Who We Are!

🌍 Africa has the world’s youngest and fastest-growing population. By 2035, the continent is poised to contribute more young people to the global workforce each year than the rest of the world combined.

At Educate! we’re obsessed with impact. We leverage iterative learning to build highly scalable youth employment solutions aimed at unlocking the potential of the world’s youngest continent.

Educate! prepares youth in Africa to learn, earn and thrive in today’s economy by:

1. Introducing an employment-focused school subject into secondary and
2. Delivering livelihood boot camps for out-of-school youth, with a focus on marginalized rural girls and young women.

To date, more than 500,000 youth have been meaningfully impacted across Uganda, Rwanda, Kenya, and Tanzania, and along the way, Educate! has become the largest youth employment and skills provider in East Africa.

Educate! is a team of over 300 largely African staff and 300 volunteer youth mentors. We prioritize building an engaging, fulfilling and growth oriented work environment. 50% of our top 30 leaders have been with us for over 5 years, 10+ alumni have started their own organizations, and 6 current or former team members were Acumen Fund East Africa fellows.

We have been backed by top foundations such as Imaginable Futures, Livelihood Impact Fund,  Jack Dorsey’s #startsmall, CIFF and Echidna Giving. Educate! won a 2018 Klaus J. Jacobs Prize and a 2015 WISE Award, and has been highlighted by the World Bank’s S4YE’s Impact Portfolio, an Al Jazeera documentary, BBC, The Brookings Institution as one of 14 case studies on scaling education, and the Gates Foundation as a Goalkeepers Accelerator. In 2022, we received a catalytic investment from philanthropist Mackenzie Scott to scale our systems change work.

Educate!’s long-term vision is to design solutions that measurably impact millions of youth across Africa each year.

Good to note: To Our Awesome Applicants! 🚀💫

We know that incredible candidates sometimes hesitate to apply if they don’t meet every requirement. If this role excites you, we encourage you to apply!

We’re looking for passionate individuals who believe in our mission and can bring unique perspectives to our team—not just those who check every box. We value diversity and strongly encourage women and individuals from all backgrounds to apply.

Position Overview

Educate! is looking for a Fractional Senior People Advisor to partner with our CEO and executive team as a senior people advisor.

Educate! is now 300+ staff across Uganda, Rwanda, Kenya and Tanzania. At this size our most interesting people problems aren’t administrative. They’re about how we manage growth across countries, how we apply policy and employment law to get the best outcome for the business and the people in it, and most importantly, strong communications in bringing our people along in the decisions we make.

This is a senior, part-time advisory engagement, roughly 10–12 hours per week, fully remote. You will not run the people function; that sits with our Global People & HR Director. You will be the seasoned people business partner our executive team leans on when the stakes are high: someone who reads a situation quickly, can decipher what the policy and the law actually allow, and helps the exec team choose the option that holds up commercially, legally, and with the team.

What You’ll Do🌟

Partner with the exec team on people decisions

• Act as a senior people business partner to the CEO and exec team
• Bring an independent read on org design, team composition, and succession questions as Educate! scales
• Pressure-test decisions before they are made, and name the risks nobody else is naming

Apply policy and employment law to get the best outcome for the business and our people

• Translate our existing global policy and countries’ employment law into practical options the exec team can act on: what we can do, what it costs us, and what it does to trust
• Advise on the live, consequential cases: restructures, exits, performance situations, grievances and investigations across Uganda, Rwanda, Kenya and Tanzania
• Judge when a global standard should hold and when local context should shift how we apply it
• Flag where our current policy is getting in the way of a good business or people outcome, so we can fix it

Work on team dynamics and development

• Coach individual team members through the interpersonal and cross-cultural dynamics of a matrixed, multi-country organization
• Design and, where useful, facilitate sessions that get the team moving when it is stuck

Sharpen how people decisions get communicated

• Shape the messaging behind restructures, policy changes, and leadership transitions before they land
• Edit and stress-test internal communications so they read as clear, honest, and consistent with how we talk about ourselves
• Advise on what to say, what to hold, and when to say it

Who You Are 🦸‍♀️🦸‍♂️

• 8+ years in senior HR, people, or organizational development roles. This can include time as a startup people leader, an HR business partner to an executive team or as an advisor to a CEO.
• Strong writing. You can take a difficult people decision and turn it into communication people accept
• Comfortable being the outside voice: direct with the top leaders, discreet with what you hear, and unattached to being the one who executes
• Fits our Five Culture Tenets (see What is Educate! About? below); Learn more by looking at Educate!’s culture deck here

Terms

• Fully remote.
• Approximately 10–12 hours per week, engaged on a consultancy basis
• Initial engagement with the intention to extend based on fit and need
• Compensation will be competitive and based on experience

Applications are reviewed on a rolling basis.

Our Culture & Tenets(Values) 🌱

We’re ambitious. Are you? Educate! is growing fast, so new opportunities are opening up and expanding all the time. We’re inspired by people with drive, and we love to help them reach their full potential. We expect everyone at Educate! to contribute above and beyond their job description, grow their skills, and advance their careers, and we are committed to supporting our staff members on that journey of their careers, and we are committed to supporting our staff members on that journey.

1. We put Youth First, Impact-Obsessed- We are purpose-driven, focused on impact, and prioritize what truly matters. We listen to youth, design our efforts around their needs, and ensure every dollar creates transformative experiences they value.
2. We Exceed Expectations - We take pride in going above and beyond to achieve the best results—proactively identifying problems and seeking solutions without waiting or stopping at what’s requested.
3. We Are Always Learning - We are committed to seeking and applying new knowledge and ideas. We stay open-minded and continuously try new things, experiment, grow, and improve. We invest in learning for ourselves and our teams.
4. We are One Team, Many Views- We value all individuals, believe diverse ideas and open dialogue drive excellence, foster a supportive and respectful environment where everyone can freely express themselves. We work as one team and prioritize the organization’s mission over personal or team interests.
5. We have the Startup Mindset - We innovate relentlessly to grow our impact, we never think “we have arrived” or “we’re done.”We constantly challenge the status quo, embrace change, and move quickly toward our vision. Unafraid of failure, we question anything that hinders progress.

