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Location: London, UK Workplace: OnSite ABOUT RAMP Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. ABOUT THE ROLE At Ramp, people are the single biggest lever on our trajectory, and the bar for who joins this team gets higher every quarter, not lower. We are hiring our first dedicated Recruiter for GTM Expansion, based in London: someone who can map a market, identify the operators who will outperform their peers and run a full-cycle process that wins them. The UK is the immediate mandate. You will partner with local and US-based leaders to turn an ambitious growth plan into a real commercial team, from first conversation through offer close. You will also help us build the recruiting approach, market knowledge and candidate networks that support Ramp's expansion into new GTM markets over time. The recruiters who do this best combine craft on the front end, research, identification and calibration, with execution on the back end, closing, candidate experience and pipeline discipline. We are looking for both. WHAT YOU'LL DO • Own full-cycle recruiting for priority GTM Expansion hiring, starting with UK roles across Sales, Solutions Consulting, Partnerships and Customer Success. • Build a sharp point of view on the UK market and future expansion markets: the companies producing strong talent, the people who outperform their peers and the communities that matter. • Use research, data and AI as part of your everyday craft to identify and qualify exceptional candidates. We expect a written market point of view, not just a slate of profiles. • Run thoughtful, personalised outreach grounded in the candidate's actual background, commercial motion or recent work. We care more about quality, replies and conversion than send volume. • Partner with GTM leaders to turn ambitious hiring plans into a clear profile, credible process and realistic compensation strategy. Surface hard market truth early and push back constructively when needed. • Own the candidate experience from first conversation through offer close: fast follow-up, clear communication, strong process discipline and a tailored closing plan for the candidates we most want. • Build real presence for Ramp in London through the right relationships, referrals and targeted community activity. The point is pipeline and credibility, not events for their own sake. • Work tightly with the wider GTM Recruiting team on calibration, sourcing support, insight and operating rhythm, while bringing strong local judgment. • Help improve how Ramp recruits for expansion by capturing what works in the UK and applying it thoughtfully as we enter new markets. WHAT YOU NEED • 5+ years of full-cycle GTM or Sales recruiting experience, ideally in a high-growth technology company where quality and pace both mattered. • Strong knowledge of the UK technology talent market and a credible local network, or clear evidence that you can build one quickly. • A track record of finding and closing exceptional people, not simply running inherited processes. You can point to candidates you identified who became strong hires. • Excellent sourcing and research instincts. You can explain why someone is genuinely differentiated, not only that they have the right title at the right company. • Experience hiring across several GTM functions, such as AEs, Sales Leadership, Solutions Consulting, Partnerships, Customer Success or RevOps. • Strong candidate-closing judgment. You listen closely, understand what each candidate is weighing and can build conviction against serious alternatives. • The confidence to influence senior leaders, challenge a mis-scoped search and make a hiring process better without creating unnecessary friction. • Comfort using data to understand funnel health, diagnose problems and hold an honest conversation about what needs to change. • High ownership. You book the next step while you have the candidate, chase what is stuck and do not wait for a detailed brief to get useful work moving. • Specific, sharp written communication. Your outreach and candidate updates should never feel template-driven. NICE TO HAVE • Experience recruiting for a fintech, SaaS, infrastructure or similarly complex B2B product. • Experience joining a company as the first recruiter in a new geography, or helping to scale an international business. • Experience building an AI-augmented recruiting research workflow. WHY THIS ROLE You will have unusual ownership over one of Ramp's most important growth priorities, with the support of an established Talent team rather than the isolation of a one-person recruiting function. The work is practical and high impact: build the UK commercial team, help leaders make better hiring decisions and raise the bar for how Ramp recruits as it enters new markets. BENEFITS AVAILABLE TO ALL FULL-TIME RAMP EMPLOYEES (GLOBAL) - Flexible PTO - Centralized home-office equipment ordering - Health and wellness stipend - Budget for intra-office travel - Weekly coffee stipend UNITED STATES - 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents - One Medical annual membership - 401(k), including employer match on contributions made while employed by Ramp - Fertility HRA (up to $10,000 per year) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay - Pet insurance - In-office perks: lunch, snacks, drinks, and more - Relocation expense coverage to NYC or SF (if needed) CANADA - Group medical, dental, and vision coverage through Sun Life - Life, AD&D, and disability coverage - Fertility drug coverage (up to $4,000 lifetime) - Group Retirement Plan with employer match (RRSP + DPSP) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay - Employee Assistance Program and virtual care through Lumino Health UNITED KINGDOM - Private medical insurance through Freedom Elite - Virtual GP and at-home care via eMed x Livi - Workplace pension through Penfold, with salary sacrifice option - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay REFERRAL INSTRUCTIONS If you are being referred for the role, please contact that person to apply on your behalf.   OTHER NOTICES Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.   Beware of recruiting scams: Ramp will only contact you through official @Ramp.com http://Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.   Ramp Applicant Privacy Notice https://ramp.com/legal/applicant-privacy-notice

Location: Americas Remote Meet the team in this video here! About Customer.io Over 9,000 companies — from scrappy startups to global brands — use our platform to send billions of emails, push notifications, in-app messages, and SMS every day. Customer.io powers automated communication that people actually want to receive. We help teams send smarter, more relevant messages using real-time behavioral data. About the Role Hi, I'm Roxy, and I lead GTM Recruiting here at Customer.io ! I'm looking for a Senior GTM Recruiter to join my team! This is a full life-cycle role, with a heavy lean towards sourcing. Sourcing will be a huge majority of the job: building candidate lists, running targeted outreach, and personally engaging the passive Sales, Customer Experience, Marketing, and Business Operations talent who aren't checking job boards. We're not looking for someone to run high volume across a wide net. We're looking for someone who can go deep on a small, well-defined set of roles and build the kind of relationships that convert hard-to-reach GTM talent. What We Value Ownership: You don't wait to be told what needs attention. You track your pipeline, know where things are slipping, and fix it before anyone has to ask. Targeted over broad: You'd rather have real conversations with the right ten people than send outreach to a hundred. You know the difference between a role that needs volume and one that needs precision. Partnership: You work with hiring managers as a true thought partner, pushing back when a role needs recalibrating and bringing market data when it says something different than the brief. High standards with real output: You move quickly without cutting corners on candidate experience or rigor. What You'll Do Source and personally engage passive GTM candidates directly, including candidates who are not actively job searching and would not otherwise apply Build and run targeted search strategies for a number of open, hard-to-fill GTM roles (Sales, Customer Experience, Marketing, Business Operations) rather than a high-volume requisition load Own full-cycle recruiting for roles end to end, from candidate list and outreach through offer and close Partner with GTM hiring managers to define candidate profiles, calibrate expectations against the current market, and adjust search strategy in real time Deliver a high-touch, high-quality candidate experience from first outreach through offer Bring market insight on GTM talent availability and compensation to hiring conversations Use AI tools to sharpen search strategy and speed up sourcing research, so more of your time goes to actual conversations What We're Looking For 5+ years of full-cycle recruiting experience, with 3+ years specifically in GTM roles (Sales, Customer Experience, Marketing, or RevOps.) A track record of personally sourcing and closing majority of your hires through outbound outreach (not inbound applicants) over the last 12 months, including passive candidates who weren't actively job searching. Experience owning 10+ concurrent GTM searches at a time , rather than a high-volume req load — with an average time-to-fill you can speak to. Direct sourcing and recruiting experience across at least 2 of these 4 functions : Sales, Customer Experience, Marketing, Business Operations. Deep GTM business acumen — you can speak concretely about what makes someone great in a specific GTM function, not just whether they seem like a fit. Regular, self-directed use of AI tools in sourcing or search strategy — able to give 1-2 specific examples of what changed in your workflow (e.g., faster candidate list-building, sharper Boolean strings, more relevant outreach personalization.) Comfortable operating without a team — This is an individual contributor role with no direct reports; you'll own your searches end to end. Compensation & Benefits We believe in transparency. Starting salary for this role is $142,000 - $170,000 USD (or equivalent in local currency) depending on experience and subject to market rate adjustment. In addition to base salary, this role includes an equity grant in the form of stock options, so you share in the success you help build. We know our people are what make us great, and we're committed to taking great care of them. Our inclusive benefits package supports your well-being and growth, including 100% coverage of medical, dental, vision, mental health, and supplemental insurance premiums for you and your family . We also offer 16 weeks paid parental leave, unlimited PTO , stipends for remote work and wellness, a professional development budget, and more. See full benefits here → Our Process No gotchas, no trick questions, just a clear, human process designed to help both of us decide if this is a good fit. 30 minute Zoom call with Hiring Manager 45 minute Zoom call with TA Leader 60 minute Zoom call, prompt exercise and review session with various members of our People Team 30 minute Zoom call with GTM Leader All final candidates will be asked to complete a background check and employment verification as part of our pre-engagement process. Join us! Customer.io recognizes the stifling impact of systemic injustice on diverse communities. We commit to using our influence to increase inclusion and equity within the tech industry. We strive to build an inclusive team culture, implement bias-free hiring practices, and develop community partnerships to expand our global impact. Zoom is the only video conferencing platform we use for interviews, and offers will always be extended in writing on official Customer.io letterhead. If you have any questions about the role or our process, please contact jobs@customer.io . Check out our careers page for more information about why you should come work with us! We believe in empathy, transparency, responsibility, and, yes, a little awkwardness. If you're excited by what you read, apply now.

