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Superior Skilled Trades (SST) is seeking an enthusiastic Corporate Recruiter to join our team!  You will source, screen, and interview candidates for internal positions, and manage / coordinate the interview and hiring process.  You’ll be a strategic partner for our internal stakeholders, build relationships with hiring managers, and ensure a positive experience for all candidates.

• Location: Remote (can live anywhere throughout the U.S.)
• Pay Range: $70,000-$75,000/yr (based on experience) + incentive based on placements

Key Responsibilities

• Source, screen, and interview candidates for internal corporate roles using various channels like LinkedIn, job boards, and social media.
• Write and post compelling job descriptions on relevant platforms.
• Build and maintain strong relationships with hiring managers to understand their needs and become a trusted advisor.
• Conduct behavioral-based interviews and assess candidates for both skills and cultural fit.
• Schedule interviews between candidates and hiring managers.
• Ensure a positive and competitive experience for candidates throughout the process to attract high-quality talent.

Qualifications

• 5+ years recruiting experience
• Skilled Trades / staffing industry recruiting experience preferred
• Strong sourcing skills
• Exceptional verbal and written communication skills for interacting with candidates and stakeholders at all levels
• Ability to work well under pressure; meeting deadlines
• Strong organizational skills with the ability to manage multiple open positions and competing priorities
• Articulate speaker and writer; established business acumen

Why Join SST?

• Competitive base salary plus incentive
• Full benefits package (medical, dental, vision, PTO, 401k)
• Career growth opportunities in a rapidly expanding company
• Supportive and dynamic team culture

About Us

Superior Skilled Trades (SST) is a fast-growing skilled trades staffing company headquartered in Rockledge, FL.  We connect highly qualified tradespeople with leading companies across the United States.  At SST, we’re more than recruiters – we’re career builders and problem solvers who pride ourselves on delivering top-tier talent solutions while maintaining a supportive, high-energy team culture.

About the Institute for Nonprofit Practice

The Institute for Nonprofit Practice (INP) works to ensure that the nation’s nonprofit, public sector, and social impact leaders have the skills, knowledge, networks, and confidence to boldly advance their organizations and missions and build a more equitable future for all.

INP serves social impact leaders who are driving solutions to some of the most pressing issues of our time. Nonprofits constitute the third-largest sector of the U.S. workforce – nearly 1 in 10 workers – yet the sector continues to face a chronic deficit of investment in the people who power it. The types of peer-to-peer learning and exchanges that INP offers are needed more than ever as the sector wrestles with a set of challenges that have mounted over the past few years – including workforce shortages, high burnout and turnover rates, and a rising demand for services – that can significantly undermine organizational effectiveness. With an 19-year track record of delivering programs that measurably increase leaders’ key leadership skills, confidence, and networks, INP is committed to meeting this moment by continuing to empower social impact leaders to adapt and thrive amidst these obstacles.

About the Role - Director of Program Admissions & Impact

The Director of Program Admissions & Impact leads the team, strategy, and systems that bring exceptional social-sector leaders into the Institute for Nonprofit Practice (INP). Reporting to the SVP of Program & Impact, you will turn organizational enrollment goals into a high-impact national recruitment effort.

This is not a traditional sales role; you are championing fully funded, transformative and award-winning leadership development programs. You will cultivate high-priority community partnerships, lead a dedicated recruitment and admissions team, mobilize a large volunteer evaluation committee, and leverage real-time data to build diverse, dynamic cohorts poised to transform their communities.

Your responsibilities will include:

• Campaign Leadership & Enrollment
  • Design and execute the national recruitment roadmap, translating organizational goals into measurable milestones and stage-by-stage pipeline goals that fill program cohorts across regions.
  • Direct the end-to-end admissions cycle, orchestrating targeted outreach, application review, and selection to deliver an engaging, equitable candidate experience.
  • Partner with Marketing & Communications to synchronize storytelling and multi-channel lead-generation campaigns with key recruitment milestones.
• Strategic Partnerships & Network Cultivation
  • Align recruitment targets with institutional and funder commitments, collaborating closely with the Advancement team to reliably deliver on foundation-sponsored seats and specific grant criteria.
  • Build, steward, and expand external community partnerships, developing durable referral pathways to maintain strong, diverse applicant pipelines across all programs.
  • Collaborate closely with Development, Program and Alumni teams to tap into existing organizational relationships and open new pipelines in emerging markets.
  • Oversee candidate stewardship across the funnel, assessing applicant experience to steer prospective leaders toward the specific INP program that best fits their career stage, goals, and trajectory.
• Data-Informed Pipeline Operations
  • Own pipeline analytics and reporting, using conversion metrics, drop-off points, and demographic trends to forecast outcomes and adapt strategies in real time.
  • Optimize admissions infrastructure alongside the IT team to streamline workflows, eliminate applicant friction, and maintain data integrity.
  • Provide senior leadership with clear, candid pipeline visibility, surfacing risks, cohort composition trends, and strategic opportunities early.
• Team & Volunteer Leadership
  • Manage, coach, and hold the admissions team accountable to ambitious targets, actively monitoring pipeline progress, troubleshooting stalled outreach, and ensuring every team member owns and hits their goals.
  • Direct the candidate evaluation framework and lead training for 40+ volunteer interviewers, ensuring selection decisions reflect INP’s values and rigor.

What You’ll Need

• 7+ years of relevant professional experience in recruitment, admissions, executive search, enrollment, outreach, relationship management, or a related field.
• Proven track record of building and managing robust recruitment pipelines and multi-pronged outreach strategies that achieve ambitious enrollment or participation goals.
• A minimum of 3 years of experience leading and motivating a team, with a track record of fostering a positive and productive work environment, developing team members, and achieving results with and through others.
• Strong people-management experience, including coaching direct reports, performance development, delegation, building accountability, and guiding team members to set and meet ambitious goals.
• Experience cultivating and managing external partnerships with senior leaders, funders, community organizations, alumni, or other referral partners.
• Strong cross-functional leadership skills and the ability to align stakeholders across Marketing & Communications, Development, Program, Alumni, and Operations/IT functions.
• Experience using Salesforce or a comparable CRM.
• Demonstrated comfort leveraging AI tools and technology to optimize workflows, paired with a strong proactive learning orientation to continuously master new systems and sector trends independently.
• Ability to work gracefully under pressure and handle competing priorities in a fast-paced environment.

Who You Are:

• An Effective Collaborator. You’ve successfully worked across cultural lines on a diverse team and can operate effectively in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success. You’re not afraid to ask questions.
• An Exceptional Communicator. You have excellent oral and written communication skills. You can craft high-quality proposals and presentations and explain complex concepts in a clear manner, combining intellect and intuition.
• Resourceful and Adaptable. You’re at ease with ambiguity and rapid change. You possess a positive attitude and identify creative solutions to obstacles. You can juggle many essential responsibilities at once and are rigorous about prioritizing.
• An Abundant Thinker. You believe that we are living in a world of abundant resources and that the right team of partners can make incredible things happen. You bring relentless curiosity and creativity to every task, project, and engagement.
• Committed to Diversity and Inclusion. You’re always asking: “ whose voice is not at the table?” You have experience working with diverse teams and successfully navigating cross-cultural communication in both local and global contexts, and you deeply value creating a workplace that is supportive of difference.
• Impact-Driven. You are driven by the desire to contribute to making change in our society, and energized by the opportunity to strengthen, connect, and elevate leaders across the social sector.

Compensation & Benefits

INP provides a competitive salary that is benchmarked annually against Boston-area nonprofits. The hiring range for this position is an annual salary range of $105,000 to $115,000 per year. The final salary within this range will be determined based on candidate’s qualifications and relevant experience. New staff are rarely brought in at the top of the range to ensure internal equity and to leave room for salary growth during an employee’s tenure at the Institute for Nonprofit Practice.