Every person at Educate! — from interns to the executive director — is evaluated by how they live up to these five cultural tenets. They are at the core of how we achieve our mission and why we work as well as we do.  Educate is committed to providing an inclusive and welcoming environment for all who interact in our community. In creating this environment, we encourage people from a variety of cultures, backgrounds and life experiences to join our diverse team.

We’re committed to ensuring all candidates are screened for child and youth safety. As part of the process, candidates must successfully complete our standard background verification and safeguarding review in accordance with local legal standards. Educate! reserves the right to withdraw an offer of employment if any screening results indicate potential risks to youth.

Fingerprint empowers enterprises to detect and stop online fraud with the world’s most accurate device intelligence.  We lead our industry with bleeding-edge identification capabilities and work on turning new ideas and discoveries in the fraud detection space into reality. Our customers range from innovative startups to leading enterprise companies, including Plaid, Dropbox, and Booking.com.

Fingerprint is a globally dispersed, 100% remote company. We were named on on the 2026 Forbes Best Startup Employers list and ranked #803 on the 2026 Inc. 5000 list of America’s fastest-growing private companies.

We have raised $77M and are backed by Craft Ventures (Tesla, Facebook, Airbnb ), Nexus Venture Partners ( Postman, Apollo.io, MinIO, Druva) and Uncorrelated Ventures ( Redis, Rollbar,  Gradle).

Location Preference: Remote, Preference for candidates located in the US

As a Senior Recruiter at Fingerprint, you’ll own full-cycle recruiting across both Go-to-Market and Technical roles, partnering closely with hiring managers and leadership to build teams and hire exceptional talent during a critical stage of growth. This is a highly consultative role for someone who thrives in a fast-paced startup environment, enjoys solving complex hiring challenges before they slow down a search, and isn’t afraid to introduce new ideas.

You’ll act as a trusted talent advisor, helping leaders define hiring strategies, calibrate talent, navigate market conditions, and drive hiring decisions from kickoff through offer acceptance. The ideal candidate is proactive, resourceful, highly organized, and brings a strong sense of ownership to every search.

Responsibilities:

• Full-Cycle Recruitment: Own the end-to-end recruitment process for both technical (e.g., Software Engineers, Product Managers) and non-technical (e.g., Marketing, Sales, Operations, People) roles.
• Candidate Sourcing: Leverage a mix of channels - LinkedIn Recruiter, Gem, Reddit, job boards, professional networks -  utilizing creative outreach strategies to proactively identify and engage both technical and GTM talent.
• High Volume Pipeline Ownership: Build and maintain an active, high quality pipeline across multiple requisitions simultaneously, balancing speed with a strong bar for quality and ensuring diversity & inclusion within talent pools.
• Strategic Hiring Manager Partnership: Act as a true partner to hiring managers, collaborating closely on role requirements, scoping, team dynamics, advise on market insight, and help shape hiring strategy to support long-term hiring goals.
• ATS Management: Use Greenhouse to track candidate progress, schedule interviews, and maintain accurate and up-to-date records.
• Recruitment Metrics: Track and analyze key recruitment metrics to continuously improve the effectiveness of recruiting strategies and processes.
• Candidate Experience: Ensure a positive experience for all candidates by providing timely updates, feedback, and a professional interview process.
• Employer Branding: Contribute to the enhancement of Fingerprint’s employer brand by promoting our culture, values, and opportunities in the market.
• Market Insights: Bring data-driven insights and recommendations to hiring managers and leadership to improve pipeline health, recruiting operations, and strategy.

Qualifications:

• 6 - 10 years of full-cycle recruiting experience, with demonstrated success hiring across both technical and go-to-market functions.
• In house recruiting experience required; agency background is welcomed in addition to, but not in place of, in house experience.
• Track record of owning high-volume requisition loads independently, with high ownership and minimal oversight.
• Demonstrated focus on quality of hire, not just speed or volume, with evidence of strong post-hire performance and retention across past searches.
• Strong proficiency with Greenhouse (ATS) and sourcing tools (LinkedIn Recruiter, Gem).
• Exceptional communication, negotiation, and relationship-building skills across both technical and business stakeholders.
• Strong organizational and time-management skills with the ability to prioritize competing demands.
• Familiarity with technical concepts and terminology and the ability to evaluate and speak credibly to engineering and technical role requirements.
• Experience in an agency setting is preferred but not required
• Preference given to candidates with experience in SaaS B2B startup organizations

Compensation & Transparency

At Fingerprint, we believe in pay transparency — it’s part of how we operate as a distributed, remote-first team.  Salaries are based on function, level, and geographic location, benchmarked against similar stage growth companies.

Because this role is open across the United States and can be based anywhere our team members work from, the salary range reflects that geographic breadth: $118,000- $160,000.

Some example salaries for specific locations are below:

NYC, Boston, LA: $139,000 - $160,000

Chicago: $118,000 - $136,000

Final offer amounts are determined by multiple factors, including the successful candidate’s location, experience, and expertise, and may vary from the amounts listed above.

Due to regulatory and security reasons, there’s a small number of countries where we cannot have Fingerprint teammates based. Additionally, because Fingerprint is an all-remote company and people can join our workforce from almost any country, we do not sponsor visas. Fingerprint teammates need to be authorized to work from their home location.

We are dedicated to creating an inclusive work environment for everyone. We embrace and celebrate the unique experiences, perspectives and cultural backgrounds that each employee brings to our workplace. Fingerprint strives to foster an environment where our employees feel respected, valued and empowered, and our team members are at the forefront in helping us promote and sustain an inclusive workplace. We highly encourage people from underrepresented groups in tech to apply.

If you are applying as a resident of California, please read our CCPA notice here.