Location: New York Workplace: Hybrid Attio is the CRM for agentic revenue. Designed for the most ambitious go-to-market teams, it gives companies the power to understand every customer, automate at scale, and build their go-to-market motion exactly as they need. We've raised $116M from some of the world's best investors: GV (Google Ventures), Redpoint, Balderton, Point Nine, and 01A. We hire builders who thrive on complex technical challenges, hold themselves to a high bar, and genuinely care about delighting the people who use what they build. The team here brings sharp judgement, real craft, and the drive to do exceptional work. We're obsessed about the details and energized by the frontier. If you want to do the best work of your career, this is the right place. PURPOSE OF THE ROLE AND ROLE DESCRIPTION As we scale through 2026 and beyond, we're adding a Senior Recruiter in New York to extend our reach into the world's most competitive hiring markets. In this role, you'll own full-cycle recruiting across a range of functions, with a particular focus on building Attio's presence and network in the US market, where our teams are heavily weighted to GTM, specifically Sales, Success, Support and Marketing. You'll also play a role in connecting top talent in NYC to opportunities across Attio's global team, including London and SF. You'll work closely with GTM Executives, our Hiring Managers and the Talent team, partnering on structured, calibrated hiring processes that consistently raise the bar. This is a recruiting role for someone who recognises the impact of great hiring on company success and who see’s this as an opportunity to perfect the craft of calibration, engagement and network building to become one of the best in their field in this market. You will be an early member of our New York office, helping to embed a strong hiring culture as Attio grows it's US presence. KEY CANDIDATE ATTRIBUTES - Skills - Full cycle skills for briefings, partnering, calibration and networking - Role launch design and sourcing strategy execution across multiple channels - Candidate pipeline management and data hygiene - Experience - High-growth AI, B2B SaaS or tech startup recruitment experience either in agency or in house - Proven track record hiring across IC and manager level hiring. Bonus for exec - Deep familiarity with US talent networks [GTM] and building teams across SF and NYC. - Behaviours - Resilient - able to maintain momentum in a market where the bar is genuinely high, and sees that bar as an opportunity rather than a blocker - Resourceful - finds creative paths to candidates, doesn't rely on inbound - Proactive - surfaces ideas, spots gaps, doesn't wait to be directed - High agency - treats every open role like their own problem to solve - Facilitator, not the hero - understands that great recruiting is hiring manager-led; their job is to calibrate, enable and accelerate - Evangelism - deep belief in what Attio is building HIRING PROCESS AND HIRING PANEL Stage 1 — Introduction Motivations, market background, understanding of high-bar recruiting environments. Stage 2 — Track Record Deep dive into recruiting track record. Roles closed, hiring bar held, sourcing methods, and how they have operated in high-growth and competitive US markets. Stage 3 — Panel Interview Working with Hiring managers, commercial judgement, market understanding, existing networks, working style, New York office team, Talent team. Stage 4 — Executive Interview Mission alignment, trajectory, and final calibration on the type of talent hire Attio needs in New York.

Location: Kuala Lumpur, Malaysia Who We Are At OKX, we believe that the future will be reshaped by crypto, and ultimately contribute to every individual's freedom. OKX is a leading crypto exchange, and the developer of OKX Wallet, giving millions access to crypto trading and decentralized crypto applications (dApps). OKX is also a trusted brand by hundreds of large institutions seeking access to crypto markets. We are safe and reliable, backed by our Proof of Reserves. Across our multiple offices globally, we are united by our core principles: We Before Me , Do the Right Thing , and Get Things Done . These shared values drive our culture, shape our processes, and foster a friendly, rewarding, and diverse environment for every OK-er. OKX is part of OKG, a group that brings the value of Blockchain to users around the world, through our leading products OKX, OKX Wallet, OKLink and more. About the Opportunity You will be joining a fast paced and global Talent Acquisition team that is committed to discover and engage exceptional talent that propels our company forward. We strive to be the catalyst for building a diverse, high-performing team that reflects OKX's mission to reshape the financial ecosystem. Through strategic sourcing, innovative recruitment practices, and a relentless pursuit of top-tier candidates, we aim to deliver for the evolving needs of our dynamic organization. What You’ll Be Doing Act as an advisor to our stakeholders and hiring managers in the Compliance Ops / Global Business Services departments, serving as a Subject Matter Expert for the APAC talent market Devise innovative strategies to attract top talent and build a robust pipeline for Compliance Ops / Global Business Services roles Take ownership of the end-to-end recruitment process, ensuring a seamless and positive candidate experience Drive the internal and external promotion of our Employer Brand Conduct thorough market and industry mapping for the assigned portfolios What We Look For In You Proven experience managing the full recruitment lifecycle end to end, from intake and sourcing through screening, interview coordination, offer negotiation and close Proven ability to take initiative, achieve goals, and effectively manage multiple demands across different sales teams and projects Strong analytical skills to evaluate key hiring metrics, proposing actionable solutions to enhance the candidate experience and improve pipeline quality Proficiency in English and business-level Mandarin, as the role involves collaboration with global, including Mandarin-speaking stakeholders Excellent teamwork, stakeholder management, and influencing skills, with an ability to thrive in a multicultural workplace Nice to Haves Experience in direct sourcing and headhunting for Compliance Ops / Global Business Services positions Confidence in working within a matrixed structure, collaborating on projects across teams and departments to achieve broader hiring and company objectives A passion and belief in Blockchain and Cryptocurrency Perks & Benefits Competitive total compensation package L&D programs and Education subsidy for employees' growth and development Various team building programs and company events Wellness and meal allowances Comprehensive healthcare schemes for employees and dependents More that we love to tell you along the process! Notice: All official OKX vacancies are published on this website. While roles may appear on selected third-party platforms from time to time, information on other sites may be inaccurate or outdated. If in doubt, please apply directly through our official careers website. Information collected and processed as part of the recruitment process of any job application you choose to submit is subject to OKX 's Candidate Privacy Notice .