Our comprehensive benefits package includes:

• Employer-covered health, dental, and vision insurance
• Flexible Time Off (FTO) for all team members
• Eleven paid holidays and winter and summer breaks for collective rest and restoration.
• 401(k) with a 3% employer match of employee contributions.

The Application Process

INP has engaged Equitable Hiring Group to support this hiring process. To apply, please complete the short form to the right.

Please submit your application by Thursday, October 15th. Our simple process makes it easy to apply early!

To ensure an equitable review, we ask that you remove the names of the schools you attended (both undergraduate and graduate) from your resume. Please retain the degree itself. For example, instead of “Greendale Community College - B.A. Economics,” simply list “B.A. Economics.”

This evaluation process will follow practices shown to reduce bias in decision-making and may be different from other application processes you have experienced.

The overall evaluation process will look to follow this anticipated timeline:

• Mid-October: Selected candidates will be asked to complete a short-answer questionnaire.
• Late October: Selected candidates will participate in a video interview with INP staff.
• Early November: Selected candidates will be asked to complete a paid, timed trial project.
• Mid-November: Selected candidates will participate in a video panel interview with multiple team members.
• Late November: Offer extended.

If you have any questions about the opportunity, please email [email protected].

GiveDirectly has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most...

Ready to shape the future of a global workforce? We're seeking a visionary Senior Vice President, People & Culture to lead our people strategy, elevate the employee experience, and build the capabilities that drive business success across a growing international organisation.

Company Description

About KIPP NYC:

Founded in 1995, KIPP NYC Public Schools is a non-profit network of 18 free, public charter schools located in the Bronx, Brooklyn, and Manhattan. We partner with families and communities to create joyful, academically excellent schools where every child grows up free to create the future they want for themselves and their communities.

From our first middle school, KIPP Academy in the Bronx, to today’s network of eight elementary schools, nine middle schools, and one high school, KIPP NYC provides students with engaging academics, arts, athletics, and social–emotional learning that prepare them for college, career, and beyond.

Our commitment doesn’t end at graduation. Through KIPP Forward, we continue to support our alumni as they navigate college, career, and life, helping them define success on their own terms and pursue the paths that align with their goals and sense of purpose.

Together, we serve more than 9,400 students, support 4,700 alumni, and employ over 1,100 dedicated team members who bring passion, expertise, and commitment to our mission every day.

The Next Chapter

KIPP NYC enters its next chapter from a position of considerable strength. Over the past several years, the organization has nearly doubled enrollment, expanded its presence across New York City, and celebrated its 30th anniversary. Today, KIPP NYC is one of the largest and most influential regions within the national KIPP network — a network of more than 1,200 educators and staff across three boroughs, in service of thousands of students and families.

As KIPP NYC has grown, so too has the opportunity to strengthen the systems and infrastructure that support its next phase of impact. Since CEO Leslie-Bernard Joseph joined KIPP NYC in August 2025, the executive team has embraced a highly collaborative, systems-oriented approach to preparing the organization for what’s next. Significant progress has already been made to strengthen and modernize core organizational functions, including substantial investment in finance. Over the past year, KIPP NYC has also taken a deliberate approach to strengthening its People function, creating greater stability and clarity before bringing in its next Chief People Officer.

As KIPP NYC approaches a $300M annual operating budget and a workforce of 1,200+ across three boroughs, the opportunity is significant. The organization is ready to invest with intentionality in the systems, culture, and leadership pipeline required to attract, develop, and retain exceptional people at every level — from school-based educators to central office leaders.

For the next Chief People Officer, this is a rare opportunity: to build a talent function with strong organizational support and a mandate for innovation alongside an invested and aligned executive team.

Job Description

The CPO Opportunity

KIPP NYC is seeking an exceptional Chief People Officer (CPO) to serve as chief architect of the organization’s talent strategy, culture, and employee experience, and as a critical member of the Executive Leadership Team.

Reporting directly to the CEO, the CPO will own all aspects of the People function — including talent acquisition and workforce planning; talent development and performance management; organizational effectiveness and change leadership; total rewards; employee and labor relations; HR operations, governance, compliance, and risk management; and equity and belonging — across a complex, multi-entity organization of 1,200+ employees serving thousands of students and families across three boroughs.

This is an enterprise-level mandate requiring both strategic leadership and operational excellence. The CPO will sit alongside the Chief Financial Officer and Chief Development Officer as one of the CEO’s core strategic partners, responsible for ensuring that the organization’s people strategy scales at the same pace as its budget, its footprint, and its ambition. Early priorities include:

• Strengthening and building areas of an integrated, data-driven People function capable of supporting a $300M+, multi-entity, three-borough organization — with the infrastructure to match near-term execution against long-term scale.
• Modernizing core HR systems (HRIS, performance management, applicant tracking) and exploring AI and modern people-analytics tools to move from reactive HR administration to proactive workforce strategy.
• Partnering closely with the CFO on the transition of payroll into Finance, and establishing a durable, well-defined operating partnership between People and Finance going forward.
• Building a school-leader and central-office leadership pipeline strong enough to support continued growth, with clear succession planning at every critical seat.
• Strengthening recruitment, onboarding, and retention strategies for school-based educators — historically the highest-turnover, highest-stakes talent segment in the network.
• Embedding equity and belonging as operating disciplines, not slogans, across hiring, compensation, promotion, and performance management.

Key responsibilities of the CPO include, among others:

Talent Strategist and Empowering Culture Leader

• Serve as a strategic thought partner to the CEO, Board, and Executive Leadership Team, translating organizational vision into an actionable, multi-year talent strategy.
• Own workforce planning across a complex, multi-entity structure — anticipating hiring needs, succession risk, and organizational design questions before they become urgent.
• Build and protect a culture of high performance, accountability, and belonging at every level of the organization, from classrooms to the central office.
• Advise the CEO and executive team on the people implications of major strategic decisions — including organizational design changes, new school openings, restructures, and shifts in operating models — and lead the people and change-management strategies required for successful implementation.
• Champion a leadership philosophy grounded in clear expectations, coaching, and empowerment — modeling the culture the organization wants replicated at every school site.
• Serve as a senior advisor on organizational risk, governance, and compliance, ensuring that people-related risks are proactively identified, appropriately escalated, and addressed through clear policies, controls, and decision-making processes.
• Lead a team of ~18 (with three direct reports: Managing Director, Talent; Managing Director, People Operations; and Managing Director, People Transformation) across functions of recruitment, employee experience and talent development, people operations and transformation.

Employee Experience, Talent Development, & Equity Leadership

• Design and lead an end-to-end talent lifecycle strategy — recruitment, onboarding, development, performance management, advancement, and retention — tailored to the distinct needs of school-based and central-office talent.
• Build a rigorous, equitable performance management approach that sets clear expectations, supports continuous development, differentiates performance, addresses underperformance, and strengthens teacher and leader effectiveness in service of student outcomes.
• Build a leadership development pipeline for school leaders and rising central-office executives, with defined pathways, competency frameworks, and succession plans for the organization’s most critical roles.
• Own total rewards strategy — compensation philosophy, benefits design, and market benchmarking — ensuring KIPP NYC remains competitive for top talent in both the education sector and the broader NYC labor market.
• Lead equity and belonging strategy across hiring practices, compensation structures, promotion pathways, and performance management, in direct service of the organization’s broader commitment to racial equity and social justice.
• Build listening infrastructure (engagement surveys, exit interviews, stay interviews) and translate findings into concrete action.
• Ensure managers across the network are equipped — through training, tools, and coaching — to lead, develop, and retain their teams effectively.