If you are applying as a resident of the EU, please read our GDPR notice here.

**We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates’ personal and financial information through fake interviews and offers. All Fingerprint recruiting email communications will always come from the @fingerprint.com domain. Any outreach claiming to be from Fingerprint via other sources should be ignored.

Join the VRChat Team!

VRChat offers a first-of-its-kind, game-changing platform that provides an endless collection of social VR experiences and gives the power of creation to its robust community. With over 250,000 worlds and growing, VRChat’s vision is to allow users to bring their imaginations to life and help shape the metaverse anywhere in the world on any device. VRChat has raised $100M to date with the support of investors Makers Fund, Anthos Capital, and HTC and is building out a strong team to achieve hyper-growth in the coming years.

Job Overview

We are searching for a Senior Recruiter to lead hiring efforts for strategic business and technical roles. You’ll partner closely with senior leaders and hiring managers to shape and scale the critical functions that power VRChat.

This role requires a background in hiring strategy and technical recruiting. You’ll be a trusted advisor to stakeholders across the business, advising on org design and headcount planning, shaping how roles are scoped before a search begins, and bringing market intelligence that informs hiring strategy.

Job & Team Impact

In this role, you will ensure that priority hires are made efficiently by driving day-to-day recruiting operations and execution. This includes building and managing pipelines, keeping candidates engaged, and maintaining momentum across interview processes.

Duties & Responsibilities

• Partner with senior leadership and hiring managers to understand org design needs, influence headcount planning, and advise on the best hiring strategies

• Lead the end-to-end recruitment process, from sourcing and screening through interviews, offer negotiation, and close

• Build candidate pools for hard-to-fill, key roles. Search for possible hires across different locations, and stay connected with strong candidates who aren’t currently job hunting

• Provide insights on talent trends, compensation benchmarks, and competitive dynamics to inform hiring decisions and set expectations

• Drive continuous improvement in recruiting processes, using data to optimize performance and deliver against key metrics

• Ensure every candidate has a high-quality, values-aligned experience that reflects VRChat’s brand and culture

Experience, Skills & Qualifications

• 5+ years of full-cycle recruiting experience

• Experience hiring across a mix of technical, product, and/or creative roles

• Demonstrated ability to partner closely with hiring managers, influencing role scoping, candidate calibration, and hiring decisions

• Proven success in closing candidates in competitive markets, including managing multiple stakeholders and navigating offer negotiations

• Ability to operate independently in a lean environment, managing multiple searches and driving consistent progress with minimal oversight

• Strong sourcing capabilities and ability to build high-quality pipelines across functions

• Experience using data and market insights to inform hiring strategy and improve outcomes

• Excellent communication, organization, and stakeholder management skills

• Experience working with Applicant Tracking Systems (ATS)

Bonus Points

• Experience recruiting for consumer, social, or platform-based products

• Exposure to hiring in areas like trust & safety, content moderation, or community-focused roles

• Experience supporting both technical and creative organizations

• Prior experience in an embedded recruiting role

• Experience working for a startup or high-growth tech company while developing a high-performing team

• Demonstrated interest in VR, online communities, or be a VRChat user and creator!

• Familiarity with how our platform and community works

Benefits

• Work from anywhere! VRChat is a 100% remote company

• Health Benefits

• 401K for US & RRSP for Canadian Employees

• Stock Options

• Generous paid holiday schedule

• Unlimited/Flexible vacation time

• Paid parental leave benefits

VRChat is an equal-opportunity employer, and we welcome applicants from all backgrounds. VRChat fosters a diverse, creative, and collaborative environment where anyone can contribute to any of the ongoing projects or direction of the roadmap at any time.  If you’re a passionate team player who wants to have an impact on a dynamic team, we’d love to hear from you!

Offers are subject to satisfactory background and reference checks.

Warning: Fraudulent Job Adverts Beware of fraudulent activities claiming to represent Insurify. We are not associated with any entities soliciting personal information or payment. The safety of our job seekers is a top priority, and we actively work to prevent such incidents. Insurify will never request sensitive information or payment during the hiring process. Be cautious of text-only interviews, interviews conducted through Microsoft Teams, or suspicious offer letters. Why us?

Insurify is one of America’s fastest-growing MIT FinTech startups and has been recognized as one of Inc. 5,000’s fastest-growing private companies in America in 2025, 2024, 2023, 2022 and 2021, Forbes Fintech 50 List for 2023, 2022, and 2021, Forbes Next Billion Dollar Startups of 2022 global and Top 100 InsurTech company. We’re changing the way millions of people compare, buy and manage insurance with artificial intelligence, technology, and superior product design.

Our company vision is to be recognized as the preeminent and most trusted digital agent for insurance comparison, purchase, and management. Our team is critical to achieving our vision and fostering the right culture is essential to our team’s success.

Join us if you like

• $1.3 Trillion market opportunity
• MIT alumni founders
• Female-led startup
• $130M total funding
• Strong leadership team with experience from many successful startups around the world

How you will make an impact

We’re looking for a Senior HR Business Partner to support our Engineering, Product, Marketing, SEO/Content teams. As a senior member of the People & Culture team, you are a trusted advisor and strategic partner to leadership across these functions, in a fast-paced, digital environment.

Success in this role requires a deep understanding of how technical teams operate, and the ability to turn business challenges into clear, practical solutions that can scale. You will be accountable for P&C delivery globally for these functions working with team members in Cambridge, MA and Sofia, Bulgaria. You will be based in our Cambridge office, working onsite at least 3 days each week.