Location: San Jose, California, United States; United States (US) Who We Are At OKX, we believe that the future will be reshaped by crypto, and ultimately contribute to every individual's freedom. OKX is a leading crypto exchange, and the developer of OKX Wallet, giving millions access to crypto trading and decentralized crypto applications (dApps). OKX is also a trusted brand by hundreds of large institutions seeking access to crypto markets. We are safe and reliable, backed by our Proof of Reserves. Across our multiple offices globally, we are united by our core principles: We Before Me , Do the Right Thing , and Get Things Done . These shared values drive our culture, shape our processes, and foster a friendly, rewarding, and diverse environment for every OK-er. OKX is part of OKG, a group that brings the value of Blockchain to users around the world, through our leading products OKX, OKX Wallet, OKLink and more. About the Opportunity We are looking for a Talent Acquisition Specialist who lives in the top of the funnel. This is a hands-on, sourcing-first role focused on building and owning talent pipelines across the US, LATAM, and APAC — with the heaviest emphasis on APAC, where our fastest hiring growth is happening and where deep market knowledge is hardest to buy. You will spend the majority of your time proactively identifying, engaging, and converting passive talent — not processing inbound applications. You will map markets, build long-term talent communities, and become the person hiring managers come to when they need to know who’s out there. If you are energized by outreach that actually lands, by knowing a market better than anyone else in the room, and by building pipelines before the req even opens, this role is for you. What You’ll Be Doing Proactive Sourcing (Core Focus): Own top-of-funnel sourcing across US, LATAM, and APAC. Build and execute multi-channel sourcing strategies using LinkedIn Recruiter, Boolean and X-ray search, GitHub, Behance, Dribbble, Telegram, Discord, WeChat, Maimai, BOSS Zhipin, referrals, alumni networks, and crypto-native communities. APAC Pipeline Building: Serve as the sourcing engine for APAC hiring. Develop deep talent maps across key hubs — Singapore, Hong Kong, mainland China, Japan, Malaysia, Australia, and India — and build region-specific outreach strategies that account for local platforms, languages, notice periods, and compensation norms. Talent Mapping & Market Intelligence: Produce competitor org maps, talent availability reports, and compensation benchmarks by region. Translate market data into practical guidance that shapes role scoping, level calibration, and hiring plans. Candidate Engagement & Conversion: Write and test outreach that gets replies. Own the candidate experience from first touch through handoff, running screens that assess motivation, mobility, and fit while keeping candidates warm through long hiring cycles. Pipeline Ownership & Nurture: Build and maintain evergreen pipelines and talent communities for recurring and hard-to-fill roles. Keep silver-medalist and passive-candidate pools active so we are never starting from zero when a req opens. Stakeholder Partnership: Partner with recruiters, hiring managers, and regional HR teams across time zones. Run intake and calibration sessions, share pipeline reviews, and set realistic expectations grounded in market reality. Sourcing Data & Reporting: Track and report on sourcing funnel metrics — outreach volume, response rate, screen-to-submit, submit-to-onsite, and pipeline health by region. Use the data to redirect effort toward the channels that convert. Employer Brand in Market: Represent OKX to passive talent. Support regional recruiting events, meetups, and community engagement, and help position OKX as the destination employer in crypto across every market you cover. What We Look For In You 3+ years of full-lifecycle recruiting or dedicated sourcing experience, with a demonstrable track record of building pipelines from scratch rather than working inbound applicant flow. Hands-on APAC sourcing experience strongly preferred — you have hired into at least one major APAC market and understand its platforms, candidate behavior, and hiring norms. Experience recruiting across multiple regions and time zones, ideally including US and LATAM alongside APAC. Advanced sourcing toolkit: Boolean and X-ray search, LinkedIn Recruiter, GitHub, portfolio platforms, and region-specific channels. Comfortable finding talent where it is not looking for you. Strong written outreach skills — you can craft personalized, high-response messaging at volume. Proficiency with Applicant Tracking Systems and sourcing CRMs; disciplined about data hygiene and pipeline tracking. Comfortable operating with ambiguity and shifting priorities in a fast-moving, high-growth environment. Bachelor’s degree or equivalent practical experience. Nice to have: crypto, Web3, or fintech recruiting experience; additional language capability relevant to APAC markets (Mandarin, Cantonese, Japanese, Bahasa); experience building talent communities or running sourcing jams and hiring events. Perks & Benefits Competitive total compensation package L&D programs and Education subsidy for employees' growth and development Various team building programs and company events Wellness and meal allowances Comprehensive healthcare schemes for employees and dependents More that we love to tell you along the process! OKX Statement: OKX is committed to equal employment opportunities regardless of race, color, genetic information, creed, religion, sex, sexual orientation, gender identity, lawful alien status, national origin, age, marital status, and non-job related physical or mental disability, or protected veteran status. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. The salary range for this position is $143,111 - $178,888 The salary offered depends on a variety of factors, including job-related knowledge, skills, experience, and market location. In addition to the salary, a performance bonus and long-term incentives may be provided as part of the compensation package, as well as a full range of medical, financial, and/or other benefits, dependent on the position offered. Applicants should apply via OKX internal or external careers site. Notice: All official OKX vacancies are published on this website. While roles may appear on selected third-party platforms from time to time, information on other sites may be inaccurate or outdated. If in doubt, please apply directly through our official careers website. Information collected and processed as part of the recruitment process of any job application you choose to submit is subject to OKX 's Candidate Privacy Notice .

Задачи: — Партнёрство с руководителями высшего звена для разработки и реализации стратегий управления персоналом, направленных на повышение эффективности организации, удержание талантов и формирование культуры высокой производительности. — Руководство сложными расследованиями и процессами разрешения трудовых споров с соблюдением законодательства Канады и других стран. — Руководство командой глобальных HR бизнес-партнёров и сотрудничество с руководителями для реализации стратегий управления персоналом. — Консультирование по вопросам организационного дизайна, планирования рабочей силы и реструктуризации с предоставлением рекомендаций на основе данных. — Коучинг и развитие менеджеров по вопросам эффективности лидерства, управления производительностью и вовлечённости команд. — Сотрудничество с Центрами экспертизы (Talent Acquisition, Total Rewards, L&D, People Ops) для реализации интегрированных HR-программ. — В первые шесть месяцев: установление доверительных отношений с руководителями, оценка текущих приоритетов и пробелов в талантах, выполнение как минимум одного проекта по организационному дизайну или планированию рабочей силы, самостоятельное ведение трудовых споров, поддержка цикла оценки эффективности и совместная разработка дорожной карты по персоналу в соответствии с целями компании на 2026 год. Требования: — Опыт работы HR бизнес-партнёром не менее 7 лет, включая минимум 3 года на старшей или руководящей позиции в быстро меняющихся организациях. — Опыт руководства проектами по организационному дизайну, планированию рабочей силы и управлению изменениями в масштабах организации. — Глубокие знания трудового законодательства Канады и практик трудовых отношений в нескольких провинциях; знание международного трудового права является преимуществом. — Умение строить доверительные отношения с вице-президентами и руководителями высшего звена, влиять на решения на основе данных и деловой проницательности. — Опыт коучинга и развития менеджеров и команд для повышения лидерских компетенций и вовлечённости. Условия: — Конкурентная базовая зарплата в диапазоне от 148 000 до 203 500 CAD для Канады и от 160 000 до 220 000 USD для США, с учётом местоположения кандидата. — Возможность дополнительного вознаграждения, включая годовые бонусы, комиссии, акции и комплексный пакет льгот. — Удалённая работа с возможностью находиться в любой точке Канады или США. — Программы поддержки ментального здоровья, медицинское страхование с первого дня, компенсация расходов на работу из дома, опциональное членство в WeWork, программы обучения и развития, отпуск, включая дни рождения, и программа декретного отпуска. — Работа в команде People & Culture с взаимодействием с финансовым, юридическим и другими административными подразделениями, а также с функциями Talent Acquisition, Total Rewards, L&D и People Operations.