Enterprise Builder and Systems Leader

• Modernize HR infrastructure and systems (HRIS, ATS, performance and compensation platforms) to move the People function from manual and reactive to integrated and data-driven.
• Establish and oversee strong governance, compliance, and organizational risk-management processes across the People function, including consistent policies, internal controls, documentation standards, escalation protocols, and compliance with New York State and City employment law.
• Ensure consistent, sound employee and labor relations practices across the organization, including investigations, performance and conduct matters, partnership with legal counsel, and effective engagement with unionized stakeholders.
• Partner with Finance to execute the transition of payroll into the finance function, and establish clear, durable ownership and handoff points between the two teams going forward.
• Build people-analytics capability — turnover, time-to-fill, engagement, pay equity — that gives the CEO, Board, and executive team a real-time view of organizational health.
• Recruit, develop, and lead a high-performing People team, with clear expectations, professional growth pathways, and a culture of ownership and continuous improvement.
• Establish a rigorous operating cadence for the People function — annual workforce planning, compensation review cycles, performance calendars, and executive reporting — mirroring the operational discipline being built in Finance and Development.

*How to Apply: KIPP NYC has engaged the DSG|Koya team to lead this search. To apply or express interest, please submit your materials through this application link.

Qualifications

Candidate Profile

While it is understood that no candidate will offer every desired skill, quality, and characteristic, the following competencies offer a detailed, aspirational view of the ideal candidate profile.

A Strategic and Empowering Culture Leader

This leader will bring:

• A track record of serving as a trusted strategic advisor to CEOs, executive teams, and boards on talent and organizational strategy, bringing executive presence, sound judgment, and the confidence to constructively challenge assumptions.
• A demonstrated ability to lead organizational design and enterprise-wide change, including building stakeholder investment, communicating through uncertainty, and helping leaders and teams adopt new structures, systems, and ways of working.
• Significant experience building and scaling people functions within large, complex, multi-site organizations (ideally 1,000+ employees and $100M+ operating budgets).
• A demonstrated ability to build workforce plans that anticipate organizational needs rather than react to them.
• An empowering leadership style that develops high-performing teams through clear expectations, coaching, accountability, and a genuine culture of ownership.

Trusted Relationship Builder and Communicator

This leader will bring:

• Exceptional communication and relationship-building skills, with the ability to build trust and influence across school leaders, executive leadership, and the Board.
• A high degree of emotional attunement – the ability to read what’s said and unsaid in a room or relationship and translate that insight into action.
• The ability to pair genuine empathy with high accountability: someone who can hold people closely and still hold the line.
• Executive presence and warmth in equal measure – possessing gravitas that earns trust.
• A sense of humor and levity that builds connection, even amid serious, high-stakes work.

An Equity-Minded Enterprise Leader

This leader will bring:

• A collaborative, enterprise-wide mindset, with the ability to build strong partnerships across People, Finance, Development, and school-based leadership.
• A demonstrated, substantive commitment to equity in hiring, compensation, and advancement with the ability to translate values into concrete policy and practice, not just language.
• Deep expertise in human resources (HR), compliance, and engagement with complex legal employment matters.
• A demonstrated track record of building effective performance management, talent development, and succession-planning strategies within organizations with distinct frontline and central-office talent segments.
• A strong command of total rewards strategy, including compensation philosophy, benefits design and administration, and competitive benchmarking.

An Innovative Systems-Thinker

This leader will bring:

• A demonstrated track record of modernizing HR systems, processes, and technology to build scalable, data-driven People operations across multiple HRIS platforms.
• Experience leveraging HR technology and people analytics — including emerging AI tools — to improve organizational decision-making.
• Strong operational judgment, including the ability to assess People operations, establish meaningful performance metrics, and drive continuous improvement.

A Deep Commitment to the Mission and Values of KIPP NYC

This leader will bring:

• A demonstrated commitment to KIPP NYC’s mission of providing high-quality public education and advancing social justice and racial equity, with a deep belief in the power of education to create opportunity.
• Authenticity, humility, and sound judgment, with a people-centered approach to organizational stewardship and decision-making.
• Intellectual curiosity, resilience, and comfort navigating complexity within a fast-paced, mission-driven organization.
• The highest standards of integrity, professionalism, and discretion in managing highly sensitive and confidential information.

Education or nonprofit sector experience is helpful but not required.

Location

This full-time role is based in Midtown Manhattan and operates on a hybrid schedule (three days in-office, two days remote). It requires occasional travel to KIPP NYC’s schools.

If you relocate outside of a commutable distance or out of the state of NY, your employment will be subject to review, which may include separation from KIPP NYC. It is important that you notify HR if you move or have plans to relocate.

Additional Information

Compensation and Benefits:

KIPP NYC offers a salary ranging from $275,000 - 300,000 per year. Salary ranges at KIPP NYC are standardized based on role level and role function. Individual salaries are determined through a lens of equity, accounting for years of experience relevant to the role and scope of responsibilities, and are benchmarked against others within the same salary band.

KIPP NYC offers a generous benefits package, including, but not limited to, the following:

• Robust benefits that include medical, dental, and vision.
• 403(b) retirement plan with a 50% match after 6 months.
• Generous Time-Off aligned with the school calendar
• Up to 12 weeks of 100% parental leave.
• Bright Horizon Back-up Child and Elder care.
• Employer-paid Life Insurance and Short-term/Long-term disability.
• Employee incentives include 8 Weeks paid Sabbatical after 10 years, annual professional development funds, and tuition reimbursement.

This description is intended to describe the type of work being performed by a person assigned to this position. It is not an exhaustive list of all duties and responsibilities required by the employee.

This is a full-time, in-person role based in New York City and will require travel to our schools. If you are not in a school-based position, the cadence and frequency of travel to schools is determined by your leadership team. If you relocate outside of a commutable distance or out of the state of NY, your employment will be subject to review, which may include separation from KIPP NYC. It is important that you notify HR if you move or have plans to relocate.

KIPP NYC LLC does not offer visa sponsorship or work authorization.

KIPP NYC LLC is committed to creating a welcoming environment that includes employees with diverse backgrounds and experiences. We believe that enables us to better meet our mission and values while serving students and families throughout New York City.

KIPP NYC LLC is an Equal Opportunity Employer. KIPP NYC LLC is committed to the principles of equal employment opportunity for all employees and applicants for employment.

*How to Apply: KIPP NYC has engaged the DSG|Koya team to lead this search. To apply or express interest, please submit your materials through this application link.

TRG is a bootstrap deep-tech, fast paced company scaling in all areas and develops AI&Cyber Data Fusion products for civilian protection.

Our mission is to empower our customers to fight crime and terror through state-of-the-art technologies that provide accurate and precise intelligence to drive decisions which saves lives.

Your Mission: To scale our global team from 100 to 200+ over the next 12 months.

Your Role: We are not looking to just fill positions, we are looking for a Growth Architect. Someone who will build the engine that makes it happen.