In this role, you will:

• Build strong, trusted relationships with employees and leaders, becoming a go-to partner and coach across the organization
• Develop a deep understanding of how the business operates to inform people decisions
• Advise leaders on organizational growth, including team structure, workforce planning, and change management
• Partner with leadership to advise on how teams are structured and scaled, while coaching managers to effectively lead distributed teams
• Drive performance improvements, including guidance on expectations, performance, and compensation structures
• Use data and trends to inform recommendations and drive practical, scalable people solutions
• Manage employee relations issues with fairness and sound judgment, escalating when needed
• Lead key P&C processes such as engagement surveys, performance management, and compensation reviews
• Lead learning and development initiatives that build skills across the organization
• Own People & Culture programs and initiatives for the department, partnering with the regional P&C team to ensure consistency across locations while adapting to local needs.
• Partner with legal and regional P&C team to navigate employment law, compliance, and cultural nuances across all locations where Insurify operates.
• Closely partner with the Workplace function to ensure it remains a top priority for the team, providing structure and guidance to team members working in this space.
• Own the immigration program for Insurify, partnering directly with Insurify’s immigration counsel to plan for and execute on visa and sponsorship needs
• Contribute to cross-functional P&C initiatives that drive meaningful change
• Stay aware of relevant regulatory and licensing requirements, partnering with specialists as needed
• Mentor and support other members of the P&C team as a senior voice on the function
• Foster a positive, collaborative, and inclusive team environment

This is a hybrid position that requires candidates to be able to come into our Cambridge, MA office.

Who you are

• 6-10+ years of HR Business Partner or related experience, ideally supporting customer-facing or operations teams (e.g., sales, service, or support) in high-volume environments
• Experience in insurance or technology sectors, and/or supporting technical teams
• Strong understanding of US employment law and experience managing employee relations in complex or high-volume settings
• Experience supporting distributed teams, shift-based workforces, or global organizations
• Proven ability to build strong relationships and influence stakeholders across all levels of the organization, including at senior / executive levels.
• Strong coaching and communication skills, with experience supporting managers in performance-driven environments
• Ability to translate business needs into practical people solutions and drive initiatives from start to finish
• Strong analytical mindset, with the ability to use data to inform decisions and tell a clear story
• Comfortable working independently in fast-paced, evolving environments, with a proactive and collaborative approach
• Strong judgment, resilience, and problem-solving skills, with the ability to navigate complex situations with calmness and clarity
• Familiarity with HRIS tools (e.g., Rippling) and collaboration tools (e.g., Google Workspace, Maestro)
• Exposure to short and long-term incentive compensation and/or regulated environments
• Bachelor’s degree or equivalent experience

Benefits

• Competitive compensation
• Generous stock options
• Health, Dental Coverages
• 401K plan with match
• Unlimited PTO
• Generous company holiday calendar
• Learning & Development Stipends
• Paid Family Leave
• Social impact volunteer time
• Catered lunches in the office

Insurify is committed to offering a fair, competitive, and transparent compensation program that supports our mission to attract, retain, and motivate top talent. Our compensation philosophy is guided by several factors including a candidate’s relevant experience, education/training, job-related skills, and location.

In addition to the base salary our total compensation package includes health coverage, retirement contributions, and additional wellbeing benefits. Some positions may be eligible for company equity.

Below is the base compensation range candidates working out Cambridge, MA:

$130,000-$160,000

We are proud to be an Equal Employment Opportunity and Affirmative Action employer.

About Us

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

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

Location: London

About the Role:

We are looking for a Senior Talent Acquisition Business Partner – GTM to join our London-based EMEA team. Acting as a strategic talent advisor and go-to-market specialist, you will drive the expansion of our sales and technical GTM teams across the broader EMEA region. You will leverage your deep market expertise, extensive network, and AI-driven strategies to identify and secure top-tier talent for Cloudflare across EMEA, while maintaining the agility to pivot your support as business needs evolve.

Core Responsibilities

• End-to-End Recruitment & Talent Strategy: Build and execute comprehensive talent strategies to help hiring leaders build high-performing teams, functioning similarly to how a salesperson puts together a go-to-market plan.
• Proactive Pipeline & Passive Candidate Outreach: Draw upon an extensive network of industry contacts to build proactive pipeline strategies for a variety of GTM and technical GTM roles across EMEA.
• Stakeholder Management & Advising: Build and maintain solid relationships with the GEO VP and cross-functional stakeholders, including Finance, HRBPs, and compensation teams.
• AI-Agent Integration & Process Optimisation: Partner with internal automated AI agents and generative tools to eliminate legacy manual tasks, optimise administrative outreach workflows at scale, and synthesise complex market data to inform regional talent strategies.
• Data Utilization & Analytics: Leverage foundational data layers and recruitment analytics to inform talent strategies, actively analysing metrics such as time-to-hire and source efficiency to drive optimal operational decisions.
• Employer Branding & Market Awareness: Lead and execute strategic employer branding initiatives tailored to the EMEA market to elevate Cloudflare’s profile as a top destination for GTM talent.

Desirable Skills

• GTM Recruiting Expertise: A proven track record of success as a Senior Recruiter with deep experience hiring for technical GTM roles, including Customer Engineering, Forward Deployed Engineers, Customer Experience and Solutions Architects, as well as core sales GTM organisations.
• Strategic Problem Solving: Ability to operate two “plays” ahead, anticipating potential bottlenecks before they materialize, and resolving complex organisational issues.
• Negotiation & Closing Skills: Effective negotiation capabilities to secure top-tier candidates, driven by a deep understanding of Cloudflare’s unique value proposition.
• AI & Ecosystem Proficiency: Demonstrated capability to leverage automated workflows, AI-powered sourcing environments, and LLMs for complex boolean logic, market mapping, and productivity multiplication.
• Candidate Experience Focus: Strong organizational skills to eliminate operational friction, ensuring clear communication and proactive engagement throughout the interview lifecycle.
• Communication & Influencing: Exceptional written and verbal English skills, with the ability to communicate transparently, foster alignment across teams and stakeholders and leverage data and market insights to influence.
• Adaptability & Self-Direction: Comfort thriving in ever-changing environments, taking complete responsibility for outcomes while seamlessly navigating an evolving technological and organisational landscape.

What Makes Cloudflare Special?