Задачи: — Разрабатывать и постоянно улучшать процессы employee experience на протяжении всего пути сотрудника, включая ключевые моменты и повседневные взаимодействия. — Создавать единую систему employee experience, объединяя процессы, программы, признание, опросы и инициативы по культуре. — Проводить исследования сотрудников через интервью, фокус-группы, опросы и анализ вовлечённости, превращая инсайты в приоритетные действия. — Управлять и развивать программы признания, внедрять новые механики, повышать участие и измерять их эффективность. — Разрабатывать и координировать инициативы по employee experience, культурные ритуалы и ключевые моменты, отражающие ценности компании. — Отвечать за ключевые метрики employee experience: вовлечённость, чувство принадлежности, культуру, участие в программах признания, обратную связь и удержание сотрудников. — Создавать практические рамки, шаблоны и руководства для обеспечения последовательного employee experience. — Сотрудничать с HRBP, Talent Development, Internal Communications, Marketing, IT и другими подразделениями для интеграции employee experience. — Упрощать процессы, устранять избыточные HR-активности и улучшать путь сотрудника. Требования: — Отличное владение английским языком (письменно и устно). — Опыт 4+ года в области employee experience, вовлечённости сотрудников, культуры, HR-программ или смежных областях. — Подтверждённый опыт разработки, запуска и постоянного улучшения программ employee experience от начала до конца. — Сильные навыки управления программами и проектами, способность одновременно вести несколько инициатив и работать с разными заинтересованными сторонами. — Навыки системного мышления и умение объединять разрозненные инициативы в единую систему employee experience. — Опыт проведения исследований сотрудников, анализа обратной связи и данных вовлечённости, а также преобразования инсайтов в измеримые улучшения. — Отличные навыки управления заинтересованными сторонами и межфункционального сотрудничества. Плюсом будет: — Опыт работы с программами признания, вознаграждений или геймификации. — Знание принципов сервис-дизайна или картирования пути сотрудника. — Опыт работы с HR-технологиями или платформами вовлечённости сотрудников. — Опыт использования ИИ для улучшения внутренних процессов или employee experience. — Опыт работы в глобальных или распределённых организациях. Условия: — Частная медицинская страховка. — Спортивные бонусы. — Комплексная программа поддержки психического здоровья. — Бесплатные уроки английского языка (онлайн). — Курсы местных языков. — Оплачиваемый отпуск. — Поддержка в период декретного отпуска. — Программа вознаграждений за рекомендации. — Повышение квалификации, внутренние мастер-классы, участие в профессиональных конференциях и корпоративных мероприятиях.

Location: San Francisco, CA; San Francisco, CA • United States Figma is growing our team of passionate creatives and builders on a mission to make design accessible to all. Figma’s platform helps teams bring ideas to life—whether you're brainstorming, creating a prototype, translating designs into code, or iterating with AI. From idea to product, Figma empowers teams to streamline workflows, move faster, and work together in real time from anywhere in the world. If you're excited to shape the future of design and collaboration, join us! As Director, People Partners for Product, Design & Engineering (PDE), you'll be partnering with the leaders that are responsible for the teams building Figma and leading a team of highly skilled People Partners. You'll operate as a trusted advisor - coaching, challenging, and guiding the organization through rapid growth, reorganization, and change. As a member of the People team, you’ll partner closely with all of our People functions to build a best in class people function. If you’re energized by ambiguity, adept at building deep relationships, and excited to shape what great People Partnering looks like at Figma, we’d love to hear from you! This is a full time role held from our San Francisco hub or remote within the US with frequent travel to San Francisco. What you'll do at Figma: Serve as the strategic People Partner to Figma’s CTO and Chief Design Officer, building the credibility and trust to influence how they lead, organize, and grow their teams Lead and develop a talented team of People Partners across the Product, Design and Engineering organizations Lead and execute our People Programs such as org design, resource management, performance, and change management through periods of rapid scaling, reorganization, and shifting priorities Drive the core people cycles for your orgs across performance, calibration, talent reviews, succession planning while raising the bar on quality and consistency Partner across the People function and our cross functional partners to help execute the People strategy across the PDE organization Use data and insights to inform your point of view, measure impact, and tell a compelling story to the leaders you support Help shape and scale the People Partner function itself - developing partners, strengthening the operating model, and modeling what great looks like We'd love to hear from you if you have: Significant experience as a People Partner leader in high-growth environments, including managing a team and partnering directly with executive leaders A track record of supporting Product, Design, and/or Engineering organizations, with genuine fluency in how technical and design teams operate Strong business and technical acumen - the ability to build deep product and technical knowledge and understand how the business operates Demonstrated ability to challenge and advise senior leaders, influencing decisions and outcomes. You stay grounded and resilient, even when things move quickly At Figma, one of our values is Grow as you go. We believe in hiring smart, curious people who are excited to learn and develop their skills. If you’re excited about this role but your past experience doesn’t align perfectly with the points outlined in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. Pay Transparency Disclosure Job level and actual compensation will be decided based on factors including, but not limited to, individual qualifications objectively assessed during the interview process (including skills and prior relevant experience, potential impact, and scope of role), market demands, and specific work location. Figma offers equity to employees, as well as a competitive package of additional benefits, including health, dental, and vision coverage; retirement benefits with company contributions; parental leave and reproductive or family planning support; mental health and wellness benefits; and paid time off. Figma provides paid sick leave, holidays, and other leave benefits in compliance with applicable federal, state, and local laws, including the requirements of the Washington Minimum Wage Act and related regulations. Exempt employees are eligible for employer‑provided paid flexible PTO in addition to flexible paid sick leave. PTO is subject to manager approval. Additional benefits may include company recharge days, cell phone and home internet reimbursements, and a number of lifestyle spending accounts. Figma also offers sales incentive compensation for most sales roles and an annual bonus plan for eligible non-sales roles. All compensation and benefits are subject to applicable plan terms and may be modified by Figma at any time, consistent with applicable law. Annual Base Salary Range: $235,000 — $317,000 USD At Figma we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our product and our community to flourish. Figma is an equal opportunity workplace - we are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity/expression, veteran status , or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. We will work to ensure individuals with disabilities are provided reasonable accommodation to apply for a role, participate in the interview process, perform essential job functions, and receive other benefits and privileges of employment. If you require accommodation, please reach out to accommodations-ext@figma.com . These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Examples of accommodations include but are not limited to: Holding interviews in an accessible location Enabling closed captioning on video conferencing Ensuring all written communication be compatible with screen readers Changing the mode or format of interviews To ensure the integrity of our hiring process and facilitate a more personal connection, we require all candidates keep their cameras on during video interviews. Additionally, if hired you will be required to attend in person onboarding. By applying for this job, the candidate acknowledges and agrees that any personal data contained in their application or supporting materials will be processed in accordance with Figma's Candidate Privacy Notice . Application limits: To help candidates focus on the opportunities most relevant to their skills and experience, Figma limits the number and frequency of applications. These limits apply to all roles: Candidates may submit up to 5 applications during any rolling 30-day period. Candidates may not reapply to the same role while an application is active or within 90 days of receiving a rejection. Once the applicable days has passed, candidates are welcome to apply again.