Your ownership:

• Build the machine: Design, implement, and optimize our Talent Acquisition strategy and execution
• Lead the team: Expand, mentor, and empower an internal TA team to become a high performing team
• AI First: Bring smart AI tools and modern tech into our workflow to speed up sourcing, track better and drive insights that will make our hiring process sharper and faster.
• Business Partner: Partner with our leaders tounderstand the needs, gaps and business impact of every role
• Data Driven Hiring: Strengthen our data driven decisions by building dashboards and effective KPIs for a predictable recruitment lifecycle and insights that push the company to make better talent decisions.
• Hunt top talent: Stay hands-on in driving critical, executive, and hyper-niche hires (AI, Reverse Engineering, B2G Defense Sales) across international time zones.
• Impact TRG Business: Bringing a strong talent-market perspective, challenging and translating business needs into effective hiring strategies and priorities.
• Nurture our Culture: Embed a data-driven culture of recruiting excellence helping our leaders keep hiring moving fast without sacrificing talent quality.
• Build a magnetic employer brand: Leverage our unique deep-tech domain (AI, Reverse Engineering, Defense) to tell our story. Show candidates why a small, agile company is the best place to build big things, and use that brand to win top talent.

About You

• Scale-up experience: You have helped scale a tech company through rapid growth before (ideally taking a team from ~100 to 200+ employees).
• Player-Coach Mentality:You love to source, passionate about finding the strongest and fitted talent for each role but you also thrive when designing strategy, building teams, and analyzing funnel data.
• Uncompromising Quality & Pace: You understand that speed matters in hypergrowth, but never at the expense of culture or technical standards.
• Domain Curiosity: You get energized by understanding complex deep-tech products, customer personas, and regional hiring nuances across EMEA, APAC, and the Americas.
• Team player: You believe that big things can only be achieved together and you bring a strong  commitment to a team’s success.
• You want to make a difference: You are a lifelong learner who always thinks and looks for new ideas, perspectives and practices to drive work forward and make an impact.
• Real work, Zero Fluff: You don’t like politics and believe in simple, direct and honest communication that builds long term relationships

What Skills and Experience You’ll Bring:

• 3+ years recruiting globally: You have a strong track record as a Global Talent Acquisition Partner, hiring a wide range of roles in the high-tech industry.
• 2+ years leading a team: You know how to guide and mentor people, with proven leadership experience in a tech or product company.
• Hyper-growth survivor: You have hands-on experience working in a fast-paced, global hyper-growth environment.
• Excellent communication skills in English to connect with our teams and candidates worldwide.
• A “can-do” mindset: You bring a positive attitude, solve problems, and get things done.
• Bonus points: A BA/BSc or MA/MSc degree in Behavioral Science (or an equivalent degree) is a great advantage.

Our Core Values

Whatever it takes. We follow a can-do approach and take ownership of our commitments.

Passion is our fuel. We learn, grow and innovate.

We make an impact. We challenge the status quo and always ask why.

We work together. One for all, and all for one.

Your Perks

• Remote working and flexible hours
• Yearly performance bonus
• Private medical insurance
• Daily lunch allowance
• Sport and gym allowance
• Unlimited Udemy subscription
• Structured onboarding and training
• Equipment support
• Company events, team activities, gifts and milestone celebrations

Want to learn more? Visit our website at www.trgint.com and our LinkedIn page.

TRG TECH RESEARCH GROUP processes and controls personal data in accordance with the EU General Data Protection Regulation (GDPR) 2016⁄679. For more information, please review our Privacy Policy.

What is Kalshi? Kalshi has defined a new category: prediction markets. Kalshi allows people to trade on the outcome of any events and turn any question about the future into...

Headquarters: United States, Remote

Job: People Partner

Location: United States, Remote 

Salesloft is building the next era of enterprise revenue — one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we're building the industry's first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth.

With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won — the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate.

Join us to help transform how companies around the world run revenue — and build the platform that will guide leading revenue teams into the future.

THE OPPORTUNITY

At Salesloft, our People Partner is a strategic advisor and catalyst for organizational effectiveness. Rather than simply managing HR transactions, you will partner directly with business leaders to align talent strategies with our overarching business objectives. You will act as a trusted coach, a change agent, and a data-driven problem solver who ensures our teams are structured, supported, and engaged to drive consistent growth. While you will oversee complex employee relations, your true impact will be felt in your ability to proactively identify organizational gaps and implement initiatives that elevate our high-performance culture.

On a day-to-day basis, you will:

• Partner with department leaders to design and execute talent strategies, including workforce planning, organizational design, and succession planning.
• Act as a trusted advisor and coach to managers, building their capability to lead high-performing, highly engaged teams.
• Analyze workforce trends and metrics to recommend action plans that improve engagement and retention.
• Lead change management initiatives to support business transformation, scale, and continuous improvement across your dedicated client groups.
• Oversee complex employee relations matters, including investigations, ensuring fairness, risk mitigation, and alignment with our core values.
• Lead the creation and maintenance of company policies, ensuring compliance with applicable laws and company direction.
• Craft corporate communications that land clearly across all levels of the organization.

In addition to working with amazing colleagues who live our core values every day, you will have the opportunity to shape the employee experience for a fast-growing team. You will have an opportunity to make a difference.

WHAT WE'RE LOOKING FOR

We are seeking a strategic, commercially-minded HR professional who thrives in a fast-paced environment and is passionate about contributing to the success of their peers. You excel at looking beyond the symptoms of an organizational issue to diagnose root causes, and you are comfortable challenging leaders with empathy and data. You do not just manage processes; you drive outcomes.

If you're looking for an opportunity to learn more, do more, and become more, then becoming our People Partner is the career path for you!

THE TEAM

Our Salesloft People Business Partner team is a small but mighty group of strategic advisors embedded with the business. We partner with leaders on organizational design, manager capability, and workforce planning, and we turn people data into action so our teams can perform at their best.

As a People Partner, you'll help bring our five core values to life across the business: Move as One, Evidence over Ego, Lead from the Front, Make Your Mark, and Customer-Inspired. They shape how we hire, coach, and grow our people every day.

QUALIFICATIONS

Required:

• 7+ years of professional experience in Human Resources, with a strong background as an HRBP, People Partner, or equivalent strategic role.
• Demonstrated experience in coaching business leaders, driving organizational design, and leading change management initiatives.
• Strong ability to manage and prioritize multiple tasks in a high-demand environment with professionalism and good judgment
• Excellent interpersonal and communication skills, with experience interfacing with all levels of an organization
• High attention to detail and a high degree of empathy in supporting a positive, accommodating employee experience
• Bachelor's Degree

Preferred:

• Experience supporting technical or go-to-market teams in a high-growth SaaS environment.
• Advanced proficiency in leveraging HRIS data to build compelling, data-driven business cases.
• A passion for teamwork and contributing to the success and reputation of the broader People function.
• Prior experience in a PE backed organization preferred. 

At Salesloft, we are committed to creating an inclusive and supportive workplace where everyone belongs and can thrive. We focus on culture add, not culture fit, and believe our teams are made stronger by the unique perspectives, experiences, and identities each person brings.

We are proud to be an Equal Opportunity Employer and provide employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, pregnancy, or any other characteristic protected by law.

If you're excited about this role even though your experience may not perfectly match every requirement, we encourage you to apply. We are actively hiring across multiple geographies and would love to welcome passionate, curious, and mission-driven individuals to our growing team.

Explore our open roles and consider joining us!

Please note that all official communication regarding job opportunities at Salesloft will come from an @salesloft.com email address. If you receive messages on LinkedIn or other job platforms claiming to be from Salesloft, they may not be legitimate. To verify the authenticity of any job-related communication, please visit our official Careers Page.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, notetaking, or summarizing responses. These tools assist our recruitment team but do not replace human judgment — all hiring decisions are made by people. If you would like more information about how your data is processed or prefer to opt out of any AI-assisted tools, please let your recruiter know. Opting out will not impact your experience or consideration.

BENEFITS & PERKS

Learn more about our full range of benefits at salesloftbenefits.com

 

#LI-Remote

It is Salesloft’s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable.  The goal of Salesloft’s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization.  

Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.

The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans. 