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

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

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

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

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

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

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

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

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

Job Summary

The Manager, Compensation leads the design, analysis, and implementation of enterprise compensation programs, serving as a senior compensation partner to HR and business leadership. This role is responsible for translating compensation strategy into executable solutions that ensure market competitiveness, internal equity, and alignment with business objectives.

This role plays a critical part in annual compensations cycles, market analysis, governance, and incentive program execution, including short and long-term incentive programs, while driving process optimization and continuous improvement.

Duties & Responsibilities

• Compensation Design & Advisory: Support the design and evolution of compensation programs, including base pay structures, annual incentive plans, and long-term incentive (LTI) frameworks. Provide guidance and recommendations to HR and business leaders on compensation matters, including offers, promotions, and organizational changes. Translate market data and internal analytics into clear insights that inform talent and business decisions.
• Program Administration: Administer base pay, incentive, and equity programs (monthly, quarterly, annual) in coordination with the VP, Total Rewards, and liaise with Payroll and Finance on payments, accruals, and equity accounting.
• Job Evaluation & Architecture: Meet with managers to evaluate new and existing roles, recommending salary grading, FLSA status, and pay levels. Support job architecture initiatives and career path development, and maintain the job description process.
• Promotions & Offers: Evaluate promotion requests, manage related documentation, and review new hire offer recommendations, providing guidance to managers, talent aquisition and HRBPs.
• Market Analysis: Manage compensation survey participation, analyze results, and develop recommendations to keep the team informed with current market data for decision-making.
• Pay-for-Performance Support: Partner with HRBPs and Talent Development to apply pay-for-performance guidelines within the performance management process, helping build consistency in compensation decisions.
• Governance, Reporting & Audits: Help prepare Board and Compensation Committee materials, build KPIs and reporting to support planning, and manage audit inquiries.
• Process Improvement & Analytics: Identify opportunities to streamline or automate compensation processes, build supporting documentation and tools, and provide analytical support for compensation design and implementation.

Supervisory Responsibilities: This role does not have formal people leadership responsibilities but may provide guidance, mentorship, or subject matter expertise to others.

Knowledge, Skills & Abilities

• Strong knowledge of compensation principles, market practices, and pay-for-performance frameworks
• Advance analytical and quantitative skills with strong Excel and modeling capabilities
• Deep understanding of salary structures, incentive programs, and compensation governance practices
• Familiarity with HRIS and compensation systems, including data management and reporting
• Strong business acumen with ability to translate data into actionable recommendations
• Excellent written and verbal communication skills, with the ability to convey complex information clearly
• Ability to operate independently while aligning with leadership direction and priorities
• Strong problem-solving skills with a practical, solutions-oriented approach
• Familiarity with relevant compensation laws, regulations, and compliance considerations

Minimum Qualifications

• Bachelor’s Degree in Human Resources, Business, Finance, or related field, or equivalent work experience
• 6+ year of relevant experience in compensation analysis, program design, and administration

Preferred Qualifications

• Master’s Degree in Human Resources, Business Administration, or related discipline
• 8+ year of relevant experience:
  • In a corporate environment
  • In publicly traded organization preferred
  • Supporting incentive programs, including exposure to long-term incentives (LTI)

License/Certification

• Certified Compensation Profession (CCP) or equivalent certification

Other Requirements

• This position primarily involves sedentary work, requiring long periods of sitting, regular use of a computer, and occasional standing or walking, with reasonable accommodations available.
• Perform other functions, duties and projects as assigned
• Regular and punctual attendance

Ability to travel up to: 5% of the time

#LI-Remote #LI-MB1

Additional Information

Work Environments

F&G believes in an employee-centric flexible environment, which is why we offer the ability for in-office, hybrid and remote work arrangements. During the hiring process, you’ll work with your leader to decide what works best for your role.

F&G complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities, unless such accommodation would cause an undue hardship for F&G.  If reasonable accommodation is needed to participate in the job application or interview process, please contact talentacquisition@fglife.com.

Join our employee-centric hybrid work environment: F&G Careers

About F&G

Since 1959, Fidelity & Guaranty Life Insurance Company (F&G) has offered annuity and life insurance products to those who are seeking security in retirement and protection during life’s unexpected events.

As a national Top Workplace1, an Iowa Top Workplace2 and a proud equal opportunity employer, F&G team members are empowered, collaborative, dynamic and authentic. We believe that by embracing these values, we will continue to build and strengthen the company while continuing to be a great place to work.

1 Top Workplaces USA 2022 – 2023

2 Des Moines Register Top Workplaces 2018 – 2022

Notice for all Applicants who are California residents under the California Privacy Rights Act. Please click here to review the policy.

Headquarters: Fully remote
URL: https://www.testgorilla.com/

Senior People & Talent Operations Partner

⚡ This one's going to move fast. We're expecting a lot of interest, so we're running this as a focused hiring sprint. Applications and assessments close September 20, with interviews happening over the two weeks after that. 

Where do we hire from? Almost everywhere. Check that your country appears on this page. For this role, you'll have at least 4 hours daily overlap with your UK-based manager.

Hi there, I'm Olive Turon, Head of People & Culture at TestGorilla. I'm excited to share more about the Senior People & Talent Operations Partner role and our team.

About TestGorilla

At TestGorilla, we're on a mission to place 1 billion people in their dream jobs. To democratize opportunity, we're building the world's leading skills-based talent discovery platform - one that replaces reliance on resumes with scientific validation of what people can truly do.

Founded as a 100% remote company in 2020, our global team is united by high standards, a lot of heart, and a relentless drive to conquer new technological frontiers. We're all AI-fluent builders who care deeply about replacing bias with fairness.

After empowering thousands of companies to hire smarter and faster, we're now unlocking the next phase of our scale-up journey - where you'll play an instrumental role in creating a world where skills matter most!

About the role

As our Senior People & Talent Operations Partner, you'll own People Ops as a product: the systems, compliance, and self-serve workflows that let most of People & Culture run itself day to day, plus the tooling behind how we hire. You'll join a lean, two-person team, working directly with me, with proper and lasting ownership from day one. 

