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Welcome to Torrero - all-in-one source for cutting-edge white label casino, sportsbook solutions and B2B aggregation. Built on a foundation of trust and compliance, we proudly offer an extensive library of 30,000+ games sourced from diverse providers, positioning Torrero as the preferred partner for transforming the iGaming enterprise. With huge number of sports events and easy payment options, we cater to diverse interests. Available in 35+ languages, we make gaming accessible worldwide. If you like a fast paced, dynamic and start-up work culture with full of passionate and enthusiastic mindsets, you’re most welcome to explore the opportunity. This is a chance to take part in an exciting journey as the company grows and expands its business at a rapid pace. What you will do: Manage full-cycle recruitment from sourcing & selecting candidates to extending job offers; Develop and execute sourcing strategies across international and Russian-speaking job markets; Post vacancies on relevant local and international job boards; Conduct structured interviews and candidate assessments; Partner closely with Hiring Managers to define role requirements and hiring strategies; Build and maintain talent pipelines for key business areas; Monitor recruitment metrics and continuously improve hiring processes; Ensure positive candidate experience and strong employer branding. Requirements: At least 3+ years of experience in full-cycle recruitment preferably in IT sector or iGaming or FinTech or Digital Marketing or other relevant industries; Fluent Russian & English (both spoken and written); Ability to independently manage up to 9-10 vacancies simultaneously across different business functions; Recruiting experience for different locations; Proven ability to deliver results in a fast-paced environment with urgent and hard-to-fill positions; Strong ownership of the entire recruitment process, from intake meetings and sourcing strategy development to offer negotiation and closing. Recruiting experience for technical and digital roles will be a plus; Strong sourcing skills (LinkedIn, job boards, direct search, networking); We offer: Fully remote job - work from anywhere you want Flexible working hours Competitive compensation 28 paid days off per year 3 paid sick days a year without medical certificate Seniority leave Birthday Day off Real career opportunities and professional growth The great team across the world

Location: Remote About the Team At Netlify, we’re a remote-first, globally distributed company with 120+ employees working across 13 countries around the world. Together, we’re building the platform for building and shipping web apps, with a mission to help anyone bring their ideas to the web. As a Talent Partner, you’ll play a key role in bringing in the people who will shape Netlify’s next stage of growth. You’ll partner closely with hiring leaders to help them make thoughtful, high-quality hiring decisions and will be deeply embedded in understanding this evolving job market and what makes not only great talent, but folks who align with Netlify’s mission.  With our team, you’ll recruit across a wide variety of teams and talent markets, owning the full recruiting lifecycle and partnering closely with leaders across Sales, Marketing, Engineering, Product, Finance and other functions. Rather than specializing in one area, you’ll build context quickly, learn what great talent looks like across different parts of the business, and help us find and hire exceptional people. We’ve already built a number of our own tools and workflows on Netlify to make our day-to-day work better, and we’re continuing to experiment with how AI can create even more leverage. With our team, you’ll be using the same platform you’re helping grow the team behind by shipping tools that improve your own work, experimenting with new ways of working, and contributing to how we continue to evolve how we hire. What You'll Do Own full-cycle recruiting across a broad mix of functions -  GTM, G&A, and R&D - from intake through accepted offer, without needing a sourcer, coordinator, or ops partner to be effective Run search kickoffs, define and calibrate candidate profiles in partnership with hiring managers, and establish your own search strategy rather than waiting for one to be handed to you Independently develop proactive sourcing approaches for each search and build pipelines of passive talent while continuing to cultivate talent for difficult-to-fill roles and future hiring needs Conduct recruiter screens and develop a clear, evidenced point of view on candidates - sending hiring managers slates with real recommendations Own weekly search meetings with hiring managers: bring funnel data, market feedback, and a perspective on what's working and what isn't; diagnose problems and propose changes rather than just reporting that pipeline is light Act as a trusted talent advisor to hiring managers as you partner with them on their searches,  bringing market insight, recruiting expertise, and thoughtful pushback when it will lead to a stronger hiring decision Partner across the People Team on talent strategy, workforce and organizational planning with HR Business Partners, and with People Operations on scalable solutions and processes. Manage offers and candidate closing end-to-end, while delivering a responsive, thoughtful, and high-touch candidate experience throughout every stage of the process -  including for candidates we ultimately don't hire Use recruiting metrics such as funnel conversion, time to fill, time to hire, sourcing performance, and candidate feedback to identify patterns, inform decisions, and continuously improve how we hire Design and build AI-assisted and vibe-coded recruiting workflows, evaluate them critically, and identify new opportunities to create leverage - without waiting to be assigned an automation project What You'll Bring Enough full-cycle recruiting reps to operate independently from day one - you've had several years of experience personally run intake, sourced, screened, managed HM relationships, and closed candidates across multiple simultaneous searches A track record of encountering unfamiliar roles or functions and figuring out how to recruit them effectively, rather than defaulting to a narrow specialty A history of sourcing and engaging passive candidates, ideally at companies where the logo wasn't doing most of the recruiting for you - you've had to create interest, not just harvest it Demonstrated ability to partner with hiring managers by running search meetings, interpret and pushing back on feedback, recognizing when calibration is off, and owning the relationship Experience using funnel data to change your behavior - when four candidates get rejected, your instinct is to investigate why, not to source a fifth You can execute quickly across a high volume of searches while maintaining a high bar for quality, balancing speed with the judgment needed to find the right talent for highly specialized roles. Experience working with imperfect infrastructure - you've operated without a dedicated sourcer, coordinator, or mature ops team and made it work A history of noticing broken or inefficient workflows and doing something about them, whether through AI tools, automation, process changes, or creative problem-solving - you've improved something without being told to Strong organization and communication skills, with the ability to keep multiple searches, stakeholders, candidates, and decisions moving in a distributed environment without sacrificing the details or the human experience Proficiency with an ATS and the broader recruiting toolset (we use Greenhouse), and comfort experimenting with AI-powered tools to meaningfully improve recruiting quality or throughput We don't require educational qualifications for the role - we're interested in the experience, judgment, and skills you've developed through your work. This Role is a Great Fit If You care deeply about the people behind every application and recognize that looking for a new role is a meaningful decision in someone’s life. You lead with empathy, communicate openly, and follow through on what you say you’ll do. Whether someone joins Netlify or not, you want them to feel that their time was respected, they were treated with care, and they had a thoughtful experience with us. You're energized by functional variety. An unfamiliar finance role or a senior engineering search doesn't become "that's not my specialty." You get curious, ask good questions, and figure it out You work well in an environment that resets every few months. Priorities shift, reqs change, and that doesn't throw you -  you reorient and keep moving You can move fluidly between sourcing, candidate conversations, hiring-manager partnership, data, and operational details while keeping communication clear in a remote, async environment You approach recruiting as a strategic partnership with the business by understanding what teams need, bringing a strong recruiting perspective, and helping hiring leaders make decisions that strengthen their teams. You're the kind of recruiter who, when something isn't working, investigates rather than simply escalating. When you're recruiting for something unfamiliar, you ask the right questions, build context quickly, and develop a point of view before moving the search forward You've noticed inefficient systems before and done something about them. You don't need to arrive with a portfolio of automations, but you have a pattern of seeing a problem, getting curious, and experimenting your way to something better Applying Not sure you meet 100% of our qualifications? Please apply anyway! When applying please include: A resume or short listing of your job history & skills (link to a LinkedIn profile would be fine). We appreciate a cover letter explaining why you would enjoy working in this role at Netlify to get to know you a bit better, though this is not required and will not impact your application. Our mission is to “build a better