Base Pay Range$85,000—$125,000 USD

To apply: https://weworkremotely.com/remote-jobs/salesloft-people-partner

Remote from France or Germany · Full-timeBecome Kestra’s first dedicated People hire.

About the role

RetailNext helps the world’s leading retailers understand what happens inside their stores, using sensors and computer vision across more than 43,000 storefronts globally.

We’re looking for a Talent Acquisition Partner to lead hiring across commercial, operational and technical teams. You’ll own searches from intake through offer and partner closely with hiring leaders.

Our People team works like a product team. We look at what employees, candidates and leaders experience, find where work gets stuck, and test improvements together. You’ll bring what you learn through hiring into that shared work, alongside our People Experience team.

Reports to: Director, People

What you’ll do

• Lead full-cycle searches, including intake, sourcing, interviews, offers and close.

• Build pipelines for specialist and hard-to-fill roles, and engage passive candidates across global markets.

• Advise hiring leaders on candidate profiles, market conditions, location and assessment.

• Keep candidates informed and hiring teams accountable for timely feedback and decisions.

• Maintain accurate stages, feedback and reporting in Greenhouse.

• Spot recurring friction across the hiring journey and work with the People team to test improvements that can be used across searches.

• Use hiring data, AI and automation to improve sourcing, decisions and team capacity.

What we’re looking for

• 3–5 years of full-cycle recruiting experience in a global distributed technology company.

• Experience independently hiring across business and technical functions, including specialist engineering roles such as computer vision or machine learning.

• Proven ability to source and engage passive candidates across Europe and other international markets.

• Strong judgment in shaping a search strategy and advising hiring leaders on trade-offs.

• Systems thinking: you can identify the cause of a recurring problem, help test a solution and use evidence to see whether it worked.

• Reliable execution, including accurate ATS data and consistent follow-through with candidates and hiring teams.

• A collaborative approach to improving work across team boundaries.

What we offer

• The opportunity to shape how RetailNext hires across the business.

• A collaborative Talent and People team.

• Profit Sharing Program.

• Monthly Recharge Day.

• Holiday Exchange Program.

• Best Self Benefit Program.

• Medical Insurance.

• Work from Anywhere for up to 90 days.

Hi, I’m Ellie, People Lead at hx.

I joined hx in January 2025 as a Senior People Partner and have recently stepped into the People Lead role. Outside of work, I’m an F1 fan and dog mum, so I’m no stranger to fast-paced environments or the occasional pit stop for walkies.

Our People team supports all things people at hx, from performance and engagement to the systems, insights and day-to-day operations that help our teams do their best work.

We’re growing the team and looking for someone to own our People reporting and analytics, while helping keep the operational side of the function running smoothly.

It’s a great opportunity for someone who enjoys turning data into meaningful insights, wants to make a real impact and is excited to help shape how the People team grows alongside the business.

Interested? Read more about the role and life at hx below.

About hyperexponential (hx)

At hyperexponential, we’re building the AI-powered platform that enables the world’s most critical decisions in a $7 trillion industry, which risks to take, and how to price them. These are the decisions that shape real-world outcomes: whether rockets successfully launch into space, autonomous vehicles make it to market, or communities recover after major storms.

Until now, insurance has been making billion-dollar decisions using outdated tools. We’re changing that. Our platform brings together data, AI, and human expertise to give insurers the fastest path from submission to decision, helping them move faster, act smarter, and take on more risk with confidence.

Backed by a16z, Highland Europe, and Battery Ventures, we’re scaling globally, already trusted by nearly 50 of the world’s largest insurers, with zero churn and billions in premiums flowing through hx.

What began as a single product in one market has rapidly evolved into a multi-product, multi-territory platform powering every stage of pricing and underwriting. AI is at the core of what we do, from building the world’s first domain-specific AI peer programmer for insurance (think GitHub Copilot with a PhD in actuarial science) to shaping agentic workflows that reinvent how this industry operates.

What makes hx different is the people who build it. Here, impact isn’t tied to title or tenure, it’s defined by the challenges you take on and the discipline you bring. Surrounded by peers who stretch you, you’ll do the best, hardest work of your life in a company engineered to endure. If that sounds like you, join us in building what comes next.

About the People team

Our People team owns the systems and data that keep hx a high-performance, high-engagement place to work: performance and growth, people analytics, compensation and benefits, and HR compliance. We are building the reporting layer that lets the business make faster, better-evidenced decisions about its people rather than relying on instinct, and we work closely with Talent to connect hiring and pipeline data with performance and engagement data so leaders see the full employee lifecycle instead of fragments of it.

Inside People and Talent, AI has already changed how we screen, how we write up interviews and how we surface insight to leaders. There is far more to do. Plenty of what we do still runs on manual effort that could be designed out, and this role exists to go after that. We care much more about what you have built and put in front of real users than about the size of the team you have sat in, and impact here isn’t tied to title or tenure.

You will work directly with People Leaders, with real scope to shape how the team works as we grow. One thing worth being direct about: there is no finished playbook here. If you need a well-defined remit and clear instruction to do your best work, this will be frustrating. If you would rather find the problem yourself and build the fix, you will have a lot of room..

What you’ll be doing

• Build the AI tooling that our People and Talent function runs on. Agents that answer the questions currently landing in our inbox, skills that draft the documents we write manually, workflows that pull our systems together. This is the core of the role rather than a project on the side.

• Build out the People reporting layer, including dashboards on retention, attrition and engagement, and get to the point where you can tell us what the numbers mean, not just what they are.

• Work with Talent to connect hiring and pipeline data to People data, and make that view something leaders can interrogate themselves.

• Learn our people processes properly, starting with onboarding, payroll data integrity and the performance cycle, then rebuild the parts that depend on manual effort.

• Support our performance review cycles in Lattice and our engagement surveys, help analyse what comes out of them, and automate the parts that should not need a person.

• Help keep our HRIS data accurate, including records, reporting and system troubleshooting.

What you’ll need to have done

• Built and shipped something with AI that other people used, whether that is an agent, a script, a tool, a bot or a side project.

• Got past the first version. We will ask how you tested it, what it got wrong with real users and what you changed as a result. If you have a long list of things you have experimented with, we want to hear what each one taught you.

• Worked with more than one model or platform, and formed a view on what each is good for.

• Worked with a real dataset, cleaned it up, and drawn a conclusion you could defend.

• Been responsible for keeping a system or record accurate, whether that is a tracker, a membership list, a codebase or admin for a part-time role.

• Handled something that needed to stay confidential, or can show us how you think about handling sensitive information.

• Genuine interest in how organisations work, and the willingness to learn a domain where the detail matters and the consequences of getting it wrong land on real colleagues.

You’re unlikely to thrive here if

• You struggle to adapt to change or ambiguity, or find it difficult to collaborate across diverse teams.

• You’re not energised by a culture that values ownership, feedback, and continuous learning.

If reading our Culture Document leaves you feeling neutral rather than energised, hx may not be the place where you’ll do your best work. We’re building something that asks for commitment and conviction, and we want you to feel excited by the opportunity to grow with us.

Compensation

This role sits within a £40,000 - £55,000 salary range. At hx, we’re committed to salary transparency, you’ll always have clarity on pay early in the process, and our Talent Partner will share more detail with you during initial conversations. We’re also working towards publishing salary information for all roles globally.

Because we’re building at the intersection of technology/SaaS and insurance, our roles don’t always map neatly onto traditional benchmarks. Our approach is to design compensation that’s competitive in the market, fair across teams, and aligned with the impact our people make.

Equity: We offer equity across all roles at hx, making it a significant component of total compensation. Your Talent Partner will be able to share more details about this.

Benefits

• £5,000 training and conference budget for individual and group development.

