenges with a solutions-oriented mindset.

Knowledge & Expertise

• Working knowledge of People Operations processes and employee lifecycle administration. Strong understanding of HRIS, payroll, benefits, time-off, leave, and employee data processes.
• Experience with ADP Workforce Now and HiBob is an asset.
• US Payroll- Familiarity with U.S. payroll processes and applicable federal and state compliance requirements is expected.
• Ability to follow established procedures while identifying potential issues or exceptions. Strong attention to detail and commitment to data accuracy.
• Ability to manage confidential employee information appropriately. Strong organizational, communication, and critical thinking skills.
• Ability to work effectively across multiple stakeholders and priorities.

Success in the Role

• Accurate and timely execution of People Operations processes.
• High-quality employee data and HRIS transactions.
• Complete and accurate payroll and benefits inputs.
• Timely completion of employee lifecycle activities.
• Consistent adherence to SOPs, policies, and compliance requirements.
• Responsive and professional employee and manager support.
• Effective identification and escalation of issues.
• Reliable collaboration with internal stakeholders and vendors.
• Ownership and timely completion of assigned People Operations work

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

About Smartcat

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world’s leading enterprises.

We’re on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren’t generic copilots. They’re fully trained digital teammates that learn from your best people, your content, and your business strategy—ready to get to work from day one.

Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you’re launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale.

Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world—instantly, accurately, and in every language. As a Series C company with consistently high year-over-year growth, we’re scaling fast and investing in people who want to shape the future of work with us.

Join us in unlocking global potential, one human and agent team at a time.

Mission

Increase Smartcat’s talent density by hiring exceptional talent through an AI-first, data-driven recruiting approach.  You will partner closely with leaders across Go-to-Market, Product, Engineering, and G&A to identify, attract, assess, and close high-performing talent who thrive in high-growth, high-accountability environments.  You will also help shape the future of recruiting at Smartcat by leveraging AI, automation, and market intelligence to continuously improve how we hire.

What You’ll Own

Talent Density

• Hire high-performing talent who raise the bar across the organization
• Independently manage complex searches from Individual Contributor to Director level across multiple functions
• Drive rigorous evaluation processes focused on capability, motivation, adaptability, and long-term impact
• Influence hiring decisions with data, market insights, and strong judgment

AI-First Recruiting

• Use AI tools to improve sourcing, outreach, interview preparation, market mapping, process efficiency, and decision-making
• Continuously experiment with new workflows, automations, and recruiting technologies
• Help evolve Smartcat into a world-class AI-native Talent Acquisition organization

Talent Delivery

• Consistently meet or exceed quarterly hiring goals in a fast-scaling environment
• Drive urgency and accountability across hiring teams
• Anticipate bottlenecks early and proactively solve them before they impact business outcomes

Strategic Partnership

• Act as a trusted advisor to hiring managers and executives
• Use talent market intelligence to influence hiring strategy, compensation positioning, and org design discussions
• Challenge assumptions when needed and advocate for high hiring standards

Candidate Experience & Employer Brand

• Deliver a high-touch, high-quality candidate experience grounded in transparency, responsiveness, and respect
• Represent Smartcat’s culture, ambition, and mission with authenticity
• Build long-term relationships with exceptional talent globally

Your outcomes

By Day 30

• Build strong partnerships with hiring managers and key stakeholders
• Develop a deep understanding of Smartcat’s business, products, culture, and AI-native operating model
• Learn Smartcat’s recruiting workflows, systems, and hiring philosophy
• Begin owning active searches independently

By Day 60

• Independently manage multiple active searches across functions
• Demonstrate strong proficiency in Greenhouse and recruiting workflows
• Begin integrating AI tools and automation into your daily recruiting operations
• Establish credibility as a responsive and strategic partner

By Day 90

• Successfully close high-impact hires
• Be recognized as a trusted advisor by hiring managers
• Influence hiring decisions through data, market insights, and strong talent judgment
• Contribute process improvements that increase recruiting efficiency or hiring quality