Payroll, compliance, and HR systems across every (35, currently!) country we operate in are foundational elements of this role. Just as critically, you'll build and own the AI/automation and self-serve layer that keeps our People function lean, bringing a product mindset to everything you touch.  Let’s face it: we’re a scale-up, so you’ll also need to be happy wearing other People hats when the moment requires.

We're looking for someone autonomous, opinionated and candid, who'll tell me when I've got it wrong. You'll be dealing with real people and real problems, so you'll need to stay empathic but boundaried, structured and organized even when the pace picks up.

I’m biased, but I think it’s a dream job: this is an HR role in an HRTech company changing the world of work for the better, we’ll have immense amounts of fun, there’s plenty of uncharted territory for you to make your own, and I’m committed to helping you to do the best work of your life.

A quick check: if you've never built objectively clever automations (not just used one someone else built), this probably isn't the role for you. Automation is just that central to the job.

Responsibilities

In this role, your responsibilities will include:

• Upholding TestGorilla's behaviors and fostering an inclusive, supportive culture.

• Designing, building and maintaining a smart, automated and AI-enabled people journey - from pre-boarding to off-boarding - that frees up capacity for bespoke, white-glove treatment where it matters

• Being the technical owner and orchestrator of our HR tech stack: evaluating and enhancing it, ensuring these tools are not siloed but unified and integrated.

• Owning the non-Finance side of payroll, invoicing, contract administration, and compliance end to end, across every country we operate in.

• Owning data privacy and recordkeeping, and the day-to-day relationship with our EOR vendor.

• Owning configuration and troubleshooting of our hiring tooling, so hiring managers can run their own searches independently.

• Owning the documentation that makes self-serve actually work in practice, ensuring that it’s structured in a way that is easily accessible to both humans and P&C AI agents. 

• Working with me to maintain a clean line between what's self-serve and what needs a person. We do not aspire to automate our entire People journey here. 

What you'll bring

We're looking for someone who:

• Is passionate about TestGorilla's mission to help one billion people find their dream jobs.

• Has excellent written and verbal communication skills in English.

• Has built and owned sophisticated automations (Zapier, n8n, Make.com, and the like) as a core part of an integrated HR tech stack, not just used AI tools day to day. Arguably the most important thing on this list.

• Has managed payroll, compliance, or HR operations across multiple countries, ideally through an Employer of Record or a mix of EOR and direct entities.

• Has deep, hands-on HRIS experience. HiBob experience is a big plus, and so is experience assessing or migrating HR systems.

• Brings a product mindset: builds for the people who use them (employees and managers), listens to their feedback, and iterates rather than building in isolation.

• Thrives in a high-autonomy, async-first, remote-only environment, and has worked in these kinds of teams and working cultures before.

• Marries operational rigor with genuine empathy and a real interest in people. You'll be dealing directly with team members, sometimes on sensitive matters.

• Is opinionated and candid, with excellent feedback and stakeholder management skills.

Most people in this role will have acquired these skills over five years of relevant experience. That being said, we care far more about what you've owned, your impact and how you've progressed, than the exact number of years.

We seek diversity and encourage applications from everyone, even if your experience doesn't exactly match the description. Studies show that women and underrepresented groups can be hesitant to apply unless they meet every requirement - let's buck that trend!

Bonus skills

While these skills aren't a requirement, we'd be very interested to hear from you if you have any of the following:

• Experience with an ATS or hiring platform such as Ashby, Greenhouse, or Lever.

• Experience with an EOR provider such as Remote, Deel, or Oyster.

• HRIS implementation or migration project experience.

• Experience supporting a team through organizational change.

What's in it for you?

Please note: In this role, you'll be hired as an Individual Contractor.

• Global Team: Join a fully remote, mission-driven team from around the world.

• Competitive compensation: €56,520 - €70,650 base pay + Share Appreciation Rights (SARs). This role doesn't carry a bonus component.

• Remote & flexible work: Work from almost anywhere*. Enjoy flexible hours and asynchronous work to balance work and life.
  *Check out the countries we currently hire from here.

• Remote work budget: €1,000 available each year, or up to €2,000 from day 1 if you're buying a laptop!

• Growth & development: Invest in yourself and your career with a 3.5% L&D budget per year and clear growth opportunities.

• Parent/Caregiver support: We provide a caregiver-friendly work environment with paid 8-16 week parental leave and tailored return-to-work approaches.

• Work-life balance: Our unlimited and flexible time off policy empowers you to take the time you need to recharge and maintain your well-being.

Interested?

At TestGorilla, we believe your skills speak louder than your resume. That's why we champion a skills-first approach, using cutting-edge, AI-powered assessments to uncover your true skills and experience match.

When you apply, you'll get to experience our platform firsthand by taking an assessment – it's your invitation to shine and show us what you can do! While our platform is powered by AI, every hiring decision is made by humans. Check out our Applicant Privacy document to see how we protect your data.

Given the hiring sprint timeline above, we'd love to see your application land before September 20.

Concerned about test anxiety or need help with the assessment? We've got you covered. Please check out our candidate support page for any questions. Accommodations are readily available as part of the assessment setup, and requesting support will never impact your application.

 

To apply: https://weworkremotely.com/remote-jobs/testgorilla-sr-people-talent-operations-partner

Canonical is a leading provider of open source software and operating systems to the global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives...

Who We Are: Interra Health is a fast-growing healthcare technology company transforming how providers and patients navigate the prescription journey.

Company Description

Today, Assystem is among the top three independent nuclear engineering firms worldwide. With over 60 years of experience in highly regulated sectors, the group supports public and industrial stakeholders in the execution of complex and strategic infrastructure projects, subject to high safety and security requirements.

Assystem mobilizes 8,000 experts in 13 countries and intervenes across the entire project lifecycle, in engineering, project management and digital solutions.

