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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.

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.

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.

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

Somos uma marca global,certificada pelo ranking GPTW e comprometida em criar produtos, serviços e parcerias alinhadas à nossa Cultura.

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!

What this job can offer you

As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly.

The Senior Lifecycle Specialist, Employee Relations & Transitions independently manages all employee exits for Remote’s external employees with a focus on legal compliance, excellent quality and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources.

As part of a larger employee Lifecycle team, the Senior Specialist is also expected to drive process improvements and initiatives in line with Remote’s strategic goals and values.

What you bring

• Experience as an HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.
• Tertiary qualifications in HR/labour relations/employment law considered a plus.
• Proven experience with a strong background in independently managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR advice and guidance on employment laws and regulations, spanning various jurisdictions.
• Understanding of employee relations principles, progressive discipline approaches, and workplace investigation fundamentals.
• Ability to interpret and apply industrial instruments, analyze complex HR issues and apply problem-solving skills to independently (occasionally with minimal supervision) arrive at solutions, undertake research and translate this into usable team resources, provide practical solutions and effectively communicate recommendations to clients and internal stakeholders when operating in ambiguous and unfamiliar environments.
• Superior communication, influencing, conflict management, and negotiation skills, with the ability to independently lead difficult conversations to a positive outcome, often where parties have conflicting interests, while conveying authority and expertise as the representative of Remote, and maintaining professionalism and strict confidentiality.
• Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus.
• Aptitude and appetite to innovate and optimize processes, continuously identifying, developing and implementing opportunities for automation and champion best practice.
• Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity.
• Tech-savvy, with the ability to successfully collaborate asynchronously on various tools, and adapt to new and evolving systems.
• Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment while successfully balancing multiple competing priorities. Willingness to work flexible hours as needed.
• Proactive and self-motivated with a strong sense of ownership and accountability, and ability to inspire others.

Key Responsibilities

Offboarding

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote’s clients and employees.
• Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients’ requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote’s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
• Provide comprehensive guidance on Remote’s Employee Relations resources, helping clients navigate complex workplace scenarios.
• Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
• Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
• Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
• Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
• Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle’s internal stakeholders.
• Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
• Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

Practicals

• You’ll report to: Manager Employee Lifecycle, Employee Relations & Transitions
• Team: Lifecycle, Employee Relations & Transitions
• Location: AMER
• Start date: As soon as possible

Application process

1. Interview with recruiter
2. Test
3. Interview with future manager
4. Interview with team members (no managers present)
5. Executive Interview
6. Bar Raiser Interview
7. Offer
8. Prior employment verification check

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

$46,500—$52,350 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.

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!

What this job can offer you

As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly.

The Senior Lifecycle Specialist, Employee Relations & Transitions independently manages all employee exits for Remote’s external employees with a focus on legal compliance, excellent quality and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources.

As part of a larger employee Lifecycle team, the Senior Specialist is also expected to drive process improvements and initiatives in line with Remote’s strategic goals and values.

What you bring

• Experience as an HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.
• Tertiary qualifications in HR/labour relations/employment law considered a plus.
• Proven experience with a strong background in independently managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR advice and guidance on employment laws and regulations, spanning various jurisdictions.
• Understanding of employee relations principles, progressive discipline approaches, and workplace investigation fundamentals.
• Ability to interpret and apply industrial instruments, analyze complex HR issues and apply problem-solving skills to independently (occasionally with minimal supervision) arrive at solutions, undertake research and translate this into usable team resources, provide practical solutions and effectively communicate recommendations to clients and internal stakeholders when operating in ambiguous and unfamiliar environments.
• Superior communication, influencing, conflict management, and negotiation skills, with the ability to independently lead difficult conversations to a positive outcome, often where parties have conflicting interests, while conveying authority and expertise as the representative of Remote, and maintaining professionalism and strict confidentiality.
• Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus.
• Aptitude and appetite to innovate and optimize processes, continuously identifying, developing and implementing opportunities for automation and champion best practice.
• Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity.
• Tech-savvy, with the ability to successfully collaborate asynchronously on various tools, and adapt to new and evolving systems.
• Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment while successfully balancing multiple competing priorities. Willingness to work flexible hours as needed.
• Proactive and self-motivated with a strong sense of ownership and accountability, and ability to inspire others.

Key Responsibilities

Offboarding

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote’s clients and employees.
• Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients’ requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote’s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
• Provide comprehensive guidance on Remote’s Employee Relations resources, helping clients navigate complex workplace scenarios.
• Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
• Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
• Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
• Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
• Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle’s internal stakeholders.
• Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
• Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

Practicals

• You’ll report to: Manager Employee Lifecycle, Employee Relations & Transitions
• Team: Lifecycle, Employee Relations & Transitions
• Location: AMER
• Start date: As soon as possible

Application process

1. Interview with recruiter
2. Test
3. Interview with future manager
4. Interview with team members (no managers present)
5. Executive Interview
6. Bar Raiser Interview
7. Offer
8. Prior employment verification check

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

$46,500—$52,350 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.