What You’ve Accomplished

• 10+ years of full-cycle recruiting experience in a high-growth SaaS, AI, or startup environment
• Experience hiring across both GTM and R&D organizations
• Proven success managing complex and high-priority searches in fast-changing environments
• Demonstrated ability to use AI tools to increase productivity and improve recruiting outcomes
• Strong sourcing and talent mapping capabilities across multiple channels and markets
• Excellent written communication and cold outreach skills
• Strong stakeholder management and influencing capabilities across manager to executive level
• Experience using recruiting metrics and market insights to guide decision-making
• Ability to operate independently with high ownership and accountability
• Comfortable navigating ambiguity, shifting priorities, and intense growth environments

What Makes Someone Successful at Smartcat

• Strong sense of urgency and bias toward action
• Results-oriented and highly accountable
• Curious, adaptable, and continuously learning
• Open to direct feedback and willing to challenge others constructively
• Passionate about building exceptional teams and raising talent density
• Thrives in fast-paced, high-performance environments
• Communicates clearly, directly, and transparently
• Uses AI as a force multiplier, not a novelty

Why joining Smartcat might be your best move so far

• A global, connected team We’re a team of 200+ people across 30+ countries, working together through a hub-and-spoke model anchored in eight key locations: New York, London, Lisbon, Costa Rica, Serbia, Armenia, Georgia, and Spain.  Most of our roles are remote-friendly, giving you the flexibility to do your best work from where you thrive. For customer-facing teams, we prioritize proximity to our customers, ensuring we stay deeply connected to their needs and deliver an exceptional experience.  No matter where you’re based, you’ll be part of a highly collaborative, globally-distributed team that values ownership, speed, and meaningful impact.
• Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you’ll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation.
• Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow,  traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost.
• Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn’t for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here.
• Smartcat Culture Code: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual’s unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.

About HumanSignal

Real-world data is the competitive edge in AI.

HumanSignal is a human data partner for companies building AI models and products. Our customers ship better AI, faster, because we partner with their researchers from real-world data creation to annotation to delivery.

We design and create datasets from scratch, recruit and manage the domain experts who evaluate model output, and run everything through our own platform, Label Studio, the open-source standard for data labeling and evaluation, used by over 1 million practitioners worldwide.

We specialize in the operationally complex: real-world data collection, multimodal pipelines, and multi-step workflows. Advanced ML and AI teams use our enterprise platform to run their own data factories, and our services team to extend their reach where in-house capacity runs out.

If you want to do work that materially shapes how the next generation of AI products gets built, we’d love to talk.

About the Role

As a Growth Associate, you’ll build the expert supply side of our Data Services business. You’ll source, vet, and onboard specialized annotators and performers across dozens of skill profiles and languages. Your pipeline decides how fast we can say yes to a new customer project, which makes your work a direct input to revenue.

What You’ll Do

• High touch sourcing and recruiting. Use LinkedIn Recruiter, professional communities, universities, and niche networks to find specialists: languages other than English, regional dialect speakers, designers, clinicians, and other hard-to-find profiles.
• Scale sourcing channels. Leverage AI workflows and automation to test and scale channels that convert, from online communities to LinkedIn, while raising the quality bar and annotator experience.
• Establish vetting pipelines. Determine how to vet and assess annotators based on project requirements, expertise, and needs.
• Build relationships. Keep experts engaged between projects so our roster stays warm and staffable, not a list of cold emails.
• Collaborate across teams. Partner with project and delivery leads to translate customer specs into candidate profiles early, so sourcing starts before the project does.
• Drive growth. Staffed capacity is the constraint on how much work we can take. You loosen that constraint.

What We’re Looking For

• 2-5 years of experience in high-volume recruiting
• Experience using LinkedIn Recruiter / Sales Navigator and other sourcing tools
• Fluency building AI workflows to scale what’s working and improve anntotator experience
• Comfort owning funnel metrics: outreach volume, response rates, conversion, time-to-fill
• Strong written communication, responsiveness and professionalism. Most of your outreach happens over email and DMs
• A track record in fast-paced, target-driven environments (startups, agencies, consulting, or similar)
• Resilience, proactivity, and flexibility to adjust strategy when things aren’t working or projects change course