• 25 days of holiday plus 8 bank holidays (33 days total).

• Company pension scheme via Penfold.

• Mental health support and therapy via Spectrum.life.

• Individual wellbeing allowance via Juno.

• Private healthcare insurance through AXA.

• Income protection and Life Insurance.

• Cycle to Work Scheme.

Additional perks

• Top-spec equipment (laptop, screens, adjustable desks, etc.).

• Regular remote and in-person hackathons, lunch and learns, socials, and games nights.

• Team breakfasts and lunches, snacks, drinks fridge, and a fun office at The Ministry.

• Exceptional opportunities for personal development and growth as we build something remarkable together.

Interview process

1. Initial call with our Talent team to kick things off and learn more about your background.

2. Manager interview with our People Lead to explore your experience in more depth.

3. Skills assessment, presenting a People Analytics deliverable to the team.

4. Values interview to get to know how you work and how that aligns with hx’s culture with our VP of People and Senior Director of Finance and Operations.

5. Meet the CEO

Our commitment to Diversity

hxer’s are at the centre of everything we build. We know that progress depends on diverse perspectives, and we are committed to creating an environment where everyone can thrive, grow, and make an impact. We recognise there is always more to do, and we take responsibility for shaping a workplace that is not only diverse but genuinely inclusive.

Diversity is not just the right thing to do, it is key to solving the complex challenges we choose to take on. By welcoming people from all backgrounds and experiences, we strengthen our ability to question assumptions, push boundaries, and design solutions that endure.

If you’re energised by complexity and motivated to grow, we encourage you to apply and join our global team.

Next steps

If this opportunity resonates with you, we encourage you to apply or share it with your connections! Our dedicated talent team reviews all applications, and we promise to provide feedback regardless of the outcome.

For more information about applying and to view other opportunities, you can visit our careers page.

Check out our blog at Insights & Blog - hyperexponential

Please note that background checks will be conducted as part of the hiring process to ensure compliance with our governance policies. We handle all background checks sensitively and in full compliance with relevant regulations. All applicant data will be processed in accordance with data protection regulations and our privacy policy.

About Fortanix:

In today’s world, where data spreads across various clouds and devices, traditional security measures aren’t enough. Businesses need a dynamic approach to defend against constant cyber threats and ensure agile data security. Fortanix leads the way in data-centric cybersecurity for hybrid multicloud environments, using advanced cryptography, encryption, and confidential AI solutions.

As data breaches become more frequent and traditional defenses fall short, we focus on data exposure management to keep your information safe. Our unified data security platform addresses vulnerabilities in hybrid multicloud environments, defends against threats, and makes it easier to discover, assess, and fix data exposure risks. Whether implementing a Zero Trust model or preparing for the post-quantum computing era, we help businesses worldwide protect their most sensitive data, wherever it is.

Our commitment to solving the world’s toughest data security challenges has earned Fortanix multiple Cybersecurity Excellence and Innovation Awards, as well as recognition from industry giants such as NVIDIA, Microsoft, Intel, ServiceNow, and Snowflake.

Our team includes industry leaders and cryptography experts, creating a culture of trust, innovation and collaboration where every voice is valued. Recognized as a Great Place to Work, we’re looking for passionate individuals to help us shape the future of data security and work towards a safer digital future.

Why work with us?

We’re seeking passionate people to work with us to change the very idea of how people use cloud computing. We take pride in making Fortanix a great place to work. Coworkers recognize that great ideas can come from anyone, and everyone is encouraged to jump in, contribute, and ask questions.  In tackling the hardest problems, we believe that working together will produce better solutions.

Overview of the role:

We’re looking for a curious and motivated Associate Technical Recruiter to join our global Talent Acquisition team.

You’ll work closely with senior recruiters in the US and India to help identify and engage technical talent around the world, support candidates through the interview process, and help keep our hiring processes moving efficiently.

This is a great opportunity for someone early in their recruiting career who enjoys sourcing, wants to become a strong technical recruiter, and is excited to learn how to recruit for highly specialized roles across software engineering, cloud infrastructure, cybersecurity, and AI.

What You’ll Do

• Source and engage technical candidates across Europe, the US, India, and other global markets.
• Build candidate pipelines using LinkedIn Recruiter, Boolean/X-ray search, GitHub, AI tools, referrals, and other creative sourcing methods.
• Partner with senior recruiters to understand hiring profiles and develop effective sourcing strategies.
• Review resumes and profiles to assess candidate fit and conduct initial recruiter screens as needed.
• Help move candidates through the interview process, including scheduling, follow-up, candidate communication, and interview coordination.
• Keep recruiting activity and candidate information accurate and up to date in our ATS.
• Learn the technical requirements of our roles and adjust searches based on recruiter and hiring-manager feedback.
• Help create a responsive, professional candidate experience from initial outreach through the hiring process.

What We’re Looking For

• 2+ years of recruiting or sourcing experience, ideally supporting technical or engineering roles.
• Hands-on experience proactively sourcing candidates—not just managing inbound applicants.
• Experience with LinkedIn Recruiter, Boolean search, or other sourcing tools and techniques.
• Strong written and spoken English and comfort working with people across different countries and time zones.
• Curiosity about technology and the ability to quickly learn unfamiliar technical concepts.
• Strong organization, follow-through, and attention to detail.
• A resourceful, proactive approach—you’re willing to try different strategies when a search isn’t producing results.
• Ability to take feedback, apply it quickly, and develop greater independence over time.

Nice to Have

• Experience sourcing software engineering, DevOps/SRE, cloud, infrastructure, cybersecurity, or other technical profiles.
• Experience in a staffing agency, RPO, technology company, or fast-growing startup.
• Experience sourcing candidates across multiple countries or regions.
• Familiarity with GitHub, X-ray search, AI recruiting tools, or other methods for finding candidates beyond LinkedIn.

Why Join Us?

You’ll gain hands-on experience recruiting for sophisticated technology at the intersection of cybersecurity, cloud, data security, and AI, while working with candidates and hiring teams around the world.

You’ll learn alongside experienced recruiters and technical leaders, with the opportunity to take on increasingly complex searches and grow into an independent Technical Recruiter.

Success in this Role

• Consistently delivers qualified candidates quickly.
• Builds strong relationships with hiring managers and candidates.
• Operates independently with minimal oversight.
• Maintains a high standard of quality while managing multiple searches simultaneously.

What we offer:

• Hybrid Work Model
• 12 Annual Leaves & 12 Casual/Sick Leaves
• 8 Public Holidays + 2 Floating Holiday
• Comprehensive Medical and Dental Insurance Coverage for employees and their eligible dependents
• Group Life Insurance
• Personal Accident Insurance
• Internet Reimbursement
• Employee Stock Options
• Onsite Snacks, Lunches, and Dinners Provided
• Quarterly Beer Bashes & Year-End Celebrations

Fortanix is an equal opportunity employer that celebrates diversity and is committed to creating an inclusive workplace with equal opportunity for all applicants and teammates. Our goal is to recruit the most talented people from a diverse candidate pool regardless of race, color, religion, age, gender, gender identity, sexual orientation or any other status. If you’re interested in working in a fast growing, exciting working environment – we encourage you to apply!

About the role

RetailNext helps the world’s leading retailers understand what happens inside their stores, using sensors and computer vision across more than 43,000 storefronts globally.

We’re looking for a Talent Acquisition Partner to lead hiring across commercial, operational and technical teams. You’ll own searches from intake through offer and partner closely with hiring leaders.

Our People team works like a product team. We look at what employees, candidates and leaders experience, find where work gets stuck, and test improvements together. You’ll bring what you learn through hiring into that shared work, alongside our People Experience team.