web” and that cannot be done without a diversity of skill sets, backgrounds and thoughts. Of everything we've ever built at Netlify, we are most proud of our team. Netlify is an Equal Opportunity Employer. We are devoted to building a team of people with diverse backgrounds and lifestyles. Driving equality empowers our team, enables us to innovate, and helps us maintain a more inclusive environment. We don’t discriminate against employees or applicants based on gender identity or expression, sexual orientation, religion, age, race, military/veteran status, citizenship, pregnancy status, or any other differences. If we can do anything to provide a better interview, i.e. accommodate a disability, then please let us know by emailing accommodations@netlify.com . About Netlify Netlify is the most popular way to build, deploy, and scale modern web applications, empowering everyone from fast moving solo developers to enterprise teams. Millions of developers and organizations rely on Netlify as their platform of choice for composing web applications that are production ready, performant, and flexible. Now, as we embrace the next era of software development, we are embedding the same fluid, intuitive experience into the Agent Experience (AX), making it just as simple for intelligent agents to understand, interact with, and act on our platform as it is for developers. Whether your user is human or machine, Netlify ensures the path from idea to URL is seamless, fast, and deeply reliable. We are a Series D company that has raised over $200M from investors such as Andreessen Horowitz, Kleiner Perkins, EQT, Bessemer, BOND, and Menlo Ventures. As a fully distributed company, we aim to create a company culture where the best idea can come from anywhere and strive to be thoughtful, compassionate, and collaborative in our work. If this sounds like something you’d like to be part of, we’re excited to connect with you! At Netlify, we are committed to a compensation philosophy that prioritizes fairness and equity, positions our employee compensation competitively in the market, recognizes and rewards performance, and takes a comprehensive approach to our rewards package. We anchor our compensation philosophy on a market-based approach, therefore salary ranges may differ depending on the labor cost in a particular location. The salary provided is in addition to robust benefits and participation in Netlify’s equity plan. Our hiring range for this role is targeted at $97,000 - $150,000 for most US-based locations and $95,000 - $143,000 CAD for most Canada-based locations. Candidates in premium markets should consult with their Talent Acquisition partner regarding location-based ranges, as they may be higher or lower than the average US range listed. The starting pay will be determined based on multiple factors, including expertise and skills, market demands, experience, internal equity, and applicable geographic location. These compensation packages and ranges are subject to change and may be modified in the future.

We are now hiring a Head of Talent to partner with our Founders to hire the best recruiters on earth, shaping the teams that deliver in mission-critical environments, and upholding standards and expectations across the company. You will Spot and win exceptional talent.

Location: United Kingdom Workplace: hybrid Talent Partner - EMEA Technical Recruiting Location: UK About Intermedia Intermedia is a leading provider of Intelligent Cloud Communications, bringing together voice, video, collaboration, contact center, AI-enabled capabilities, and security into a seamless, enterprise-grade platform. Our technology helps organizations connect smarter, work better, and stay secure—leveraging intelligence and automation to improve how businesses communicate. At Intermedia, your voice matters. We move fast, hold ourselves accountable, and genuinely have each other’s backs. Many of our people have built long, meaningful careers here—10, 15, even 20+ years—because they’re challenged, trusted, and empowered to make an impact. If you thrive in a high-growth, technology-driven environment and love building world-class teams, we’d love to meet you. About the Role: We are seeking a Talent Partner with 2-6 years of recruiting experience, including hands-on exposure to technical hiring, to join our collaborative global recruiting team. This is an opportunity to help scale Intermedia across EMEA while continuing to build your own expertise in technical recruiting and global talent acquisition. You will partner with experienced recruiters, HR Business Partners, and hiring leaders to support hiring primarily across the UK and Portugal, with flexibility to assist in other EMEA and global markets as needs evolve. You will own searches, learn our business and technical landscape, and contribute ideas, market insight, and disciplined execution as we grow. This role is well suited to a recruiter with strong fundamentals who is eager to deepen their technical hiring capability and gain broader experience helping a global technology company scale. What you will be doing: Help scale the business by owning full-cycle technical recruiting, primarily across the UK and Portugal, with flexibility to support other EMEA and global needs. Recruit for roles across engineering, cloud infrastructure, security, DevOps, product, and AI-adjacent disciplines supporting our Intelligent Communications platform. Build knowledge of Intermedia's products, technologies, teams, and business goals so you can confidently engage and assess technical talent. Partner closely with the greater recruiting team, HR Business Partners, and Hiring Managers, seeking context, feedback, and subject-matter expertise when needed. Develop and execute thoughtful sourcing strategies using LinkedIn Recruiter, direct sourcing, referrals, market mapping, targeted campaigns, and appropriate AI-assisted tools. Build and maintain qualified, engaged pipelines across multiple geographies and time zones. Lead structured candidate screens, assess alignment with role requirements, and provide clear recommendations to Hiring Managers. Deliver an outstanding candidate experience and represent Intermedia's culture and employer brand with professionalism and care. Partner with Hiring Managers on intake, search strategy, interview design, structured evaluation, and timely decision-making. Share market insight and recruiting data that help leaders understand talent availability, competition, and potential adjustments to the search. Serve as a consistent point of contact for candidates throughout the recruiting lifecycle, ensuring transparency and timely communication. Track and communicate recruiting activity, pipeline health, conversion, time to slate, and hiring outcomes. Use data and feedback to improve sourcing, screening, stakeholder partnership, and overall recruiting effectiveness. Continue developing knowledge of technical talent markets across EMEA, including SaaS, cloud communications, UCaaS, CCaaS, and related sectors. Recognize when right-to-work, immigration, sponsorship, or country-specific questions require support and engage the appropriate HR Business Partner or subject-matter expert. Coordinate reference checks and other final-stage recruiting steps as required. What you will bring to the role: Required BA/BS degree or equivalent experience 2-6 years of proven technical recruiting experience, with a strong track record of success in full-cycle recruiting success, leveraging AI-driven tools to source, engage, and close top technical talent Demonstrated experience recruiting for technology-driven and AI-enabled organizations, preferably within SaaS, cloud communications, UCaaS, CCaaS, or related industries Ability to quickly learn and clearly articulate complex technical and AI-related roles, technologies, and business needs Some experience leveraging AI-powered recruiting tools for sourcing, screening, pipeline management, or recruiting analytics Strong sense of urgency with the ability to balance speed, quality, and candidate experience Results-oriented mindset with a history of meeting or exceeding hiring goals and performance metrics Comfort partnering with senior leaders and highly technical hiring managers Ability to operate effectively in a fast-paced, high-growth, and sometimes ambiguous environment Excellent written and verbal communication skills Collaborative, proactive, and solutions-oriented approach with a positive, can-do attitude Preferred Experience within SaaS, UCaaS, CCaaS, telecommunications, cloud infrastructure, or AI organizations. Experience sourcing across the UK and Europe. Knowledge of technical hiring markets and talent communities. Experience supporting high-growth technology organizations. Success Measures Qualified candidates generated Pipeline strength and diversity Time-to-slate Hiring manager satisfaction Candidate engagement rates Strategic talent pipeline development Diversity, Inclusion, and Equal Opportunity We hire, promote, and compensate employees based on their ability to perform their job responsibilities, without regard to race, color, creed, religion, sex, gender, marital status, national origin, ancestry, age, citizenship, physical or mental disability, sexual orientation, or any other basis protected by applicable law (collectively referred to in our Code of Conduct as “Protected Classes”). We do not tolerate employment discrimination in the workplace, and we are committed to making reasonable accommodations for identified disabilities or other limitations as required by all applicable laws. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Задачи: самостоятельный подбор персонала для различных направлений компании — преподавателей, педагогов, методистов, менеджеров, администраторов, специалистов клиентского сервиса, продаж и бэк-офиса; проактивный поиск специалистов, в том числе не находящихся в активном поиске работы;

• 50/50 split between strategic talent acquisition planning and hands-on recruitment. • Lead recruitment strategies, workforce planning and talent pipelines.