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...

Job Title: People Operations Generalist Location: United States, Remote THE OPPORTUNITY: Salesloft is building the next era of enterprise revenue — one where teams make confident decisions powered by AI...

Company Description

👋🏼We’re Nagarro .

We are a Digital Product Engineering company that is scaling in a big way! We build products, services, and experiences that inspire, excite, and delight. We work at a scale — across all devices and digital mediums, and our people exist everywhere in the world (18000+ experts across 36 countries, to be exact). Our work culture is dynamic and non-hierarchical. We are looking for great new colleagues. That is where you come in!

Job Description

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Work timings - 3 pm to 12:00 midnight IST
• Must be available to join under 60 days
• 4+ years of progressive experience in HR Generalist or HR Business Partner roles.
• Hands-on experience supporting employee lifecycle activities including onboarding, employee development, performance management, internal mobility, and offboarding.
• Strong experience in HR onboarding, contract management, payroll management, and employee documentation.
• Experience managing employee relations matters, including workplace conflicts, performance issues, disciplinary actions, and sensitive employee concerns.
• Prior experience supporting U.S.-based employees and managers from an offshore/global HR environment.
• Strong understanding of U.S. HR practices, employment regulations, and compliance requirements.
• Experience providing HR guidance on policies, procedures, and employment-related matters.
• Ability to identify compliance risks and recommend practical, business-focused HR solutions.
• Experience working with geographically distributed teams and collaborating across multiple time zones.
• Exposure to expatriate (Expat) onboarding, orientation, and mobility support programs.
• Strong stakeholder management, communication, interpersonal, and conflict-resolution skills.
• Ability to handle confidential and sensitive employee information with professionalism and discretion.
• Proficiency in HR operations, HR systems, workforce reporting, and data analysis.
• HR certification or Master’s degree in HR/Business Administration is preferred.
• Willingness to work in alignment with U.S. business hours when required.

Responsibilities

• Manage the end-to-end employee lifecycle for U.S.-based employees, including onboarding, development, performance management, internal transfers, and offboarding.
• Coordinate HR onboarding activities, documentation, employment contracts, and employee orientation programs.
• Support expatriate onboarding and orientation processes while ensuring a smooth employee experience.
• Administer payroll-related HR activities and coordinate with relevant internal teams for accurate and timely processing.
• Partner with managers and employees to provide day-to-day HR guidance and support on people-related matters.
• Handle employee relations issues, workplace concerns, investigations, disciplinary actions, and conflict resolution in a professional manner.
• Ensure compliance with applicable U.S. federal, state, and local employment requirements.
• Support employee engagement initiatives, culture-building activities, and people programs across the organization.
• Collaborate with Talent Acquisition, Learning & Development, Compensation & Benefits, and other HR teams to implement HR initiatives and programs.
• Provide workforce insights, HR metrics, and data-driven recommendations to support business and people decisions.
• Ensure consistent application of HR policies, procedures, and best practices across the employee population.
• Maintain accurate HR records, employment documentation, and confidential employee information.
• Support organizational change initiatives and talent development programs.
• Monitor updates in U.S. employment regulations and proactively communicate potential compliance implications.
• Drive a positive employee experience by acting as a trusted HR advisor and business partner to managers and employees.
• Continuously improve HR processes, employee services, and operational effectiveness.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.

Who We Are!

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

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

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

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

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

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

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

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

Good to note: To Our Awesome Applicants! 🚀💫

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

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

Position Overview

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

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

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

What You’ll Do🌟

Partner with the exec team on people decisions

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

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

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

Work on team dynamics and development

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

Sharpen how people decisions get communicated

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

Who You Are 🦸‍♀️🦸‍♂️

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

Terms

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

Applications are reviewed on a rolling basis.

Our Culture & Tenets(Values) 🌱

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

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

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

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

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

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

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

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

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

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

Responsibilities:

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

Qualifications:

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

Compensation & Transparency

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

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

Some example salaries for specific locations are below:

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

Chicago: $118,000 - $136,000

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

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

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

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

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

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

Location: Remote within Europe for candidates currently based in Europe · Relocation to Finland also possible About Capalo AICapalo AI builds the software behind the energy transition.

Location Requirement: Must reside in Eastern or Central US timezone

About the Role

As a Fixed Term Talent Acquisition Partner, you will support full-cycle recruiting across corporate functions and technical teams at Axonius. You will partner with hiring managers and TA team members to fill key roles across areas such as Engineering, Security, Marketing, Finance, and other corporate functions. This is a hands-on execution-focused role, ideal for a recruiter who thrives in a fast-paced environment and can hit the ground running.