Reports to: Director, People

What you’ll do

• Lead full-cycle searches, including intake, sourcing, interviews, offers and close.

• Build pipelines for specialist and hard-to-fill roles, and engage passive candidates across global markets.

• Advise hiring leaders on candidate profiles, market conditions, location and assessment.

• Keep candidates informed and hiring teams accountable for timely feedback and decisions.

• Maintain accurate stages, feedback and reporting in Greenhouse.

• Spot recurring friction across the hiring journey and work with the People team to test improvements that can be used across searches.

• Use hiring data, AI and automation to improve sourcing, decisions and team capacity.

What we’re looking for

• 3–5 years of full-cycle recruiting experience in a global distributed technology company.

• Experience independently hiring across business and technical functions, including specialist engineering roles such as computer vision or machine learning.

• Proven ability to source and engage passive candidates across Europe and other international markets.

• Strong judgment in shaping a search strategy and advising hiring leaders on trade-offs.

• Systems thinking: you can identify the cause of a recurring problem, help test a solution and use evidence to see whether it worked.

• Reliable execution, including accurate ATS data and consistent follow-through with candidates and hiring teams.

• A collaborative approach to improving work across team boundaries.

What we offer

• The opportunity to shape how RetailNext hires across the business.

• A collaborative Talent and People team.

• Profit Sharing Program.

• Monthly Recharge Day.

• Holiday Exchange Program.

• Best Self Benefit Program.

• Medical Insurance.

• Work from Anywhere for up to 90 days.

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About Tekmetric Tekmetric is the all-in-one, cloud-based software helping auto repair shops run smarter, grow faster, and serve customers better. Built by a shop owner and shaped by the needs...

Headquarters: Remote-Canada

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 international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote.

With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.

We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.   If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

This is not an active job opening, but a way for us to connect with talent as we plan for future opportunities. If you’re not interested in interviewing for a role that isn’t currently open, we kindly ask that you wait until an active position aligns with your career goals.

We’re always looking for exceptional talent to join us in our mission to make work accessible for everyone, everywhere. While this specific role isn’t currently open, we’re planning for strategic growth in 2025 and beyond. This posting is part of our Future Opening pipeline initiative, which helps us connect with outstanding professionals early on.

By expressing your interest in this role, you’ll have the opportunity to start a conversation with us about your expertise and learn more about Remote’s vision and goals. Being part of our Evergreen Pipeline means staying top of mind for future roles that align with your skills and experience. It’s also a chance to explore how your career goals might fit into Remote’s exciting journey of global growth. We’ll keep your information on file for 1 year and be in touch if we see a match in that time.

 

The position

This is an exciting time to join Remote and make a personal impact in the global employment space joining our Benefits team as Benefits Operations Specialist.

This individual contributor role is part of the EOR (Employer of Record) Operations team. As a critical extension of our clients’ HR teams, EOR Ops team members navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision in over 90+ countries.

On this team, your work directly influences our customer journey and employee experience with their Benefits. As a dynamic and curious professional, you will have the opportunity to develop yourself as an experienced international Benefits Specialist.

You will report to our Benefits Operations Manager.

Key responsibilities

• Provide delightful support to Employees and Clients re: Benefits in multiple areas
  • Benefits plans key attributes, including pricing, coverage and claims
  • Benefits plans enrolment and unenrollment
  • Benefits invoicing / billing
  • Benefits Remote platform
  • Benefits vendors’ platforms
• Process and solve tickets and escalations in Zendesk/e-mail
• Execute with care and precision data related tasks (preparation, entry, download etc.)
• Help define/detail and execute on Standard Operating Procedures
• Work closely and effectively within the Benefits team and with other Remote departments to analyse customers’ needs and deliver delightful solutions and experiences
• Be able to provide analytical, administrative and technical support in maintaining the benefits programs to ensure smooth administration of plans and policies.
• Maintain the operations process documents and be able to find automation possibilities to streamline process
• Constantly research and systematically distill written knowledge in Notion
• Be able to go from “scout to scale” and actually start things up and get things done
• Be an internal and external champion of Remote's values and Benefits team's goals

Requirements

• Experience in HR Operations Employee Benefits ideally in the context of delivering US PEO services
• Obsessed to provide an excellent customer service experience
• Strong organizational and time management skills
• Strong verbal, written, and interpersonal skills to interact internally and externally at all levels
• Ability to work in a fast-paced environment and multi-task effectively across various tech tools
• You are a manager of one
• Writes and speaks fluent English
• It's not required to have experience working remotely, but considered a plus
• Embraces AI and automation to work more efficiently

Benefits

• You can learn more about the benefits we're offering to all internal employees at Remote by visiting our public Benefits & Perks Handbook page.

Practicals

• You'll report to: Benefits Manager
• Team: Operations - Benefits
• Location: AMER

Application process

1. Profile review
2. Interview with recruiter
3. Written challenge
4. Interview with Manager, Benefits Operations
5. Interview with Director, Benefits
6. Bar Raiser interview 

 

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce.  We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is$35,250—$89,250 USD

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• work from anywhere
• flexible paid time off
• flexible working hours (we are async)
• 16 weeks paid parental leave
• budget towards co-working spaces, learning and wellness (including gym memberships)
• mental health support services
• stock options
• home office budget & IT equipment

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here. 

Please note we accept applications on an ongoing basis. 

To apply: https://weworkremotely.com/remote-jobs/remote-benefits-operations-specialist-amer

About the Team

OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.

About the Role

We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.

You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.

Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.

This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.

Your Responsibilities

• Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.

• Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.

• Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.

• Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.

• Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.

• Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.

• Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.

• Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.

• Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.

We’re Seeking

• Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.

• French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.

• Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.

• Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.

• Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.

• Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.

• Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.

• Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.

• High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.

• Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.

About OpenAI

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

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

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

About this Team

At OpenAI, we’re here to do something extraordinary: build safe AGI that benefits everyone. That mission demands people who are not just brilliant but also deeply aligned with our values. Our Recruiting team is the gateway—connecting exceptional humans to meaningful, high-impact work. We’re a close-knit, mission-driven crew that takes pride in thoughtful, relationship-first hiring. We partner deeply with teams across OpenAI to find, engage, and support the people who will shape the future of AI.

About this Role

We are looking for an experienced Recruiter specializing in G &A functions to join our team. This role involves leading full-cycle recruitment efforts, from initial role definition to offer acceptance, focusing on building robust teams across various teams. Reporting to ourGlobal Head of Business Recruiting , you will collaborate closely with hiring managers and global recruitment colleagues to ensure a seamless and effective hiring process.

In this role, you will:

• Manage full-cycle recruitment for G&A roles, including identifying talent needs, managing the recruitment process, and negotiating offers.

• Work directly with business leaders to understand departmental objectives and develop proactive hiring strategies that align with organizational goals.

• Ensure an outstanding candidate experience by representing OpenAI professionally and upholding our commitment to diversity and inclusion in all hiring practices.

• Collaborate with internal teams such as HR, Legal, and Compensation to ensure compliance and operational excellence throughout the recruitment lifecycle.

• Utilize advanced sourcing strategies and tools to attract and engage top-tier candidates, with a focus on enhancing diversity within our teams.

• Provide expert advice and support to hiring managers on best practices in interviewing, candidate evaluation, and employment branding.

You might thrive in this role if you have:

• 5+ years of full-cycle recruiting experience, particularly within in-house environments at high-growth companies.

• A strong track record of hiring for G&A roles.

• Excellent communication skills and the ability to engage effectively with diverse teams and stakeholders across cultures.

• A high level of adaptability in fast-paced, evolving environments—balancing strategic vision with hands-on execution.