Location: Berlin Office Workplace: Remote Are you looking to have an impact on the daily life of millions of entrepreneurs in France and Europe? Do you thrive in a trustful, fast-paced environment? Then Pennylane might be the right place for you — and you, might be the perfect fit for this role 🙂   OUR VISION We aim to become the most beloved financial Operating System of European SMEs. We help business owners get rid of the time consuming hassle of handling accounting and finance, while giving them access to key information that they can use to make better decisions. Meanwhile, we’re helping accountants. By using Pennylane, rather than doing manual and repetitive tasks, they can spend more time advising and guiding their clients.   ABOUT US Pennylane is one of the fastest growing Fintechs in France (and we're accelerating in Germany 🇩🇪) In 6 years of existence, we’ve managed to : 💻 Make ourselves known as a groundbreaking accounting and financial software for small businesses and their accountants 💰 Raise a total of €400 millions, including from Sequoia, the famous fund from the Silicon Valley who invested early in companies like Google, Facebook, Airbnb, Stripe, Paypal and much more... 👨‍👩‍👧‍👦 Grow from 7 cofounders to 1200+ happy Pennylaners : we’re now recognized as one of the greatest places to work in France (and also remotely), with a 4.6/5 rating on Glassdoor https://www.glassdoor.fr/Avis/Pennylane-France-Avis-E4171708.htm. 🌍 Build an international environment with more than 25 nationalities, with a strong remote-friendly culture, where 30% of the employees are already working from all parts of Europe 🤝 Earn the trust of thousands of customers and accounting firms and obtain outstanding ratings https://www.google.com/search?q=pennylane&ei=O9pOYvm0Co-blwSmhKmIAw&ved=0ahUKEwi5vsWL-4H3AhWPzYUKHSZCCjEQ4dUDCA4&uact=5&oq=pennylane&gs_lcp=Cgdnd3Mtd2l6EAMyDQgAEIAEELEDEIMBEAoyCwguEIAEEMcBEK8BMgcIABCABBAKMgcIABCABBAKMgUIABCABDIFCAAQgAQyBQgAEIAEMgcIABCABBAKMgcIABCABBAKMgcIABCABBAKOgcIABBHELADOgkIABCwAxAKEEM6CgguEMcBEK8BEAo6BggAEBYQHjoICAAQFhAKEB46DQguEIAEEMcBEK8BEApKBAhBGABKBAhGGABQ7QFY6wVgugdoAXABeACAAUiIAbMCkgEBNZgBAKABAcgBCcABAQ&sclient=gws-wiz 🚀 Already more than 1 300,000 small and medium-sized enterprises (SMEs) and over 6,500 accounting firms use Pennylane in France! ABOUT THE ROLE Do you want to do more than fill vacancies? Do you want to help build a team and shape Pennylane’s growth in Germany? Germany is our startup within the startup: We have been operating in the market for around a year, have approximately 40 employees, and have ambitious plans for 2027. That is where you come in. We are looking for an experienced Business Recruiter with drive, strong judgement and the desire to build something from the ground up. You will join our German Recruiting team, which currently consists of a Team Lead and two freelance recruiters. In this permanent Individual Contributor position, you will own your scope and help shape how we attract and hire talent in Germany. YOUR IMPACT - Own your scope: You will manage the full recruitment cycle, from briefing and proactive sourcing through to offer closing. Your main focus will be Sales, Customer and Partner Success, Onboarding and Deployment. Depending on business needs, you may also support Marketing, People and other support functions. - Be a sparring partner: You understand the objectives of your Hiring Managers, bring valuable market insights and constructively challenge expectations. Together, you will make better hiring decisions. - Build, test and improve: You will further develop our processes and interview structures, experiment with new approaches and turn good ideas into effective solutions. - Combine speed with quality: You will prioritise your searches based on business needs and pipeline data, while ensuring that candidates feel well informed and valued throughout the process. WHAT YOU BRING - Ideally, 5+ years of full-cycle recruiting experience, with a clear specialisation in Business and Go-to-Market roles and experience recruiting for Sales and/or Success positions. - You know how to proactively attract talent, manage recruitment processes independently and advise Hiring Managers, including when you do not immediately agree with them. - You enjoy building rather than following an established playbook: You take ownership, turn ideas into action and stay effective when priorities change. Startup or scale-up experience is a plus. - You work in a structured way, use data and recruiting tools effectively, and share your knowledge and learnings with the team. - Fluent German and English: You are comfortable conducting interviews and working with stakeholders in both languages. WHY THIS ROLE? Because you will not simply take over an existing process. You will help grow our German team, with your own area of responsibility, close collaboration with the business and the opportunity to lead projects that have a lasting impact. Do you want to roll up your sleeves, improve the way things are done and build something together? Then let’s talk. WHAT DO WE DO TO MAKE YOUR WORK LIFE EASIER   🏢 This job is based in Berlin with an on-site presence a few days per week at our Berlin office ideally (Rosenthaler Strasse 43–45). 💵 An attractive package (detailed during the screening stage) 📈 You'll get company shares to enjoy a piece of the success story you're building with us 🌴 30 days of paid leave per year. 🏡 You’ll have a budget to turn your home into a more comfortable workspace, as well as a monthly allowance to work from a coworking space whenever you feel like it ⛹️Through our partner Gymlib, you’ll have access to 8000 fitness spaces in Europe and more than 300 activities related to wellness 🇬🇧 You’ll have access to Busuu https://www.busuu.com/fr/p/start-learning?utm_medium=cpc&utm_source=google&utm_campaign=FR_FR_Web_Brand_E&utm_group=FR_FR_Web_Brand_E&utm_term=busuu&gclid=CjwKCAjw682TBhATEiwA9crl34OqnbJDliinEXFZNqOcb6391KXrgq4ZDDwEiwMdtTdtuVULvuF7HhoCgZEQAvD_BwE&gclsrc=aw.ds to perfect your english or your french 💻 You’ll get the latest Apple equipment 🎉 Regular company events: We value spending time together through events such as our Tech Days, held every three months, our annual company offsite, and team gatherings approximately once a month at our Berlin office (Rosenthaler Strasse 43–45).   🤝 Hiring Process: - Intro Call: First exchange with Thomas (Recruiter) - 30 min video call - Manager Interview: Interview with Leona (Business Lead Financial Services & International Hires) – 45min to 1H video call - Case Study: - Practical exercise with two members from the Talent Acquisition Team – 60min video call - Final Round: Interview with Ursula Piscitelli (Head of Talent Acquisition) and Marine Bustarret (VP People) - 45min to 1H video call   We make sure we move fast ; you can expect the recruitment process with us to last between 15 and 25 days in total. We have tried to give you as much details as we could about the purpose, missions and environment of this role; it is now up to you to tell us if you think this is a position in which you could a) have fun and b) bring value to our company. If you’re hesitating, we encourage you to apply anyway: worst case scenario, you might lose a few minutes, and in the best case, it will be the start of a meaningful and long-lasting collaboration. We also want to emphasise that we fully embrace diversity and that we’re doing our best to create a safe and inclusive environment. We are committed to providing an equal employment opportunity regardless of gender, sexual orientation, origin, disabilities, or any other traits that make you who you are. If anything, diversity makes us a more fun place to work at. To end with a humble illustration of our commitment, we’ve recently signed the Pacte Parité https://lafrenchtech.com/fr/pacte-parite/ to set concrete goals in building a better and more inclusive workplace in the years to come. Encouraging diversity in all its forms, Pennylane strives to offer an inclusive, caring and fulfilling work environment in our offices and remotely. We provide equal opportunities and consideration regardless of background, origin, gender, religion, sexual orientation or handicap.   