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.

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...

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 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

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

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 requisitions end to end, run onboarding for new hires, clean up our employee files, and build out job descriptions across the business.

This is a great fit for someone who likes to see the whole HR function rather than one slice of it, works quickly without dropping details, and is comfortable being the person who finally gets the backlog closed out. You’ll report to the Head of People.

Term: This is a six-month fixed-term position with a defined end date. It is a W-2 employee role at Wheel, not a contractor engagement. Extension or conversion to a permanent role is possible but not guaranteed, and depends on business need at the end of the term.

Job Responsibilities

• End-to-end recruitment

  • Own requisitions from kickoff to offer — intake with the hiring manager, sourcing strategy, job posting, screening, interview scheduling and coordination, candidate communication, and offer support.

  • Run phone screens and provide clear, evidence-based recommendations to hiring managers.

  • Keep the ATS clean — accurate dispositions, current pipeline stages, and complete candidate records.

  • Manage the candidate experience — timely follow-up, clear next steps, and a professional close for every candidate, whether or not they advance.

• Onboarding

  • Run onboarding end to end for new hires — offer letter and new hire paperwork, background check and I-9 coordination, system and equipment provisioning requests, and first-week scheduling.

  • Serve as the new hire’s first point of contact for questions about policy, benefits enrollment, and getting set up.

  • Track completion of required new hire documentation and follow up on anything outstanding.

• Employee file audits

  • Audit employee files against a documentation checklist — identify missing, incomplete, or misfiled records and close the gaps.

  • Verify required documentation is present and current, including I-9s, signed policy acknowledgments, and handbook agreements.

  • Maintain records in accordance with retention requirements and Wheel’s data handling standards, escalating discrepancies rather than resolving them independently.

  • Produce a summary of audit findings and remaining gaps at the end of the engagement.

• Job description development

  • Write and refresh job descriptions across departments, working from hiring manager input and existing role documentation.

  • Standardize format and language so postings are consistent, accurate, and inclusive.

  • Partner with hiring managers to pin down scope, requirements, and must-have versus nice-to-have criteria.

  • Ensure descriptions accurately reflect essential functions and align to the correct classification and leveling, flagging anything that needs review.

• HR administration

  • Maintain accurate employee data in the HRIS (BambooHR) — new hires, changes, and terminations.

  • Process routine employee lifecycle transactions and generate standard reports as requested.

  • Respond to routine employee questions on policy and process, escalating anything requiring interpretation.

  • Support recurring People team operations including e-signature campaigns, compliance tracking, and documentation upkeep.

  • Assist with employment verifications and other standard administrative requests.

Qualifications

• 5+ years of HR experience in a generalist or combined recruiting and HR operations capacity.

• Full-cycle recruiting experience — you’ve owned requisitions yourself, not just coordinated them.

• Hands-on HRIS and ATS experience. BambooHR familiarity is a plus but not required.

• Strong attention to detail. This role involves audit work where accuracy is the deliverable.

• Comfortable with confidential information and clear on the difference between what you can resolve and what needs to be escalated.

• Organized and self-directed. Six months is a short runway — you’ll need to prioritize and move without much ramp.

• Clear written communication. Much of this job is writing: job descriptions, candidate correspondence, and documentation.

• Working knowledge of employment fundamentals — I-9 and employment eligibility, recordkeeping, and classification basics.

• Authorized to work in the US. Wheel is unable to sponsor employment authorization for this position.

Nice to have

• Experience in healthcare, telehealth, or another regulated industry.

• Exposure to multi-state employment or a distributed workforce.

• File audit or HR compliance project experience.

• PHR, SHRM-CP, or similar certification.

Compensation and Details

• Pay range: $50.00 – $70.00 per hour, depending on experience, scope, and work location.

• Term: Six months from start date, with a defined end date.

• Schedule: Full-time, approximately 40 hours per week.

• Location: Remote within the United States.

• Benefits: Fixed-term employees are eligible for benefits including medical, dental, vision and 401(k)

Wheel is committed to equal employment opportunities for all team members. Every decision we make regarding employment is solely based on merit, competence, and performance. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills.

Research shows that underrepresented groups typically apply only if they meet 100% of the criteria listed. At Wheel, we encourage women, people of color, and LGBTQ+ job seekers to apply for positions even if they don’t check every box for the role.

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

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

Company Summary Arlo Solutions (Arlo) is an information technology consulting services company that specializes in delivering technology solutions. Our reputation reflects the high quality of the talented Arlo Solutions team...

Company Summary Arlo Solutions (Arlo) is an information technology consulting services company that specializes in delivering technology solutions. Our reputation reflects the high quality of the talented Arlo Solutions team...