Responsibilities

• Full-Cycle Recruiting: Execute end-to-end recruitment for corporate and technical roles, including Engineering, Security, Marketing, Finance, Legal, and IT — from sourcing and screening through offer support and onboarding coordination.
• Hiring Manager Partnership: Collaborate with hiring managers to understand role requirements, align on candidate profiles, and maintain clear communication throughout the process.
• Sourcing & Pipeline Development: Build and maintain candidate pipelines through LinkedIn Recruiter, job boards, referrals, networking, and other sourcing channels, with an emphasis on engaging passive candidates.
• Candidate Experience: Ensure a positive, consistent candidate experience from first contact through close.
• Process Adherence: Follow established TA processes and tools (Greenhouse, Workday, or similar ATS), and flag opportunities for improvement to the team.
• Data & Reporting: Track recruiting activity, maintain accurate ATS data, and share pipeline updates with hiring managers and TA leads.
• Cross-Functional Collaboration: Work closely with HR Business Partners, Compensation, and Finance to support headcount planning and smooth offer execution.

Minimum Qualifications

• 4+ years of full-cycle recruiting experience, with demonstrated success hiring across corporate functions (Finance, Marketing, Legal) and/or technical roles (Engineering, Security, IT) in North America.
• Strong sourcing skills with the ability to identify and engage passive candidates across multiple channels.
• Experience with LinkedIn Recruiter and an ATS (Greenhouse, Workday, Lever, or similar).
• Clear, organized communicator with the ability to manage multiple searches simultaneously.
• Comfortable working independently in a fast-paced, high-growth environment.
• Passion for delivering an outstanding candidate experience.

Preferred Qualifications

• Experience recruiting within cybersecurity, SaaS, or enterprise software companies.
• Familiarity with AI-powered recruiting tools and modern sourcing technologies.
• Familiarity with hiring in EMEA and/or LatAm.

#LI-LN1 #LI-REMOTE

Axonius is committed to fair and equitable compensation packages. A candidate’s salary will be based on qualifications and relevant experience.

Annual Pay Range

$115,000—$135,000 USD

About Axonius:

Axonius transforms cyber asset intelligence into actionability. With the Axonius Asset Cloud, customers preemptively tackle high-risk and hard-to-spot threat exposures, misconfigurations, and overspending. The integrated platform brings together data from every system in an organization’s IT infrastructure to optimize mission-critical risk, performance, and cost measures via actionable intelligence.

Covering cyber assets, software, SaaS applications, identities, vulnerabilities, infrastructure, and more, Axonius is the one place to go for Security, IT, and GRC teams to continuously drive actionability across the organization. Cited as one of the fastest-growing cybersecurity startups, with accolades from CNBC, Forbes, and Fortune, Axonius supports millions of assets for leading customers across industries and around the world.

Axonius makes it a priority to invest in our people with competitive compensation and benefits, growth opportunities, community-building, and so much more. Learn more about benefits at Axonius.

At Axonius we support a diverse and inclusive workplace and believe in equal employment opportunity. We welcome people of different backgrounds, experiences, abilities and perspectives to apply. All qualified applicants will receive consideration for employment without regard torace, color, ancestry, religion, age, sex, gender identity, national origin, sexual orientation, citizenship, marital status, disability, or Veteran status.

Axonius participates in E-Verify. To learn more, please review the E-Verify Participation Poster (PDF) and the Right to Work Poster (PDF). By submitting your application to us, you acknowledge that your personal data will be processed in accordance with our Global Job Candidate Privacy Notice.

Headquarters: United States, Remote

Job Title: People Operations Generalist 

Location: United States, Remote

THE OPPORTUNITY:

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 Operations Generalist is a pivotal part of our success as the go-to for all employee relations. You will work closely with managers to ensure flawless execution of employee support across the organization, and — with the help of the broader People team — manage employee questions, concerns, and offboarding, including investigations, exit surveys, and interviews. You will analyze trends in employee patterns and partner with the Director to execute strategies that support the long-term success of the business, and lead the creation and maintenance of company policies and compliance.

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

- Serve as the primary point of contact for employee relations matters, including investigations, exit surveys, and exit interviews.

- Manage the leave-of-absence process and tracking, ensuring compliance with local and federal law.

- Manage the offboarding process, including exit interviews for all departing employees.

- Partner closely with managers to ensure consistent, high-quality employee support across the organization.

- Analyze workforce trends and metrics to recommend action plans that improve engagement and retention.

- Lead the creation and maintenance of company policies and state compliance projects.

- 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 self-starting, organized individual who is passionate about contributing to the success of their peers and thrives in a fast-paced environment. You excel at juggling multiple priorities and thoroughly enjoy providing a white-glove employee experience.

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

THE TEAM

Our Salesloft People Operations team is a small but mighty team. We are passionate about providing the best possible onboarding experience for every new Lofter! The team consists of results-oriented professionals with the initiative to take on any challenge and serve their fellow team members.

The People Operations team's members share a few common traits: they are warm and welcoming, self-motivated, and excited to contribute to the professional development of every Salesloft employee.

QUALIFICATIONS

Required:

- Bachelor's degree

- 2+ years of professional experience in Human Resources, including employee relations and program management

- 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

Preferred:

- Experience with HiBob HRIS

- A passion for teamwork and contributing to the success and reputation of the broader People function

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-HYBRID

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$60,000—$85,000 USD

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

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