🇫🇷 Données personnelles Pennylane traite vos données pour gérer votre candidature et évaluer votre adéquation au poste. Si votre candidature n’aboutit pas, vos données peuvent être conservées 2 ans à compter de notre dernier échange ou de la clôture du recrutement afin de constituer & gérer un vivier de candidats. Vous pouvez vous opposer à tout moment et demander la suppression de vos données en écrivant à : dpo@pennylane.com. dpo@pennylane.com Notre data policy https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement 🇬🇧 Personal Data Pennylane processes your data to manage your application and assess your suitability for the position. If your application is unsuccessful, your data may be retained for 2 years from our last exchange or the closing of the recruitment process, in order to build and manage a candidate pool. You may object at any time and request the deletion of your data by writing to dpo@pennylane.com. Learn more https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement 🇩🇪 Personenbezogene Daten Pennylane verarbeitet Ihre Daten, um Ihre Bewerbung zu bearbeiten und Ihre Eignung für die Stelle zu beurteilen. Sollte Ihre Bewerbung nicht erfolgreich sein, können Ihre Daten bis zu 2 Jahre ab unserem letzten Austausch oder dem Abschluss des Rekrutierungsverfahrens gespeichert werden, um einen Kandidatenpool aufzubauen und zu verwalten. Sie können jederzeit Widerspruch einlegen und die Löschung Ihrer Daten beantragen, indem Sie an dpo@pennylane.com schreiben. Mehr erfahren https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement 🇪🇸 Datos personales Pennylane trata sus datos para gestionar su candidatura y evaluar su idoneidad para el puesto. En caso de que su candidatura no sea seleccionada, sus datos podrán conservarse hasta 2 años a partir de nuestro último contacto o de la finalización del proceso de selección, con el fin de constituir y gestionar una reserva de candidatos. Puede oponerse en cualquier momento y solicitar la eliminación de sus datos escribiendo a dpo@pennylane.com. Más información https://www.pennylane.com/fr/vos-donnees-personnelles-recrutement

Location: Philippines About Advantage HQ Advantage HQ is building the next generation of creator-led growth infrastructure for consumer brands. We combine creative strategy, creator partnerships, performance content, whitelisting, affiliate distribution, paid media, and proprietary technology into one integrated growth system. Our team manages more than $850 million in annual media spend and works with a network of more than 400,000 creators across Meta, TikTok, and YouTube. Through Meteoric AI, our proprietary intelligence platform, we use data and AI to improve decision-making across creative production, creator selection, customer acquisition, campaign performance, and brand growth. We work with ambitious consumer brands across health, wellness, beauty, nutrition, personal care, and lifestyle. The Opportunity We’re looking for a strong people leader to lead and develop our Creative Talent Management team. This person will be responsible for building a high-performing team that consistently sources, vets, onboards, and coordinates creative talent to support our performance marketing campaigns, UGC production, design, and other creative initiatives. You will own team performance, develop talent management processes, and ensure the team delivers qualified creative talent within agreed timelines and quality standards. You will coach and develop team members, establish clear performance expectations, address performance gaps, and build systems that support efficient and consistent execution as the business grows. Working closely with Creative Leadership and other stakeholders, you will anticipate talent needs, manage team capacity, and align priorities with business objectives. This role requires someone who can lead people effectively, make data-informed decisions, solve operational challenges, and take ownership of team results. What You'll Own People Leadership and Development Lead, coach, and develop the Creative Talent Management team, building the skills and capabilities needed to achieve individual and team goals. Set clear performance expectations, define individual responsibilities, and hold team members accountable for their commitments and results. Conduct regular one-on-ones, performance reviews, and development conversations to recognize strengths, address performance gaps, and support career growth. Provide timely, constructive feedback and manage difficult conversations, conflicts, and underperformance with fairness and professionalism. Develop individual improvement plans when needed and follow through to ensure measurable progress. Identify skill gaps and development needs, providing coaching and training to improve team capability and effectiveness. Support the recruitment, onboarding, and integration of new team members as business needs evolve. Build a culture of ownership, collaboration, accountability, and continuous improvement. Team Performance and Operational Excellence Own the team's performance against agreed KPIs, service-level agreements, quality standards, and delivery targets. Monitor team productivity, talent pipeline health, turnaround times, talent quality, and stakeholder satisfaction. Identify performance gaps, determine root causes, and implement corrective actions. Ensure the team maintains a strong pipeline of qualified creative talent to meet current project requirements and anticipated demand. Oversee sourcing, screening, vetting, briefing, onboarding, and talent coordination processes to ensure consistent execution and quality. Establish and improve workflows, SOPs, and quality standards that increase efficiency, consistency, and accountability. Review workload distribution, team capacity, and project priorities to ensure resources are allocated effectively and deadlines are met. Oversee quality assurance processes to ensure talent submissions and creative deliverables meet project requirements, brand guidelines, and campaign objectives. Ensure talent databases, pipeline trackers, and performance reports are accurate, up to date, and used to support decision-making. Identify operational bottlenecks, resolve recurring issues, and implement scalable solutions based on performance data and team feedback. Ensure the team follows agreed processes while identifying opportunities to simplify workflows and improve results. Stakeholder Management and Planning Partner with Creative Leadership and other stakeholders to understand upcoming project requirements, forecast talent demand, and establish hiring and sourcing priorities. Lead talent capacity planning to ensure the team can meet changing business needs without compromising quality or delivery timelines. Translate business requirements into actionable talent plans, clear team priorities, and realistic delivery commitments. Provide regular updates on team performance, talent availability, pipeline gaps, capacity constraints, and delivery risks. Communicate competing priorities and resource limitations early, recommending practical solutions to keep projects on track. Resolve