Job SummaryThe Phyisican Recruiter is responsible for maintaining and expanding Dane Street’s physician panel.

Who We Are

Addepar is a global data and AI platform empowering investment professionals to turn complex financial information into actionable intelligence. Addepar unifies portfolio, market and client data in a total portfolio view and delivers AI-powered insights within investment and client workflows. More than 1,400 firms in nearly 60 countries use Addepar to manage and advise on nearly $9 trillion in assets. Its open platform integrates with nearly 650 software, data and consulting partners to power end-to-end investment operations across firms of all sizes and complexity. Addepar supports clients worldwide with offices in New York City, Salt Lake City, London, Edinburgh, Pune, Dubai, Geneva, Singapore and São Paulo.

The Role

We’re looking for an experienced Technical Recruiter to join our R&D recruiting team on a 12-month project basis, partnering across Engineering, Product, and Data - including roles supporting Addepar’s AI initiatives. You’ll work alongside our other R&D-focused technical recruiter, splitting and sharing req load so we can move faster on a growing and increasingly specialized technical pipeline. You won’t just fill roles; you’ll act as a strategic partner to hiring managers and a strong ambassador for Addepar’s technical brand.

Applicants must be legally authorized to work in the United States for any employer without requiring current or future visa sponsorship (for example, employment-based visas such as H-1B, F-1/OPT, or similar), and must be authorized to begin work in the U.S. on their first day of employment.

Addepar takes a market-based approach to pay. A successful candidate’s starting pay will be determined based on the role, job-related skills, experience, qualifications, work location, and market conditions.

The range displayed on each job posting reflects the minimum and maximum target base salary for roles in Colorado, California, and New York. The current range for this role is $94,000 - $146,000 + bonus + equity + benefits.

Your recruiter can share more about the specific salary range for your preferred location during the hiring process. Additionally, these ranges reflect the base salary only, and do not include bonus, equity, or benefits.

What You’ll Do

• Own full-cycle recruitment for R&D roles - from intake through offer - with a focus on high-quality sourcing and rigorous technical screening.
• Partner closely with the other R&D recruiters to divide and cover the team’s req load, staying aligned on process, bar, and candidate experience so hiring managers get a consistent experience regardless of who they’re working with.
• Recruit for roles supporting AI initiatives, developing sourcing strategies suited to a fast-moving, competitive talent pool.
• Use recruitment metrics and market insight to advise hiring managers on pipeline health, talent availability, and competitive positioning.
• Develop multi-channel sourcing strategies to engage passive talent in niche technical and AI communities.
• Lead calibration syncs with hiring managers to refine requirements, set the interview bar, and align on candidate profiles.
• Identify and resolve funnel bottlenecks to keep the hiring process efficient and professional for candidates and stakeholders alike.
• Represent Addepar’s mission and technical challenges credibly to candidates across the R&D org.

Who You Are

• Bachelor’s degree or equivalent experience.
• You have a proven track record in full-cycle recruitment for complex R&D roles in a fast-paced, scaling environment.
• You have experience recruiting for AI/ML roles, or are quick to get up to speed on that talent market and its sourcing channels.
• You work well as part of a small team covering shared territory - you communicate proactively, don’t duplicate effort, and keep your counterpart in the loop.
• You adapt your style to partner effectively with a range of hiring managers and can influence decisions with data.
• You’re fluent in comp benchmarking and comfortable making a data-backed case.
• You’re a clear communicator who can translate complex technical work into a compelling story for candidates.
• You’re comfortable with ambiguity and lean on metrics to drive your strategy.
• You’re committed to a transparent, high-touch candidate experience regardless of outcome.

Our Values

• Act Like an Owner - Think and operate with intention, purpose and care. Own outcomes.
• Build Together - Collaborate to unlock the best solutions. Deliver lasting value.
• Champion Our Clients - Exceed client expectations. Our clients’ success is our success.
• Drive Innovation - Be bold and unconstrained in problem solving. Transform the industry.
• Embrace Learning - Engage our community to broaden our perspective. Bring a growth mindset.

In addition to our core values, Addepar is proud to be an equal opportunity employer. We seek to bring together diverse ideas, experiences, skill sets, perspectives, backgrounds and identities to drive innovative solutions. We commit to promoting a welcoming environment where inclusion and belonging are held as a shared responsibility.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

PHISHING SCAM WARNING: Addepar is among several companies recently made aware of a phishing scam involving con artists posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote “interviews,” and making fake job offers in order to collect personal and financial information from unsuspecting individuals. Please be aware that no job offers will be made from Addepar without a formal interview process. Additionally, Addepar will not ask you to purchase equipment or supplies as part of your onboarding process. If you have any questions, please reach out to ta-operations@addepar.com.