Job Description

The People Business Partner is a senior HR professional responsible for delivering pragmatic, high-quality people solutions across the full employee lifecycle. Acting as a trusted advisor to senior leaders, you will translate business priorities, people data and insight into clear, actionable people plans that enable performance, engagement and organisational effectiveness.

This is a broad generalist role operating within a complex, matrixed and fast-paced environment. You will work confidently and independently at senior level, building credibility quickly and using sound judgement, commercial insight and data to influence decisions, challenge constructively and drive measurable outcomes.

You will also manage your own Employee Relations caseload, providing pragmatic advice across a range of employee matters and applying UK employment law appropriately and commercially.

Based on a hybrid working model with regular presence required in our London office ( minimum 2 days per week), the role also involves travel to other Assystem sites.

Key areas of responsibility

• Partner with senior and operational leaders to develop and deliver people plans aligned to business priorities, building trusted relationships while confidently influencing and challenging.
• Manage your own Employee Relations caseload, providing pragmatic advice and applying UK employment law to achieve fair, consistent and commercially appropriate outcomes.
• Support organisational change, workforce planning, utilisation and capacity activity, translating business requirements into clear people actions.
• Use people data and KPIs to identify trends, risks and opportunities, turning insight into targeted action and measurable outcomes.
• Navigate complex organisational structures, governance and competing stakeholder priorities to drive decisions and deliver effective outcomes.
• Contribute to policy development, process improvement and strategic people initiatives across the wider People function.
• Embrace AI and technology-enabled ways of working to improve efficiency, insight and the quality of People solutions.

You will work closely with the Business Unit Director (dotted line to the Senior People Manager) and collaborate with the wider People Team to deliver a consistent, high-quality HR service.

Qualifications

Your Profile

• CIPD member, with a Level 7 qualification preferred. Candidates qualified to Level 5 with strong relevant experience will also be considered.
• Proven experience as a senior HR or People Business Partner within a large, complex and matrixed organisation, ideally within an operational environment.
• Strong generalist HR experience, with the confidence to independently manage an Employee Relations caseload and good practical knowledge of UK employment law.
• A credible and confident partner who can build relationships quickly, influence and constructively challenge senior stakeholders, and navigate competing priorities.
• Experience translating business challenges into people plans and initiatives, with clear evidence of personal contribution and measurable business impact.
• Strong analytical capability, including using people data and insight to inform decisions, alongside practical experience of organisational change and workforce planning.
• A clear and impactful communicator who is digitally confident, curious and comfortable using AI and technology to enhance ways of working.

Experience within an international environment and French language capability would be advantageous.

Additional Information

Why Join the Community of Switchers?

Join one of the top three largest nuclear engineering companies globally and be a part of a dynamic team driving energy transition. At Assystem, we offer a multicultural environment, career progression opportunities, and the chance to work on industry-leading projects that make a real difference in the world.

Please be aware that many roles at Assystem are subject to both security and export control restrictions.

These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation.

All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role, to allow for meaningful security vetting checks.

NOTICE TO CANDIDATES ON RECRUITMENT FRAUD - We are committed to safeguarding candidates from fraudulent activity associated with our recruitment process. Please note that we will never offer specialist CV writing services, request payment or ask for sensitive personal information during the recruitment process.

We are committed to equal treatment of candidates and promote, as well as foster all forms of diversity within our company. We believe that bringing together people with different backgrounds and perspectives is essential for creating innovative and impactful solutions. Skills, talent, and our people’s ability to dare are the only things that matter !. Bring your unique contributions and help us shape the future.

Company Description

Today, Assystem is among the top three independent nuclear engineering firms worldwide. With over 60 years of experience in highly regulated sectors, the group supports public and industrial stakeholders in the execution of complex and strategic infrastructure projects, subject to high safety and security requirements.

Assystem mobilizes 8,000 experts in 13 countries and intervenes across the entire project lifecycle, in engineering, project management and digital solutions.

Job Description

The People Business Partner is a senior HR professional responsible for delivering pragmatic, high-quality people solutions across the full employee lifecycle. Acting as a trusted advisor to senior leaders, you will translate business priorities, people data and insight into clear, actionable people plans that enable performance, engagement and organisational effectiveness.

This is a broad generalist role operating within a complex, matrixed and fast-paced environment. You will work confidently and independently at senior level, building credibility quickly and using sound judgement, commercial insight and data to influence decisions, challenge constructively and drive measurable outcomes.

You will also manage your own Employee Relations caseload, providing pragmatic advice across a range of employee matters and applying UK employment law appropriately and commercially.

Based on a hybrid working model with regular presence required in our London office ( minimum 2 days per week), the role also involves travel to other Assystem sites.

Key areas of responsibility

• Partner with senior and operational leaders to develop and deliver people plans aligned to business priorities, building trusted relationships while confidently influencing and challenging.
• Manage your own Employee Relations caseload, providing pragmatic advice and applying UK employment law to achieve fair, consistent and commercially appropriate outcomes.
• Support organisational change, workforce planning, utilisation and capacity activity, translating business requirements into clear people actions.
• Use people data and KPIs to identify trends, risks and opportunities, turning insight into targeted action and measurable outcomes.
• Navigate complex organisational structures, governance and competing stakeholder priorities to drive decisions and deliver effective outcomes.
• Contribute to policy development, process improvement and strategic people initiatives across the wider People function.
• Embrace AI and technology-enabled ways of working to improve efficiency, insight and the quality of People solutions.

You will work closely with the Business Unit Director (dotted line to the Senior People Manager) and collaborate with the wider People Team to deliver a consistent, high-quality HR service.