escalations involving talent quality, availability, performance, and delivery timelines. Build and maintain relationships with creative talent networks and sourcing partners to strengthen access to qualified freelancers and creators. Stay informed about creative industry trends, sourcing platforms, and emerging practices that can improve talent quality and team performance. Who You Are A strong people leader who knows how to build trust, set expectations, and hold a team accountable for results. A hands-on coach who develops people through clear feedback, structured support, and meaningful growth opportunities. Comfortable managing underperformance, addressing conflict, and having difficult conversations with professionalism and fairness. An outcome-oriented leader who takes ownership of team performance and follows through on commitments. A data-informed decision-maker who uses KPIs and performance insights to identify problems, prioritize improvements, and measure results. An organized operator who can manage competing priorities, allocate resources, and maintain delivery standards in a fast-paced environment. A proactive problem-solver who identifies root causes rather than relying on temporary fixes. A collaborative partner who communicates clearly, manages stakeholder expectations, and builds productive cross-functional relationships. Adaptable and comfortable leading a remote team in a fast-growing, evolving organization. Experience We Value 5+ years of experience in creative talent management, talent acquisition, creative recruitment, or a related function. At least 2 years of direct people management experience, including coaching team members, managing performance, and driving team results. Demonstrated success in developing team members, managing underperformance, and improving individual and team performance. Experience establishing and managing KPIs, monitoring results, and implementing corrective actions or performance improvement plans. Strong understanding of creative talent sourcing, screening, vetting, onboarding, and freelance talent coordination. Experience supporting creative, marketing, advertising, content production, or other project-based talent needs. Experience improving workflows, documenting SOPs, and building scalable operational processes. Ability to use performance data to evaluate team productivity, identify bottlenecks, and make operational decisions. Proficiency in spreadsheets and tools used to manage talent pipelines, team performance, and operational workflows. Excellent written and verbal communication skills, with the ability to lead meetings, deliver feedback, resolve issues, and manage stakeholder expectations. Nice to have: Experience working with UGC creators, performance creative teams, influencer marketing, or direct-to-consumer brands. Familiarity with freelance and project-based creative talent management. Knowledge of creative sourcing platforms such as Casting Networks, Billo, Fiverr, and Upwork. Experience leading remote or distributed teams. Established relationships within the creative, advertising, or content creation industry. Why Join Advantage HQ Work with a team supporting high-growth consumer brands across multiple industries. Lead and develop a team that directly supports creative production and performance marketing initiatives. Take ownership of team performance, operational improvements, and scalable talent management processes. Partner with experienced professionals across creative, performance marketing, and operations. Help build systems and team capabilities that support the company's continued growth. Work in an environment that values accountability, continuous improvement, and professional development. Location: Fully remote. We have built the infrastructure for high-performance distributed teams and trust our people to do their best work from wherever they work best. If you're excited about leading and developing a high-performing talent team, building a culture of accountability, improving systems and processes, and taking ownership of team performance in a growing creative organization, we'd love to hear from you.

Location: sousse, Tunisia; Tunis, Tunisia Workplace: on-site Fully On-site About the Role We are looking for a proactive and experienced Talent Acquisition Specialist to join our team and support our organization's continued growth. In this role, you will take ownership of the full recruitment lifecycle, managing hiring processes across multiple business functions, including Finance, Logistics, IT, HR, Marketin, and other areas of the business. This is an opportunity for a hands-on recruitment professional who enjoys working independently, building strong stakeholder relationships and contributing to a dynamic, mission-driven organization. Key Responsibilities Own the full recruitment lifecycle , managing vacancies from initial intake and sourcing through candidate selection, offer negotiation and acceptance. Partner with hiring managers to understand business needs, define role requirements, establish success criteria and align on recruitment strategies. Source and engage talent through multiple channels, using proactive sourcing techniques, Boolean search and creative outreach approaches. Screen and assess candidates based on their skills, experience, motivation and alignment with the organization's values and culture. Coordinate interviews, facilitate feedback collection and support informed and timely hiring decisions. Build and maintain talent pipelines, particularly for specialized and hard-to-fill positions. Provide recruitment market insights and advise stakeholders on talent availability, compensation benchmarks and hiring timelines. Ensure consistent and transparent communication with candidates throughout the recruitment process. Maintain accurate and up-to-date recruitment records in the Applicant Tracking System (ATS). Proactively identify and address recruitment challenges, recommending solutions and process improvements. What We're Looking For 2–5 years of experience in full-cycle recruitment, gained in an in-house or agency environment. Demonstrated ability to independently manage multiple recruitment processes simultaneously, from intake to successful placement. Experience recruiting across different business functions, ideally including both technical and non-technical roles. Hands-on experience with at least one Applicant Tracking System (ATS). Fluency in both English and French is a must. Strong sourcing capabilities, including Boolean search and proactive candidate engagement. Good understanding of recruitment methodologies, candidate assessment, interview processes and offer negotiation. Excellent communication and interpersonal skills, with the ability to build trusted relationships with candidates and stakeholders. Strong organizational and prioritization skills, combined with a high level of ownership and attention to detail. Ability to work autonomously in a fully on-site environment. Why Join Us? You'll have the opportunity to take ownership of diverse recruitment projects, collaborate with stakeholders across multiple functions, and make a tangible contribution to the organization's growth by bringing the right talent on board. -

Responsibilities: — Own the full hiring lifecycle for product roles across geographies. — Conduct outbound sourcing and manage offer closing. — Partner with product leaders and manage agencies. Requirements: — Experience in product hiring and talent acquisition. — Skills in agency management, stakeholder management, recruiting, sourcing, and offer negotiation. — Familiarity with ATS systems such as Greenhouse. Benefits: — Not specified.