Who We Are

Addepar is a global data and AI platform empowering investment professionals to turn complex financial information into actionable intelligence. Addepar unifies portfolio, market and client data in a total portfolio view and delivers AI-powered insights within investment and client workflows. More than 1,400 firms in nearly 60 countries use Addepar to manage and advise on nearly $9 trillion in assets. Its open platform integrates with nearly 650 software, data and consulting partners to power end-to-end investment operations across firms of all sizes and complexity. Addepar supports clients worldwide with offices in New York City, Salt Lake City, London, Edinburgh, Pune, Dubai, Geneva, Singapore and São Paulo.

The Role

We’re looking for an experienced Technical Recruiter to join our R&D recruiting team on a 12-month project basis, partnering across Engineering, Product, and Data - including roles supporting Addepar’s AI initiatives. You’ll work alongside our other R&D-focused technical recruiter, splitting and sharing req load so we can move faster on a growing and increasingly specialized technical pipeline. You won’t just fill roles; you’ll act as a strategic partner to hiring managers and a strong ambassador for Addepar’s technical brand.

Applicants must be legally authorized to work in the United States for any employer without requiring current or future visa sponsorship (for example, employment-based visas such as H-1B, F-1/OPT, or similar), and must be authorized to begin work in the U.S. on their first day of employment.

Addepar takes a market-based approach to pay. A successful candidate’s starting pay will be determined based on the role, job-related skills, experience, qualifications, work location, and market conditions.

The range displayed on each job posting reflects the minimum and maximum target base salary for roles in Colorado, California, and New York. The current range for this role is $94,000 - $146,000 + bonus + equity + benefits.

Your recruiter can share more about the specific salary range for your preferred location during the hiring process. Additionally, these ranges reflect the base salary only, and do not include bonus, equity, or benefits.

What You’ll Do

• Own full-cycle recruitment for R&D roles - from intake through offer - with a focus on high-quality sourcing and rigorous technical screening.
• Partner closely with the other R&D recruiters to divide and cover the team’s req load, staying aligned on process, bar, and candidate experience so hiring managers get a consistent experience regardless of who they’re working with.
• Recruit for roles supporting AI initiatives, developing sourcing strategies suited to a fast-moving, competitive talent pool.
• Use recruitment metrics and market insight to advise hiring managers on pipeline health, talent availability, and competitive positioning.
• Develop multi-channel sourcing strategies to engage passive talent in niche technical and AI communities.
• Lead calibration syncs with hiring managers to refine requirements, set the interview bar, and align on candidate profiles.
• Identify and resolve funnel bottlenecks to keep the hiring process efficient and professional for candidates and stakeholders alike.
• Represent Addepar’s mission and technical challenges credibly to candidates across the R&D org.

Who You Are

• Bachelor’s degree or equivalent experience.
• You have a proven track record in full-cycle recruitment for complex R&D roles in a fast-paced, scaling environment.
• You have experience recruiting for AI/ML roles, or are quick to get up to speed on that talent market and its sourcing channels.
• You work well as part of a small team covering shared territory - you communicate proactively, don’t duplicate effort, and keep your counterpart in the loop.
• You adapt your style to partner effectively with a range of hiring managers and can influence decisions with data.
• You’re fluent in comp benchmarking and comfortable making a data-backed case.
• You’re a clear communicator who can translate complex technical work into a compelling story for candidates.
• You’re comfortable with ambiguity and lean on metrics to drive your strategy.
• You’re committed to a transparent, high-touch candidate experience regardless of outcome.

Our Values

• Act Like an Owner - Think and operate with intention, purpose and care. Own outcomes.
• Build Together - Collaborate to unlock the best solutions. Deliver lasting value.
• Champion Our Clients - Exceed client expectations. Our clients’ success is our success.
• Drive Innovation - Be bold and unconstrained in problem solving. Transform the industry.
• Embrace Learning - Engage our community to broaden our perspective. Bring a growth mindset.

In addition to our core values, Addepar is proud to be an equal opportunity employer. We seek to bring together diverse ideas, experiences, skill sets, perspectives, backgrounds and identities to drive innovative solutions. We commit to promoting a welcoming environment where inclusion and belonging are held as a shared responsibility.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

PHISHING SCAM WARNING: Addepar is among several companies recently made aware of a phishing scam involving con artists posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote “interviews,” and making fake job offers in order to collect personal and financial information from unsuspecting individuals. Please be aware that no job offers will be made from Addepar without a formal interview process. Additionally, Addepar will not ask you to purchase equipment or supplies as part of your onboarding process. If you have any questions, please reach out to ta-operations@addepar.com.