Qualifications

Your Profile

• CIPD member, with a Level 7 qualification preferred. Candidates qualified to Level 5 with strong relevant experience will also be considered.
• Proven experience as a senior HR or People Business Partner within a large, complex and matrixed organisation, ideally within an operational environment.
• Strong generalist HR experience, with the confidence to independently manage an Employee Relations caseload and good practical knowledge of UK employment law.
• A credible and confident partner who can build relationships quickly, influence and constructively challenge senior stakeholders, and navigate competing priorities.
• Experience translating business challenges into people plans and initiatives, with clear evidence of personal contribution and measurable business impact.
• Strong analytical capability, including using people data and insight to inform decisions, alongside practical experience of organisational change and workforce planning.
• A clear and impactful communicator who is digitally confident, curious and comfortable using AI and technology to enhance ways of working.

Experience within an international environment and French language capability would be advantageous.

Additional Information

Why Join the Community of Switchers?

Join one of the top three largest nuclear engineering companies globally and be a part of a dynamic team driving energy transition. At Assystem, we offer a multicultural environment, career progression opportunities, and the chance to work on industry-leading projects that make a real difference in the world.

Please be aware that many roles at Assystem are subject to both security and export control restrictions.

These restrictions mean that factors such as your nationality, any nationalities you may have previously held, and your place of birth can restrict the roles you are eligible to perform within the organisation.

All applicants must as a minimum achieve Baseline Personnel Security Standard. Many roles also require higher levels of National Security Vetting where applicants must typically have 5 to 10 years of continuous residency in the UK depending on the vetting level required for the role, to allow for meaningful security vetting checks.

NOTICE TO CANDIDATES ON RECRUITMENT FRAUD - We are committed to safeguarding candidates from fraudulent activity associated with our recruitment process. Please note that we will never offer specialist CV writing services, request payment or ask for sensitive personal information during the recruitment process.

We are committed to equal treatment of candidates and promote, as well as foster all forms of diversity within our company. We believe that bringing together people with different backgrounds and perspectives is essential for creating innovative and impactful solutions. Skills, talent, and our people’s ability to dare are the only things that matter !. Bring your unique contributions and help us shape the future.

OverviewQuest is an award-winning IT management software provider offering a broad selection of solutions that solve some of the most common and most challenging IT problems.

At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.

As a Senior Technical Sourcer at Vanta, you will own the strategy, execution, and success of our sourcing efforts across niche and leadership areas of the Engineering hiring process. You will focus on building a robust talent pipeline for our most critical technical roles in engineering across Senior level searches. You’ll also stretch to support roles across EPD when needed, and will have the autonomy to craft best-in-class sourcing practices, drive outreach strategies, and set the foundation for future team growth.

What you’ll do as a Sr. Technical Sourcer at Vanta:

• Develop and execute a comprehensive sourcing strategy to identify and attract top technical talent, with a focus on our most critical, niche, and senior engineering roles

• Utilize advanced sourcing techniques, including direct outreach, talent mapping, networking, and engagement with professional communities and conferences.

• Build and nurture relationships with passive candidates to maintain a strong talent pipeline.

• Collaborate closely with the recruiting and hiring teams to understand hiring needs, align on priorities, and refine sourcing strategies.

• Leverage data-driven insights to optimize sourcing strategies, improve pipeline performance, and serve as a trusted advisor to hiring managers by providing market intelligence and influencing hiring decisions.

• Champion AI-first recruiting practices by integrating emerging AI tools into sourcing workflows, improving candidate engagement, pipeline quality, and operational efficiency.

How to be successful in this role:

• 6+ years of technical sourcing experience, ideally in a high-growth tech environment.

• Proven track record of building and executing successful sourcing strategies for senior and specialty technical roles.

• Expertise in utilizing an array of sourcing channels and AI sourcing tools.

• Strong research and talent mapping skills with the ability to generate leads for hard-to-fill roles.

• Excellent communication and relationship-building abilities, with a focus on creating a positive candidate experience.

• Self-starter with a high degree of autonomy and an entrepreneurial mindset.

• Demonstrated ability to adapt quickly and thrive in a fast-paced, dynamic startup environment.

• Open to using AI to amplify their skills and strengthen their work - demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency and impact.

• Must be authorized to work in the U.S. without the need for current or future employer sponsorship.

What you can expect as a Vanta’n:

• Industry-competitive salary and equity

• Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans

• 16 weeks paid Parental Leave for all new parents

• Health & wellness stipend

• Remote workspace, internet, and cellphone stipend

• Commuter benefits for team members who report to the SF and NYC office

• Family planning benefits

• Matching 401(k) contribution with immediate vesting

• Flexible PTO policy, plus 80 hours of Sick Time

• 11 company-paid holidays

• Virtual team building activities, lunch and learns, and other company-wide events!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

To provide greater transparency to candidates, we share base pay ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar-stage growth companies. Final offer amounts are determined by multiple factors and may vary based on candidate location, skills, depth of work experience, and relevant licenses/credentials.

#LI-remote

At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.

About Vanta

We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.

Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

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

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

Senior People and Talent Manager

Position: Full-Time

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

OVERVIEW

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

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

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

A BIT ABOUT US

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

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

KEY FOCUS AREAS

Talent Acquisition: 50%

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

HR & People Operations: 40%

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

DEI & Culture Stewardship: 10%

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

QUALIFICATIONS + KEY FOCUS AREAS

Recruiting & Talent Acquisition

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

HR, Compliance & People Operations

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

Across Both

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

Nice to have

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

IDEAL QUALITIES

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

BENEFITS & PERKS

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

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

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

• 401K Retirement Plan with Company Match

• Short and Long Term Disability

• Life Insurance & AD&D

• Paid Parental Leave

• Fully-Remote Agency

• Unlimited Paid Time Off

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

• Company Paid Holidays and More

• Week-Long Winter Agency Closure

• Support for continued education

• New Business Referral Bonus

• Movement Journey Program -  Stipend for personal growth

• Health and Wellness Program

• WeWork Membership

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

• Employee Resource Groups

SALARY & COMPENSATION

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

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

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

Movement Strategy is an Equal Opportunity Employer

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

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

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...

Responsibilities:• Manage the entire recruiting process from sourcing and screening to placement and contractor support.