Location: Remote, US Role Overview The HR Manager collaboratively manages day-to-day HR compliance and employee relations processes through teamwork, shared discovery, and Talent Operations leadership review, supporting compliance, consistency, and employee-focused Talent Operations practices across the organization. This individual-contributor role has no direct reports and leads through functional ownership and cross-functional partnership. The HR Manager interprets and communicates policies, monitors employment law and regulatory requirements, manages workplace concerns, and develops recommendations to mitigate risk. The position independently manages analysis, documentation, recommendations, and follow-through on matters involving employee relations, performance management, attendance, employment records, onboarding, and organizational change. The VP, Talent Operations reviews recommendations and approves final outcomes; the HR Manager coordinates implementation of approved outcomes and remains accountable for accurate, timely, and consistent process execution. A Day in the Life Manage day-to-day administration of HR policies and programs and provide practical guidance to leaders and employees on policy interpretation, employee relations, attendance, conduct, performance, and workplace expectations Own employee relations intake and case management; conduct or coordinate timely, objective workplace investigations; document interviews and findings; and recommend follow-up actions for final review and approval by the VP, Talent Operations Coach leaders through performance improvement, corrective action, and employment decisions while balancing employee experience, business needs, and compliance risk; develop recommendations and coordinate implementation following VP approval of final outcomes Manage monitoring of federal, state, and local employment requirements; recommend updates to HR policies, procedures, notices, practices, and employee communications; and coordinate implementation following VP approval Maintain accurate, complete, and confidential employee records, case files, employment documentation, and required compliance reports Manage periodic audits of HR records and practices, identify gaps or trends, recommend corrective actions and process improvements, and track implementation of approved outcomes Coordinate compliance requirements across recruiting, employment authorization, onboarding, compensation and benefits, payroll coordination, leave and attendance, safety, training, and employee separations, partnering with the responsible functional owners Develop and deliver employee and manager communications and training related to HR policies, respectful workplace expectations, documentation standards, employment practices, and regulatory responsibilities, consistent with approved policies and outcomes Partner with Talent Operations leadership, business leaders, legal counsel, vendors, and other internal or external resources on compliance and employee relations matters; escalate complex or high-risk concerns promptly to VP Talent Operations Use HR systems and workforce data to manage case tracking, monitor compliance activities, identify recurring issues, and recommend actions Lead or contribute to cross-functional HR compliance projects and organizational change initiatives Connect with HR support staff and service providers through established partnerships to ensure timely, accurate, and consistent completion of HR processes Role Progression Within 1 month, you’ll : Learn Talent Operations policies, systems, workflows, documentation standards, and key partners; understand current compliance priorities, employee relations procedures, and VP final-review requirements; and begin handling routine inquiries. Within 3 months, you’ll : Independently manage day-to-day compliance and employee relations processes; conduct or coordinate investigations and support performance matters; identify recurring risks or process gaps; and submit practical recommendations to your manager. Within 6 months, you’ll : Own assigned compliance and employee relations programs and case-management processes; lead audits, investigations, training, or cross-functional initiatives; use workforce and case data to identify trends and recommend risk mitigation; and demonstrate timely, consistent execution and implementation of approved outcomes. About You Bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience 4-7 years of progressive human resources experience, including meaningful responsibility for HR compliance and employee relations Working knowledge of employment law, HR regulatory requirements, policy administration, workplace investigations, performance management, leave and attendance practices, and employment documentation Demonstrated ability to handle confidential and sensitive matters with sound judgment, objectivity, and discretion Strong written and verbal communication, analytical, organizational, and problem-solving skills Ability to work independently, manage multiple priorities, collaborate across functions, and provide clear, practical guidance to leaders and employees Proficiency with human resource management systems and standard business applications Successful candidates will be required to complete and pass a CLEAR™ identity verification as part of the pre-employment screening process CLEAR™ Candidate FAQ The annual base salary range for this exempt position is $100,000 - $115,000 and reflects the midpoint through maximum of the established range for this role . Encoura establishes compensation using national market data, internal equity considerations, and organizational budget factors to ensure fairness and consistency across the organization. Certain roles may also be eligible for variable compensation in addition to base salary. Employees in this role are eligible for Encoura’s comprehensive benefits package, which includes health insurance, retirement contributions, paid time off, and other programs that support employee well‑being. About  Us Encoura’s mission is to empower students and institutions to create meaningful connections so everyone can make the most informed decisions to achieve their goals. Since 1972, the Company has evolved its products and services to better represent the link between students and higher education institutions and to create the highest probability of student success. Encoura’s expertise now spans enrollment, research, marketing, student success, and advancement and provides an unmatched combination of higher education experience and innovative solutions for colleges and universities. The Company also offers Encourage® — the nation’s largest free college and career planning program used by millions of high school students and educators nationwide. It is the policy of the Company to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. All applicants must be eligible to work in the U.S. Encoura endeavors to make reasonable accommodations for applicants with disabilities and disabled veterans pursuant to applicable federal and state law. If you are an individual with a disability and require reasonable accommodation to complete any part of the application process or are limited in the ability and need an alternative method for applying, please contact the Talent Team. Applicants from California, please review the CA HR Privacy Notice . To review our privacy policy, please click this link: https://encoura.org/privacy-policy/

— Lead the hiring of exceptional recruiters across different specialisms and seniority levels. — Design rigorous assessment processes to evaluate recruiting expertise, judgement and commercial impact.

