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

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 Description

Aboitiz Foods is an integrated regional food and agribusiness company dedicated to creating a high-performance culture anchored on our time-honored values of Integrity, Teamwork, Innovation, and Responsibility. Through the collective strengths of our subsidiaries, Pilmico and Gold Coin, we believe in sustainably feeding Asia’s growth from mill to meal.

We are constantly improving and optimizing our processes by integrating the value chain around Asia. We leverage our sector expertise and capabilities to deliver quality every time. With our world-class technology and culture of constant innovation, we devote ourselves to serving you better.

At Aboitiz Foods, we embrace change and inspire innovation, leading the way in food and agribusiness solutions. Join us as we shape the future of food in Asia and build a culture where, together, we nourish the future.

https://www.aboitizfoods.com/

Job Description

Intern will be assigned to the Talent Engagement team of the Human Resource Department and will have the following responsibilities:

• Create a porfolio of communication templates for Internal Communication, Values statement posters, deck, etc., based on the Aboitiz Foods Brand.
• Assist in writing and creating internal communication materials like posters, deck, etc.
• Assist in planning and facilitating Aboitiz Foods engagement events
• Assist in writing and creating employer branding materials

Metrics:

• Visual Impact
• Completeness
• Creativity -Organization
• Quality

Qualifications

• Students taking up HR, Psychology, Communications, or any related course
• Creative and detail-oriented
• Proficient in Canva
• Able to edit posters and short videos
• Must complete at least 400 internship hours
• Willing to work on a hybrid setup (onsite in Makati and work from home)
• Available for an internship from August to December 2026

Onboarding Requirements:

• Officially enrolled in a university
• At least in its penultimate year
• Enrolled in an internship subject
• With good scholastic records duly endorsed by the school
• Able to pass the pre-internship requirements

About Us_// At Masabi, we’re driving the fare payment revolution, powering the journeys of millions all over the world. We build fare collection platforms that allow riders to seamlessly buy...

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...

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.