Location: New York, NY (HQ) Workplace: Hybrid ABOUT RAMP Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. ABOUT THE ROLE Emerging Talent is an important part of how Ramp builds for the long term. It gives us the opportunity to meet exceptional people early, build relationships before they enter the broader talent market, and develop the next generation of Ramp talent. We’re hiring a Recruiter to help build and execute our Emerging Talent programs. You’ll own full-cycle recruiting across early-career roles and internships, partnering closely with hiring teams to identify, assess, and close exceptional candidates. A big part of the job is finding talent before everyone else does. You’ll build relationships with students and early-career candidates, develop new ways to reach high-potential talent, and help create an exceptional experience from a candidate’s first interaction with Ramp through offer and, for our interns, potential conversion to full-time. You’ll also have the opportunity to improve how we operate, test new approaches, and help shape a growing Emerging Talent function.   WHAT YOU'LL DO - Own full-cycle recruiting across Ramp’s Emerging Talent roles - Partner with hiring managers across Engineering, Product, and other teams to define hiring needs, align on candidate profiles, and calibrate on early-career talent - Identify and engage high-potential candidates through universities, student communities, technical networks, referrals, events, and other emerging-talent channels - Lead offer and closing processes, building strong candidate relationships and helping exceptional talent understand the opportunity to build their careers at Ramp - Support the execution of Ramp’s internship programs, including candidate programming, events, intern engagement, and intern-to-full-time conversion - Use recruiting data to understand pipeline health, identify opportunities, and keep hiring teams informed on progress and outcomes - Create an exceptional candidate experience that is thoughtful, transparent, and high-touch at every stage - Experiment with new ways to identify, engage, and hire exceptional talent early, and help turn what works into repeatable recruiting practices   WHAT YOU NEED - 5+ years of full-cycle recruiting experience; experience with Emerging Talent, university, campus, or early-career recruiting is a plus - A track record of identifying and engaging exceptional talent, with strong instincts for candidate quality - The ability to quickly learn new talent markets, calibrate to a high hiring bar, and recruit across different roles and functions - Strong operational rigor and the ability to manage high-volume pipelines, competing priorities, and frequent context changes without sacrificing candidate quality or experience - Exceptional relationship-building and communication skills, with the ability to earn trust with candidates, hiring managers, and cross-functional partners - An experimental mindset and willingness to try new approaches to find, engage, and hire great talent NICE-TO-HAVES - Experience owning high-volume or seasonal hiring programs - Experience recruiting technical or engineering early-career talent - Experience supporting internship programs and intern-to-full-time conversion - Experience using AI throughout the recruiting workflow to improve sourcing, candidate engagement, and execution BENEFITS AVAILABLE TO ALL FULL-TIME RAMP EMPLOYEES (GLOBAL) - Flexible PTO - Centralized home-office equipment ordering - Health and wellness stipend - Budget for intra-office travel - Weekly coffee stipend UNITED STATES - 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents - One Medical annual membership - 401(k), including employer match on contributions made while employed by Ramp - Fertility HRA (up to $10,000 per year) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay - Pet insurance - In-office perks: lunch, snacks, drinks, and more - Relocation expense coverage to NYC or SF (if needed) CANADA - Group medical, dental, and vision coverage through Sun Life - Life, AD&D, and disability coverage - Fertility drug coverage (up to $4,000 lifetime) - Group Retirement Plan with employer match (RRSP + DPSP) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay - Employee Assistance Program and virtual care through Lumino Health UNITED KINGDOM - Private medical insurance through Freedom Elite - Virtual GP and at-home care via eMed x Livi - Workplace pension through Penfold, with salary sacrifice option - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay REFERRAL INSTRUCTIONS If you are being referred for the role, please contact that person to apply on your behalf.   OTHER NOTICES Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.   Beware of recruiting scams: Ramp will only contact you through official @Ramp.com http://Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.   Ramp Applicant Privacy Notice https://ramp.com/legal/applicant-privacy-notice

Location: Vancouver, Canada Workplace: Hybrid Sensor Tower’s digital intelligence platform provides unparalleled insight into market trends, advertising, competitor’s strategies, and consumer/user audience across mobile, web, and gaming. Sensor Tower’s insights are trusted by more than 2,500 enterprises worldwide across tech, retail/commerce, entertainment/media, gaming, consumer packaged goods and finance. As a People Operations Business Partner, you will guide and support employees while serving as an advisor to managers and the leadership team. This role is hands-on and execution-focused, weighted toward employee relations casework alongside broader program delivery (performance reviews, talent calibration, role design, and training rollout). You'll play a key role in embedding consistent people practices, contributing to team-wide initiatives, and ensuring employees and managers have a well-supported experience across our international footprint. Base Salary: $120,000 - $130,000 CAD Location: Vancouver, Canada (hybrid) What the People Operations Business Partner will do: - Own frontline employee relations, managing complex cases end-to-end and ensuring fair, consistent, and legally sound outcomes. - Partner with managers to solve day-to-day people issues, coaching on performance management, feedback, and difficult conversations. - Manage employment matters across a global workforce, building deep multi-jurisdiction employment law knowledge and working directly with PEOs, external counsel, and local advisors across AMER, EMEA, and APAC.. - Provide clear, pragmatic HR policy guidance and contribute to policy updates alongside legal. - Support our contractor and non-employee populations, navigating the distinct compliance and relationship issues they carry. - Use people data to spot trends and work with managers on practical fixes. - Advise on retention actions such as pay adjustments, promotions, and recognition. - Use AI tooling to increase leverage across casework, drafting, and analysis. - Support delivery of people programs and systems, including hands-on training rollout. SKILLS AND ABILITIES THAT THE CANDIDATE CAN BRING: - Progressive experience across multiple HR disciplines, including operations, compensation, organizational design, learning & development, employee relations, inclusion, and performance management. - Experience supporting international leaders and teams, with practical awareness of local employment laws and best practices across multiple jurisdictions. - Broad experience resolving complex employee relations issues, ideally in a fast-scaling or tech environment. - Demonstrated ability to build strong, trusted relationships with leaders — including in high-tension, legally sensitive situations — and act as an objective, influential advisor. - Experience building and defining training programs and practices from the ground up. - Exceptional time management, with the ability to juggle multiple priorities in a fast-paced, ambiguous environment. - Proactive project tracking and organizational skills, ensuring initiatives are delivered on time and to a high standard. - Proactive problem-solver who anticipates needs, raises challenges early, and takes ownership of outcomes. - Fluency with modern HRIS/ATS and people tooling (e.g. HiBob, Deel, Ashby) Fraud warning: It's common for scammers to create positions that look legitimate on other sites. To ensure your submission is considered, only apply for positions at Sensor Tower through our company website or through posts directly associated with Sensor Tower company profiles on sites such as LinkedIn, Indeed, BuiltIn or Hackajob. At no point will Sensor Tower ever ask for money, credit card, or bank account information to complete a job application. Communications received from Sensor Tower are only sent by e-mail addresses ending in sensortower.com http://sensortower.com. All Sensor Tower interviews will be conducted via phone or Zoom. At no time will a conversation be moved to an alternative email outside of sensortower.com http://sensortower.com or text. Should an issue arise that you feel we should be aware of, please contact us. Please provide your resume when applying. To all recruitment agencies: Sensor Tower does not accept third party resumes. Please do not send resumes to our jobs alias, Sensor Tower employees or any other organization location. Sensor Tower is not responsible for any fees related to unsolicited resumes. Sensor Tower will not pay any third-party agency or company that does not have a signed agreement with Sensor Tower. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Location: Seattle, WA, US Workplace: Remote Sensor Tower’s digital intelligence platform provides unparalleled insight into market trends, advertising, competitor’s strategies, and consumer/user audience across mobile, web, and gaming. Sensor Tower’s insights are trusted by more than 2,500 enterprises worldwide across tech, retail/commerce, entertainment/media, gaming, consumer packaged goods and finance. As a People Operations Business Partner, you will guide and support employees while serving as an advisor to managers and the leadership team. This role is hands-on and execution-focused, weighted toward employee relations casework alongside broader program delivery (performance reviews, talent calibration, role design, and training rollout). You'll play a key role in embedding consistent people practices, contributing to team-wide initiatives, and ensuring employees and managers have a well-supported experience across our international footprint. Salary: $130,000 - $150,000 Location: Seattle What the People Operations Business Partner will do: - Own frontline employee relations, managing complex cases end-to-end and ensuring fair, consistent, and legally sound outcomes. - Partner with managers to solve day-to-day people issues, coaching on performance management, feedback, and difficult conversations. - Manage employment matters across a global workforce, building deep multi-jurisdiction employment law knowledge and working directly with PEOs, external counsel, and local advisors across AMER, EMEA, and APAC.. - Provide clear, pragmatic HR policy guidance and contribute to policy updates alongside legal. - Support our contractor and non-employee populations, navigating the distinct compliance and relationship issues they carry. - Use people data to spot trends and work with managers on practical fixes. - Advise on retention actions such as pay adjustments, promotions, and recognition. - Use AI tooling to increase leverage across casework, drafting, and analysis. - Support delivery of people programs and systems, including hands-on training rollout. SKILLS AND ABILITIES THAT THE CANDIDATE CAN BRING: - Progressive experience across multiple HR disciplines, including operations, compensation, organizational design, learning & development, employee relations, inclusion, and performance management. - Experience supporting international leaders and teams, with practical awareness of local employment laws and best practices across multiple jurisdictions. - Broad experience resolving complex employee relations issues, ideally in a fast-scaling or tech environment. - Demonstrated ability to build strong, trusted relationships with leaders — including in high-tension, legally sensitive situations — and act as an objective, influential advisor. - Experience building and defining training programs and practices from the ground up. - Exceptional time management, with the ability to juggle multiple priorities in a fast-paced, ambiguous environment. - Proactive project tracking and organizational skills, ensuring initiatives are delivered on time and to a high standard. - Proactive problem-solver who anticipates needs, raises challenges early, and takes ownership of outcomes. - Fluency with modern HRIS/ATS and people tooling (e.g. HiBob, Deel, Ashby) Fraud warning: It's common for scammers to create positions that look legitimate on other sites. To ensure your submission is considered, only apply for positions at Sensor Tower through our company website or through posts directly associated with Sensor Tower company profiles on sites such as LinkedIn, Indeed, BuiltIn or Hackajob. At no point will Sensor Tower ever ask for money, credit card, or bank account information to complete a job application. Communications received from Sensor Tower are only sent by e-mail addresses ending in sensortower.com http://sensortower.com. All Sensor Tower interviews will be conducted via phone or Zoom. At no time will a conversation be moved to an alternative email outside of sensortower.com http://sensortower.com or text. Should an issue arise that you feel we should be aware of, please contact us. Please provide your resume when applying. To all recruitment agencies: Sensor Tower does not accept third party resumes. Please do not send resumes to our jobs alias, Sensor Tower employees or any other organization location. Sensor Tower is not responsible for any fees related to unsolicited resumes. Sensor Tower will not pay any third-party agency or company that does not have a signed agreement with Sensor Tower. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Location: New York City, NY, US Workplace: Hybrid Sensor Tower’s digital intelligence platform provides unparalleled insight into market trends, advertising, competitor’s strategies, and consumer/user audience across mobile, web, and gaming. Sensor Tower’s insights are trusted by more than 2,500 enterprises worldwide across tech, retail/commerce, entertainment/media, gaming, consumer packaged goods and finance. As a People Operations Business Partner, you will guide and support employees while serving as an advisor to managers and the leadership team. This role is hands-on and execution-focused, weighted toward employee relations casework alongside broader program delivery (performance reviews, talent calibration, role design, and training rollout). You'll play a key role in embedding consistent people practices, contributing to team-wide initiatives, and ensuring employees and managers have a well-supported experience across our international footprint. Salary: $130,000 - $150,000 Location: New York City What the People Operations Business Partner will do: - Own frontline employee relations, managing complex cases end-to-end and ensuring fair, consistent, and legally sound outcomes. - Partner with managers to solve day-to-day people issues, coaching on performance management, feedback, and difficult conversations. - Manage employment matters across a global workforce, building deep multi-jurisdiction employment law knowledge and working directly with PEOs, external counsel, and local advisors across AMER, EMEA, and APAC.. - Provide clear, pragmatic HR policy guidance and contribute to policy updates alongside legal. - Support our contractor and non-employee populations, navigating the distinct compliance and relationship issues they carry. - Use people data to spot trends and work with managers on practical fixes. - Advise on retention actions such as pay adjustments, promotions, and recognition. - Use AI tooling to increase leverage across casework, drafting, and analysis. - Support delivery of people programs and systems, including hands-on training rollout. SKILLS AND ABILITIES THAT THE CANDIDATE CAN BRING: - Progressive experience across multiple HR disciplines, including operations, compensation, organizational design, learning & development, employee relations, inclusion, and performance management. - Experience supporting international leaders and teams, with practical awareness of local employment laws and best practices across multiple jurisdictions. - Broad experience resolving complex employee relations issues, ideally in a fast-scaling or tech environment. - Demonstrated ability to build strong, trusted relationships with leaders — including in high-tension, legally sensitive situations — and act as an objective, influential advisor. - Experience building and defining training programs and practices from the ground up. - Exceptional time management, with the ability to juggle multiple priorities in a fast-paced, ambiguous environment. - Proactive project tracking and organizational skills, ensuring initiatives are delivered on time and to a high standard. - Proactive problem-solver who anticipates needs, raises challenges early, and takes ownership of outcomes. - Fluency with modern HRIS/ATS and people tooling (e.g. HiBob, Deel, Ashby) Fraud warning: It's common for scammers to create positions that look legitimate on other sites. To ensure your submission is considered, only apply for positions at Sensor Tower through our company website or through posts directly associated with Sensor Tower company profiles on sites such as LinkedIn, Indeed, BuiltIn or Hackajob. At no point will Sensor Tower ever ask for money, credit card, or bank account information to complete a job application. Communications received from Sensor Tower are only sent by e-mail addresses ending in sensortower.com http://sensortower.com. All Sensor Tower interviews will be conducted via phone or Zoom. At no time will a conversation be moved to an alternative email outside of sensortower.com http://sensortower.com or text. Should an issue arise that you feel we should be aware of, please contact us. Please provide your resume when applying. To all recruitment agencies: Sensor Tower does not accept third party resumes. Please do not send resumes to our jobs alias, Sensor Tower employees or any other organization location. Sensor Tower is not responsible for any fees related to unsolicited resumes. Sensor Tower will not pay any third-party agency or company that does not have a signed agreement with Sensor Tower. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Location: Limassol Cyprus Workplace: OnSite Scorewarrior is a game developer and publisher based in Limassol, Cyprus. The company focuses on the 4X strategy genre, with an ambitious goal to grow its hit game, Total Battle, to become the No.1 strategy game in the world. Our team consists of 200+ passionate, talented, self-driven, and continually developing professionals who love making high-quality games. Our mission: to unite and excite people all over the world. We are looking for an experienced Recruiter who loves communication, numbers, and creativity and feels that recruitment is their vocation, to join our energetic Recruitment team at Scorewarrior! This particular role focuses on recruitment for a cross-functional team responsible for gameplay and monetization development. The team includes game designers, client and backend developers, QA engineers, UI/UX specialists, product analysts, and project managers. WHAT WILL YOU DO? - Recruiting exceptional people to join Scorewarrior’s growing team (focus on hiring client and backend developers, game designers, QA engineers, UI/UX specialists, product analysts). - Collaborating with hiring managers and stakeholders to create the ideal candidate profile. - Organizing all processes of interaction with candidates till offer acceptance. - Organizing a collection of references on candidates. - Developing and refining an interview process that enhances our assessment quality while optimizing the candidate experience. - Screening CVs and interviewing qualified candidates. - Maintain ATS, Notion, and other candidate tracking systems with precision. - Implementing modern sourcing/recruiting methods. - Collecting and analyzing data on the work and presenting reports to stakeholders. - Preparation and negotiation of offers with candidates. - Training hiring managers on best hiring practices. - Research and use compensation data to align offers with market expectations. WHAT ARE WE LOOKING FOR? - 4+ years of proven work experience as an IT Recruiter. Gamedev experience would be a plus. - Successful experience in searching candidates and their contacts on specialized resources: LinkedIn / GitHub / Stackoverflow / FB / Habr, and other professional sources, and social networks. - Knowledge and experience of using X-ray and Boolean search. - Ability to provide and receive constructive feedback. - Ability to work effectively with a large amount of information in a limited time frame. - High attention to details. - English - B1 or higher, Russian - B2 or higher. - Strong communication skills (written and oral). - Result orientation, proactivity, flexibility, and the ability to adapt to changes. - Interest in games. - Strong organisational, multi-tasking, and time-management skills. - Located in or willing to relocate to Limassol, Cyprus. WHAT WE OFFER - The best team in the world! - An excellent remuneration package, including a 13th salary. - Full relocation coverage for you and your family to Cyprus (Limassol). - A modern, sunny office close to the sea. - Private health insurance for you and your family members. - A monthly pre-school, school, and university allowance for employees' children. - Lunch compensation. - A sports and fitness allowance. - Company-funded personal development opportunities (professional and language courses, books, etc.). - Bonuses for outstanding results, years of service, marriage, and childbirth. - Friendly monthly office parties and epic annual offsite company birthday and Christmas celebrations.