Location: New York City Metropolitan Area; New Jersey Workplace: hybrid About the Role: The problem you'd be solving We build AI systems that enterprises run their business on. Production systems inside banks, insurers, and health systems, where our engineers embed with the client, learn the work, and own the outcome. We call them Forward Deployed Engineers and Forward Deployed Executives. These people hold design conversations with a Chief Data Officer on Tuesday and ship to production next Monday. We are hiring a People & Talent Partner to help us scale our FDE/FDX, Product, and GTM teams. Five open reqs at a time, none of them generic. We would rather you run five properly than twenty badly. Beyond filling roles, you will own the talent community strategy around Provectus, and you will build the people-operations presence for our US team locally — be the person our US colleagues come to first. Location: Hybrid, New York: 2-3 days onsite. Type: Full-time (W2). What You'll Do: Recruiting: Full-cycle hiring across the US for Forward Deployed Engineers (software, AI/ML, architects, leads), Forward Deployed Executives, Product Owners, and Business Development Managers. Intake to offer: Partnership with the hiring managers. You'll run calibration with them and bring market data when a scorecard doesn't match what exists. Architect and execute Provectus's talent community strategy in the US. Meetups, workshops, hackathons, university programs, and the AI/ML communities. You don't need to have run events before. You need to want to help with that, and there's a budget and support from marketing when you do. US hiring strategy. Talent market intelligence, compensation benchmarking, and how we position Provectus against the companies competing for the same engineers. People operations for the US team. You'll be the on-the-ground people partner for our US-based colleagues, working with the Head of People Operations: Onboarding of US hires. First point of contact for US employees on benefits, time off, policies, and day-to-day people questions. Support for the performance review cycle for US-based staff: scheduling, collecting feedback, tracking outcomes. Team engagement and onsite days — the rhythm that makes a hybrid New York team feel like a team. What's the split between Recruiting and HR? 70/30 What You'll Bring: 4+ years of full-cycle recruiting experience in a fast-paced technical environment, ideally at an AI, cloud, or consulting firm Proven track record of sourcing and hiring senior technical profiles — AI/ML engineers, software engineers, architects, or consulting leaders Demonstrates personal AI adoption — uses AI tools as part of their recruiting workflow, not just aware of them Exposure to HR generalist or people-operations work — onboarding, benefits, employee relations — or a clear appetite to build it. You don't need to have been an HRBP. Excellent communication and stakeholder management skills; comfortable partnering with C-level and senior technical leadership Highly organized, self-directed, and comfortable with ambiguity in a distributed, global team Commitment to Provectus's core values: Obsession, Ownership, Transparency, and Partnership Based in the New York / New Jersey area and able to be onsite [2-3] days a week Nice to have: Experience building talent community: events, meetups, professional networks, or university programs Familiarity with US benefits administration, onboarding, and experience with an HRIS. Where this goes: This is a growing US function. The person who does this well takes on more of the community mandate, more senior searches, a deeper people-partner role as the US team grows, and a path toward owning the US talent function. We'll talk about that trajectory. What We Offer: Direct impact on Provectus's growth in the US market with direct visibility to leadership. Access to the Provectus Learning Hub, Claude Code certification support Collaborative culture that rewards ownership, curiosity, and continuous learning Full-time W2 model. Base $150k- 170k. Final offer reflects experience, skills, and market data. Health, vision, dental, disability, and life insurance; 401(k) plan; unlimited vacation. About Provectus: Provectus is an AWS Premier Partner and an Anthropic Strategic Partner working at the front edge of applied AI. We help enterprises turn Claude, agentic systems, and their own data into measurable outcomes through bespoke applications, managed services, and advisory work. We focus on Financial Services & Insurance and Healthcare & Life Sciences, with offices across North America, LATAM, and EMEA. Hiring Process: 30-45-minute call with the Head of Talent Acquisition 30-minute call with the Head of People Operations On-site meeting with the CEO

Location: Worldwide; West Ocean City, United States APPLICATION INSTRUCTIONS: If you’ve already completed the 20four7VA Recruiting Process—including the Final Interview—or have previously been contracted by a 20four7VA Client, please make sure to apply via the 20four7VA Team Portal for faster processing. Log in using your 20four7VA-issued email address to access the portal. If you’ve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below. 💡 Quick Tip: Upload your resume first—this will automatically populate most of the fields in the application form. Let the magic happen! If you're interested in this opportunity, click APPLY TO POSITION to proceed. ******************************************************************** Title Independent Contractor – Talent Pipeline Lead – Business Support / Tier 3 (Remote) Overview 20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia. 20four7VA is seeking an experienced Talent Pipeline Lead to provide strategic leadership, operational oversight, and performance management across its Recruitment, Training, and Client Endorsement teams. This role is responsible for ensuring alignment across the talent lifecycle, driving operational excellence, improving talent quality, and strengthening retention outcomes. The ideal contractor is a results-oriented leader with strong experience in talent operations, process improvement, workforce development, and cross-functional collaboration. The objective of this engagement is to enhance the effectiveness of the Talent Pipeline Lead by establishing scalable processes, improving team performance, and ensuring the successful acquisition, development, and endorsement of high-quality talent. Scope of Services Contractors will be required to provide services that align with the following client tasks: Lead and integrate the Recruitment, Training, and Candidate Endorsement teams to function as one cohesive team. Establish, implement, and maintain standardized processes across the Talent Pipeline functions while allowing flexibility to meet evolving business needs. Identify workflow gaps, operational inefficiencies, and process loopholes that impact applicant quality, onboarding success, talent readiness, and retention. Ensure alignment between recruitment outcomes, training readiness, and endorsement standards to improve overall talent quality. Maintain a high-level operational and performance overview of all Talent Pipeline functions through KPI monitoring, reporting, and data-driven decision-making. Collaborate closely with team leaders to establish clear goals, expectations, accountability measures, and performance standards. Drive continuous improvement initiatives focused on talent quality, speed to engage, training effectiveness, operational efficiency, and long-term retention. Serve as the primary escalation point for cross-functional challenges affecting talent acquisition, contractor development, and endorsement readiness. Partner with Growth and Client Experience leaders to ensure the team's initiatives support broader organizational objectives and client success. Ensure compliance with company policies, quality standards, and performance expectations across all Talent Pipeline operations. Develop and present a 3-month Talent pipeline plan outlining strategic priorities, goals, process improvements, KPIs, accountability measures, and expected outcomes. Provide regular updates and actionable insights regarding Talent pipeline performance, risks, challenges, opportunities, and recommended solutions. Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing. Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing. Skills The Contractor must demonstrate proficiency in the following, depending on the Client’s requirements: CRMs - GoHighLevel or similar applications ATS - BreezyHR or similar applications Leadership and management of recruitment, talent acquisition, learning and development, workforce development, or talent operations teams. Strategic planning, operational management, process improvement, and organizational development. KPI tracking, workforce analytics, reporting, and data-driven decision-making. Talent acquisition processes, contractor onboarding, workforce readiness, and retention strategies. Project management, change management, and cross-functional collaboration. Performance management, coaching, and team development. Strong verbal and written English communication skills. Excellent problem-solving, critical thinking, stakeholder management, and organizational skills. Experience with applicant tracking systems, training platforms, reporting dashboards, and productivity tools is highly preferred. Work Schedule Contracted Hours per Week: 40 Hours Scheduled Working Days: Monday through Friday Daily Working Time: 8:00 AM ET to 5:00 PM ET Note: The Company will make reasonable efforts to align the Assigned VA’s schedule with the Client’s preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW. Terms of Engagement Contractors will operate under a Master Services Agreement and a Statement of Work This is not an offer of employment; contractors are not employees of 20four7VA or any client All compensation is processed through 20four7VA according to the terms of the engagement Role Summary & Requirements REQUIRED SERVICE: Business Support REQUESTED EXPERIENCE TIER LEVEL: Tier 3 / Senior Leadership Level Contracted Hours per Week: 40 hours/week Daily Working Time: 8:00 AM – 5:00 PM ET Scheduled Working Days: Monday-Friday REPORTING TO/POC: To Be Determined Number of VAs: 1 GENDER PREFERENCE: None LANGUAGES SPOKEN/PREFERENCE: English ACCENT PREFERENCE: Near Native REGION PREFERENCES: Philippines What we offer Competitive rates Weekly payments Various open roles are available Free training and upskilling Constant support and guidance A vibrant community always ready to support you And more!