• A continuous improvement mindset and the ability to evolve processes to meet global hiring needs.

• Proficiency with ATS and sourcing platforms such as Ashby, LinkedIn Recruiter, and other modern recruitment tools.

Workplace & Location

This role can be based in our San Francisco or New York City office. We are also considering applications to work remotely from within the U.S. If you’re remote, we ask that you’re open to occasional visits to our HQ when it makes sense for your role. When applying, let us know which location(s) work for you.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are set up for focus and connection—with adjustable desks, phone booths, conference rooms, stocked kitchens, and cozy spots to unwind or catch up with teammates.

About OpenAI

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

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

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

About the Team

OpenAI’s People team aims to hire, engage, and retain world-class talent to safely build and deploy universally beneficial Artificial General Intelligence (AGI). The HR team, a vital subset of the People team, supports a diverse group of scientists, engineers, and business professionals, with expertise spanning employee relations, immigration, compensation and benefits, learning and development, project management, and more.

About the Role

We’re seeking an HR Business Partner to support our growing teams across EMEA, with a particular focus on France. This role will help build scalable, locally compliant people practices and support strong employee relations as we grow.

You will partner closely with regional People leadership, Legal, Employee Relations, and other People COEs to strengthen our approach to employee relations and employee representation in France. This will include building practical governance, manager practices, and operating processes that are compliant and sustainable as we scale.

Beyond France, this role will serve as a trusted HR partner to managers and teams across EMEA. You will combine strong operational execution with thoughtful business judgment to support performance, organizational health, employee relations, and disciplined people practices at scale.

This role reports into the International HRBP Lead, who owns regional organizational design and workforce planning. You will operate as a key regional execution partner to them, translating strategic direction into consistent delivery, elevating manager capability, and proactively surfacing people risks and themes.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are designed for focus and connection, with spaces for both individual work and collaboration.

Your Responsibilities

• Lead employee-representative work in France: Partner with Legal, Employee Relations, People Operations, and local stakeholders to own and deliver CSE-related processes, including elections, consultations, employee communications, documentation, governance, and effective ongoing operating rhythms.

• Build sustainable employee relations processes: Help establish clear processes for engaging with employee representatives, preparing for required information and consultation processes, maintaining appropriate documentation, and coordinating inputs from relevant business and People stakeholders.

• Support managers operating in the French employee relations environment: Equip managers and leaders with practical guidance on working effectively within French employment and employee-representation frameworks, escalating complex matters to Legal or specialist teams as appropriate.

• Drive strong day-to-day HR execution: Partner with managers across EMEA to support performance management cycles, feedback conversations, organizational changes, and employee relations matters with consistency and care.

• Be the go-to partner for frontline managers: Provide practical, timely guidance on team health, coaching conversations, policy interpretation, performance management, and manager enablement.

• Support and operationalize People programs: Help implement and maintain performance, engagement, retention, and employee experience initiatives, ensuring processes are clear, scalable, and well executed across different EMEA jurisdictions.

• Triage and resolve employee relations issues: Identify issues early, assess risk, recommend appropriate actions, and partner with Employee Relations, Legal, and other COEs on complex or sensitive matters.

• Maintain operational rigor: Track employee relations themes, maintain complete and accurate documentation, coordinate recurring processes, and ensure actions and commitments are followed through.

• Collaborate cross-functionally: Work closely with HRBPs, Legal, Employee Relations, People Operations, Total Rewards, and other COEs to provide a consistent and high-quality employee experience across EMEA.

We’re Seeking

• Strong HR foundation: Approximately 8+ years of HR experience, including meaningful experience partnering directly with managers in fast-paced, high-growth, or complex international environments as a Senior HR Generalist or HR Business Partner.

• French employee relations experience: Practical experience working with French employment practices and employee representative bodies. Direct experience establishing, supporting, or working closely with a CSE, works council, or comparable employee representative structure is highly valued.

• Experience with employee representative processes: Familiarity with employee elections, consultation processes, employee representative communications, and the governance and documentation associated with formal employee representation.

• Execution-oriented partnership: Comfortable owning detailed, time-sensitive workstreams and coordinating across multiple stakeholders while maintaining sound judgment and strong follow-through.

• Strong project management: Able to take complex, multi-stage employee-representative processes and translate them into clear milestones, owners, dependencies, communications, and operating processes.

• Manager coaching capability: Able to guide managers through performance conversations, organizational changes, and employee relations issues with clarity and confidence.

• Operational strength: Brings structure, organization, and discipline to people processes and can build repeatable practices as the organization scales.

• Good judgment under pressure: Balances empathy, employee experience, business needs, and appropriate risk management while handling sensitive matters with discretion.

• High integrity: Trusted, fair, principled, and comfortable operating in an environment where confidentiality and sound judgment are essential.

• Language capability: Professional fluency in French and English is strongly preferred given the role’s responsibility for supporting employee relations and representative processes in France.

About OpenAI

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

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

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.

About this Team

At OpenAI, we’re here to do something extraordinary: build safe AGI that benefits everyone. That mission demands people who are not just brilliant but also deeply aligned with our values. Our Recruiting team is the gateway—connecting exceptional humans to meaningful, high-impact work. We’re a close-knit, mission-driven crew that takes pride in thoughtful, relationship-first hiring. We partner deeply with teams across OpenAI to find, engage, and support the people who will shape the future of AI.

About this Role

We are looking for an experienced Recruiter specializing in G &A functions to join our team. This role involves leading full-cycle recruitment efforts, from initial role definition to offer acceptance, focusing on building robust teams across various teams. Reporting to ourGlobal Head of Business Recruiting , you will collaborate closely with hiring managers and global recruitment colleagues to ensure a seamless and effective hiring process.

In this role, you will:

• Manage full-cycle recruitment for G&A roles, including identifying talent needs, managing the recruitment process, and negotiating offers.

• Work directly with business leaders to understand departmental objectives and develop proactive hiring strategies that align with organizational goals.

• Ensure an outstanding candidate experience by representing OpenAI professionally and upholding our commitment to diversity and inclusion in all hiring practices.

• Collaborate with internal teams such as HR, Legal, and Compensation to ensure compliance and operational excellence throughout the recruitment lifecycle.

• Utilize advanced sourcing strategies and tools to attract and engage top-tier candidates, with a focus on enhancing diversity within our teams.

• Provide expert advice and support to hiring managers on best practices in interviewing, candidate evaluation, and employment branding.

You might thrive in this role if you have:

• 5+ years of full-cycle recruiting experience, particularly within in-house environments at high-growth companies.

• A strong track record of hiring for G&A roles.

• Excellent communication skills and the ability to engage effectively with diverse teams and stakeholders across cultures.

• A high level of adaptability in fast-paced, evolving environments—balancing strategic vision with hands-on execution.

• A continuous improvement mindset and the ability to evolve processes to meet global hiring needs.

• Proficiency with ATS and sourcing platforms such as Ashby, LinkedIn Recruiter, and other modern recruitment tools.

Workplace & Location

This role can be based in our San Francisco or New York City office. We are also considering applications to work remotely from within the U.S. If you’re remote, we ask that you’re open to occasional visits to our HQ when it makes sense for your role. When applying, let us know which location(s) work for you.

If you’re joining us in person, we offer relocation support and follow a hybrid schedule: three days a week in the office, with the option to work from home on Thursdays and Fridays. Our offices are set up for focus and connection—with adjustable desks, phone booths, conference rooms, stocked kitchens, and cozy spots to unwind or catch up with teammates.

About OpenAI

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

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

For additional information, please see OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement.

Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.

To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.

OpenAI Global Applicant Privacy Policy

At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.