Location: Hong Kong, Hong Kong SAR Who We Are At OKX, we believe that the future will be reshaped by crypto, and ultimately contribute to every individual's freedom. OKX is a leading crypto exchange, and the developer of OKX Wallet, giving millions access to crypto trading and decentralized crypto applications (dApps). OKX is also a trusted brand by hundreds of large institutions seeking access to crypto markets. We are safe and reliable, backed by our Proof of Reserves. Across our multiple offices globally, we are united by our core principles: We Before Me , Do the Right Thing , and Get Things Done . These shared values drive our culture, shape our processes, and foster a friendly, rewarding, and diverse environment for every OK-er. OKX is part of OKG, a group that brings the value of Blockchain to users around the world, through our leading products OKX, OKX Wallet, OKLink and more. About the Opportunity We are looking for an experienced HR Systems Transformation & Technical PMO Manager / Senior Manager to drive the implementation and governance of global HR technology initiatives. This is not a traditional HRIS Business Analyst or system configuration role. This role will focus on digital transformation delivery, program management, process redesign, system governance, risk management and global adoption . The ideal candidate combines strong digital transformation and PMO capabilities with practical HR systems knowledge and can work effectively across HR, Engineering, Information Security, Compliance, Legal and regional teams. What You’ll Be Doing Drive global HR technology and process transformation initiatives , translating strategic priorities into structured implementation plans, milestones and measurable outcomes. Manage the day-to-day PMO and delivery activities for HR systems initiatives, ensuring project timelines, actions, risks and stakeholder decisions are actively managed. Partner with relevant stakeholders to ensure HR systems and processes meet data privacy, regulatory, security and audit requirements. Coordinate global system rollouts across HR, Engineering and regional teams, including UAT, defect tracking, implementation readiness, cutover, launch and post-launch stabilization. Partner closely with Engineering to ensure HR requirements, business rules, controls and launch expectations are clearly understood and incorporated into product delivery. Review existing HR processes and identify opportunities to simplify, standardize and automate workflows before introducing new technology. Develop and maintain HR system governance frameworks , including role-based access controls, permission matrices, approval structures and access review processes. Partner with relevant stakeholders to ensure HR systems and processes meet data privacy, regulatory, security and audit requirements. Maintain strong change-control, documentation and governance standards for system enhancements and process changes. Support the design and rollout of automation and AI-enabled HR processes , identifying where policies, compliance requirements, approvals, controls, and human intervention need to be embedded within the employee journey. Drive change management and adoption activities , including stakeholder engagement, communication, training, and rollout support across countries and HR teams. What We Look For In You Experience delivering HR transformation, HR technology, digital transformation, or enterprise systems programs in a Manager or Senior Manager capacity. Strong hands-on project / program management and PMO experience , particularly across complex, cross-functional initiatives. Good understanding of HR systems, processes and employee lifecycle workflows. Comfortable partnering with technical teams. Strong process improvement mindset with experience in workflow automation, digitalization or AI-enabled transformation . Experience with system governance, access management, controls, or data privacy is highly desirable. Able to operate with a high degree of ownership, push initiatives forward, challenge stakeholders constructively and manage multiple workstreams simultaneously. Perks & Benefits Competitive total compensation package L&D programs and Education subsidy for employees' growth and development Various team building programs and company events Wellness and meal allowances Comprehensive healthcare schemes for employees and dependants More that we love to tell you along the process! Notice: All official OKX vacancies are published on this website. While roles may appear on selected third-party platforms from time to time, information on other sites may be inaccurate or outdated. If in doubt, please apply directly through our official careers website. Information collected and processed as part of the recruitment process of any job application you choose to submit is subject to OKX 's Candidate Privacy Notice .

Location: Limassol Cyprus Workplace: OnSite Scorewarrior is a game developer based in Limassol, Cyprus. The company focuses on the 4X strategy genre, with an ambitious goal to grow its hit game, Total Battle, to become the No.1 strategy game in the world. Our team consists of 200+ passionate, talented, self-driven, and continually developing professionals who love making high-quality games. ABOUT THE POSITION We are looking for an experienced HR Specialist to join our HR team in Cyprus. In this role, you will manage and continuously improve day-to-day HR operations, provide timely and reliable support to employees, and help build scalable processes for our growing international team. You will focus on delivering a smooth employee experience, optimizing workflows, maintaining HR systems and documentation, and driving automation initiatives. You will ensure that HR operations are accurate, compliant, well-structured and easy to scale. This is an ideal role for someone who enjoys supporting people, bringing structure to complex processes and finding smarter, more efficient ways of working. YOUR RESPONSIBILITIES: - Manage day-to-day HR operations and support the full employee lifecycle, including onboarding, probation, internal changes, employee documentation and offboarding. - Ensure HR processes and documentation comply with Cyprus labor law, applicable regulations and internal company policies. - Develop, update and maintain HR policies, procedures, guidelines, checklists, templates and other internal documentation. - Identify process gaps, operational risks and opportunities to standardize, optimize and automate HR workflows, systems, tools and integrations. - Ensure accurate employee data management across HR systems, trackers and internal tools, promptly identifying and resolving discrepancies. - Prepare HR reports, track operational metrics, provide data for internal decision-making and guide employees and managers on established HR policies and processes. - Support the implementation of scalable HR solutions and continuously improve operational efficiency and employee experience. - Collaborate with Legal, Finance, Recruitment, Administration and other internal teams on HR-related matters and cross-functional projects. WHAT WE EXPECT: - 2+ years of experience in HR Operations, People Operations or HR Administration, with a strong understanding of employee lifecycle processes and Cypriot employment law. - Experience working with HRIS platforms (HiBob is a strong advantage), Excel or Google Sheets, with confidence in handling HR data, reports and spreadsheets. - Experience implementing automations and optimizing repetitive workflows. - Excellent attention to detail, strong ownership and the ability to manage multiple priorities independently. - Good communication skills and the ability to handle confidential information. - Upper-Intermediate English (B2+) or higher. WHAT WE OFFER: - A team of professionals with a passion for gamedev and a drive to make Total Battle the #1 strategy MMO game. - An excellent remuneration package, including a 13th salary. - Full relocation coverage for you and your family to Cyprus (Limassol). - A modern, sunny office close to the sea. - Private health insurance for you and your family members. - A monthly pre-school, school, and university allowance for employees' children. - Lunch compensation. - A sports and fitness allowance. - Company-funded personal development opportunities (professional and language courses, books, etc.). - Bonuses for outstanding results, years of service, marriage, and childbirth. Join us in shaping a smarter, more people-focused workplace, where seamless HR automation and thoughtful employee support come together to make every working day better.

About Collectly: Collectly is a fast-growing healthcare technology company transforming revenue cycle management (RCM) through AI-driven automation. Millions of patients navigate inefficient billing systems every day, while providers face delayed payments, rising administrative burden, and operational complexity. Collectly applies artificial intelligence to automate workflows, accelerate cash flow, and modernize the patient financial experience; enabling healthcare organizations to operate more efficiently and focus on delivering care. Healthcare is a $4.9T industry and is adopting AI technology at 2.2x the rate of the rest of the economy. Position Overview: We are seeking a highly organized and proactive Talent Coordinator and Sourcer to join our Talent team. In this role, you will partner with the Talent Manager and Hiring Managers to ensure a seamless and positive candidate experience throughout the recruitment process. You will be responsible for scheduling interviews, managing logistics, and providing support to candidates and hiring partners. Additionally, you will leverage your sourcing skills to identify and attract top talent through various channels. This is an excellent opportunity to contribute to our recruitment efforts, improve processes, and play a key role in shaping our organization's talent acquisition strategy.

Location: Sofia City, Bulgaria Workplace: hybrid We are a leading trading platform that is ambitiously expanding to the four corners of the globe. Our top-rated products have won prestigious industry awards for their cutting-edge technology and seamless client experience. We deliver only the best, so we are always in search of the best people to join our ever-growing talented team. We are seeking a highly skilled Senior Technical Recruiter to support Capital.com’s continued growth and evolving hiring needs. This role is responsible for managing the end-to-end recruitment process, sourcing and attracting top talent, and serving as a strategic business partner to hiring managers and stakeholders across the organisation. Responsibilities End-to-End Recruitment Process: Manage the full recruitment lifecycle, from initial job requisition to offer acceptance. Develop and implement effective recruitment strategies to attract top engineering talent. Sourcing: Proactively source and identify potential candidates using various methods, including job boards, social media, networking events, and direct outreach. Maintain and develop a strong pipeline of qualified candidates for current and future engineering roles. Business Partnering: Serve as a trusted advisor and business partner to engineering stakeholders, providing guidance on recruitment best practices and market trends. Build strong relationships with hiring managers to understand their hiring needs and provide tailored recruitment solutions. Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding. Provide timely and constructive feedback to candidates. Reporting and Metrics: Provide regular updates and reports to stakeholders on recruitment progress and outcomes. Utilise data to identify areas for improvement and implement changes as needed. Agency Management: Collaborate with recruitment agencies to supplement sourcing efforts. Ensure agency-referred candidates meet the company's standards and requirements. Requirements Proven experience in end-to-end recruitment , ideally within a fast-paced, international or high-growth environment. Experience hiring for different level of positions within the IT department. Excellent sourcing, networking, and relationship-building skills. Ability to manage multiple priorities and deliver high-quality results in a fast-paced environment. Strong communication and interpersonal skills. Familiarity with applicant tracking systems (we use Lever) and recruitment software. Availability to work in hybrid working model from our office in Sofia. Business level proficiency in English or above (equivalent to B2 or above in CEFR) Native or fluent Bulgarian. What you will get in return: • Competitive Salary: We believe great work deserves great pay! Your skills and talents will be rewarded with a salary that makes you feel valued and motivated. • Work-Life Harmony: Join a company that genuinely cares about you - because your life outside of work matters just as much as your time on the clock. #LI-Hybrid • Generous Time Off: Need a breather? Our annual leave policy lets you recharge and enjoy life outside of work without a worry. • Employee Referral Program: Love working here? Share the love! Bring your talented friends on board and get rewarded for growing our awesome team. • Comprehensive Health & Pension Benefits: From medical insurance to pension plans, we’ve got your back. Plus, location-specific benefits and perks! • Workation Wonderland: Live your digital nomad dreams with 30 extra days to work remotely from anywhere in the world (some restrictions apply). Adventure awaits! • Volunteer Days: Make a difference! Take two additional paid days each year to support causes you care about and give back to the community. Be a key player at the forefront of the digital assets movement, propelling your career to new heights! Join a dynamic and rapidly expanding company that values and rewards talent, initiative, and creativity. Work alongside one of the most brilliant teams in the industry.

Location: Home based - EMEA Canonical has re-imagined hiring. We have created a Talent Science team that has a mission to ensure that we follow objective, scientifically rigorous and efficient processes to select the very best new colleagues regardless of location, culture or background. We are not recruiters, but our work connects hiring strategy to performance outcomes. We work closely with our key stakeholders to ensure that decisions are being made in the right way and that our hiring model supports the selection of world class talent. We lead an effective hiring ecosystem to deliver talent acquisition excellence. We leverage data to enable evidence-based decisions, weaving behavioural science throughout our selection process, working closely with our Hiring Leadership team who drive hiring at Canonical. Due to the growth of the business we are seeking a set of new leaders to drive delivery excellence. You will work directly with the Global Head of Talent Science to plan and drive work within the team against our strategic objectives. With overall accountability for project delivery relating to hiring outcomes you will drive efficiencies and create new processes whilst coaching and developing team members to grow their careers. You will bring an analytical and objective approach to work and be seasoned in making data driven decisions relating to talent outcomes. Your experience will include being able to plan and lead project roadmaps, experience interacting with senior leadership on talent related topics leveraging your thought leadership experience and the ability to influence and steer talent agendas internally. You will be capable of stepping up to lead the function when required. Location: This role will be based remotely in the EMEA region. The role entails Leading and delivering the strategic Talent Science project roadmap using exceptional project management capability and influencing skills to manage multiple projects at any given time. Leveraging expertise from your career to date to design and implement solutions to complex problems that ultimately ensure we hire exceptional talent. Ensuring all talent selection initiatives map to high performance outcomes and career frameworks. Designing professional processes and frameworks, allowing efficient delivery of our agenda. Coaching and mentoring team members to grow and develop skill sets specifically around analytical capabilities and thought leadership, developing training materials and documentation to support team members. Driving and representing the team in the absence of the Head of, acting as a credible and trusted adviser and an inspiring leader. Working closely with company leaders to understand, appreciate and communicate our vision for talent at Canonical. What we are looking for in you Exceptional academic track record from both high school and university, with an undergraduate degree in a psychology or people based subject. A track record of team leadership in a talent function from the technology or consulting industry, with exceptional project management, to lead roadmap execution and delivery. Deep understanding of talent selection, with a technological mindset to create automation's and products to drive hiring efficiencies. Advanced analytical ability to dissect and analyse data, using either SQL, Python and/or statistical analysis. Exceptional written and spoken English with strong presentation skills for a senior audience. Ability to travel internationally 2-4 times a year for company events. Nice-to-have skills Advanced psychometric assessments with an excellent understanding of the marketplace and vendors A deep understanding of human behaviour and what drives intrinsic motivation Experience of using Superset and advanced dashboarding What we offer colleagues We consider geographical location, experience, and performance in shaping compensation worldwide. We revisit compensation annually (and more often for graduates and associates) to ensure we recognise outstanding performance. In addition to base pay, we offer a performance-driven annual bonus or commission. We provide all team members with additional benefits, which reflect our values and ideals. We balance our programs to meet local needs and ensure fairness globally. Distributed work environment with twice-yearly team sprints in person Personal learning and development budget of USD 2,000 per year Annual compensation review Recognition rewards Annual holiday leave Maternity and paternity leave Employee Assistance Programme Opportunity to travel to new locations to meet colleagues Priority Pass, and travel upgrades for long haul company events About Canonical Canonical is a leading provider of open source software and operating systems to the global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as public cloud, data science, AI, engineering innovation and IoT. Our customers include the world's leading public cloud and silicon providers, and industry leaders in many sectors. The company is a pioneer of global distributed collaboration, with 1200+ colleagues in 75+ countries and very few office based roles. Teams meet two to four times yearly in person, in interesting locations around the world, to align on strategy and execution. The company is founder led, profitable and growing. Canonical is an equal opportunity employer. We are proud to foster a workplace free from discrimination. Diversity of experience, perspectives, and background create a better work environment and better products. Whatever your identity, we will give your application fair consideration. #LI-remote