Location: Croatia Workplace: Remote OUR VISION & PRODUCTS 🚀 EverAI — Building the Future of AI Companionship One of the Top 15 Largest & Fastest-Growing AI Companies in the World 50 Million Users in 2 years — Help Us Reach 100M first, 500M next At EverAI, we’re shaping what it means to connect with AI. With 50 million users and counting, we're not just building products — we're creating entirely new categories. Our flagship product is the world’s largest AI companionship platform, redefining relationships for millions. It is governed by our proprietary moderation system, EverGuard — an internal AI designed to ensure everything we build is safe, ethical, and human-first. And we’re only just getting started! OUR TEAM We are an enthusiastic, passionate and hardworking team of ≈ 100 people. Our founding team has strong entrepreneurial experience building and scaling web products from 0 to IPO. Alexis Soulopoulos [CEO] • 10+ years in Tech Executive Leadership • Co-Founder Mad Paws Holdings (from 0 to IPO) • Forbes 30 under 30 + Deloitte TechFast50 ’22 & ‘23 Michael Monin [Co-founder & CTO] • 10+ years as CTO / COO (web2/web3), 3 years in AI/LLM • Serial-entrepreneur: MTK Digital (exited / 0->$20m revenue) and Zipchat (AI Chatbot for E-commerce brands) Thomas Lacroix [Co-founder & CMO] • 8+ years in Customer Acquisition & E-commerce Growth • Serial-entrepreneur: Curatible (sold to Blackstone) and MTK Digital (exited / 0->$20m revenue) Maruša Fasano [CFO/Legal] • 25+ years in Finance, Strategy, M&A • Ex-CFO/M&A @Curatible (exited to Blackstone) • Ex-President of the Board @SotremoSA (exited) • Co-founder/CFO @SoftOne (exited) YOUR ROLE We scaled to 50 million users in just 2 years with a lean team of 100 people. Last year, we doubled our headcount. Now, we’re scaling again, and the next hires will shape what EverAI looks like at 100+ people. As our third Talent Acquisition Specialist, you’ll be central to that build, as you’re joining at a defining stage. You’ll work closely with our CEO, Alexis, and partner with leaders across the business to help assemble the team behind one of the fastest-growing AI products globally. We hire internationally and across every function of the company, with a strong focus on tech, bringing together people from leading tech hubs around the world. You’ll also have the opportunity to influence how Talent Acquisition evolves as we grow: refining our internal workflows, experimenting with new AI tools, launching employer branding initiatives, testing sourcing strategies that keep our quality bar high, and so on. KEY MISSION Identify, attract, and land top global talent, while helping build a recruitment stack that matches the scale and ambition of a company serving 50M users worldwide. KEY RESPONSIBILITIES You will be responsible for: TALENT MAPPING & SOURCING: - Global Talent Scouting: Help map and engage elite talent from Tier 1 tech hubs and companies worldwide. You’ll identify and connect with candidates who aren’t actively applying through thoughtful outreach and strong networking. - Smart Sourcing: Support the implementation of an AI-first recruitment stack. You’ll use tools, from AI agents to niche technical communities and unconventional channels, to help us find exceptional talent - Relationship Building: Maintain long-term relationships with passive talent globally to ensure we stay ahead of hiring needs as we continue scaling CANDIDATE EXPERIENCE & EVALUATION: - World-Class Candidate Experience: Own the candidate journey from the first discovery call to the final close. Ensure every interaction with EverAI, whether candidates join us or not, is clear, respectful, and high-quality - Interviews and Screenings: Conduct structured interviews to assess technical aptitude and cultural alignment, and provide concise, actionable summaries for Hiring Managers and Leadership PROCESS INNOVATION & COLLABORATION: - Hiring Operations: Work closely with Founders and Team Leads to improve hiring workflows, remove friction, and strengthen how we operate as we grow past 100+ employees - Employer Branding and other Initiatives: Contribute to creative initiatives and content that position EverAI as the #1 destination for the world’s best AI talent YOUR QUALIFICATIONS MUST-HAVES - Minimum 3 years of experience in recruitment, with at least 2 years in tech recruitment - Experience working in a start-up or scale-up environment - Global sourcing experience: You have a track record of helping attract talent from major tech hubs (USA, EU, LATAM, etc.) - Familiarity with Applicant Tracking Systems (ATS) and other recruitment tools - You thrive in a high-trust environment where you are empowered to learn, improve processes, and make an impact OTHERS 🗣 Strong communication & collaborative skills (perfectly fluent in English) 🎯 Goal-oriented, ownership and commitment ⚡️ Doer mindset - we are moving fast and we need people who can find the right balance between executing, planning and strategy 🧢 Humble - willing to learn, open to feedback 🍭 #NSFW - you are comfortable hiring for products that are based on uncensored models and content BONUS POINTS - Experience in AI recruitment or familiarity with the AI space - Exposure to employer branding, compensation benchmarking, or broader TA initiatives WHY EVERAI? 📈 Exponential Growth: From 50M users in 2 years, to 100M next — and 500M beyond 🚀 Track Record of Category-Creating Innovation: We consistently launch world-first AI applications — setting the pace, not following it 🌍 Global Impact: Top-tier user growth, real-world adoption, and cultural relevance 🧠 Proven Leadership: A senior team that’s launched, scaled, and exited & IPO’d multiple scale ups — now fully focused on reshaping AI companionship 👥 Elite Remote Team: 100% remote and built to win — world-class talent from Tier 1 tech companies, with a culture of ownership, velocity, and radical creativity 🛡️ Ethical Core: Our AI ecosystem is governed by EverGuard, our proprietary AI moderation technology, ensuring responsible development at scale WHAT WE OFFER ✍️ Contract Type: We prefer B2B, but we’re flexible, what matters is long-term commitment and impact 📍 Work From Anywhere: Fully remote. Choose the environment where you do your best work 🏝️ Paid Time Off: 4 weeks (20 working days) of PTO per year to recharge and reset 👨‍👩‍👧‍👦 Annual Gathering: A yearly in-person meetup to connect, brainstorm, and celebrate wins together ❤️‍🩹 Health & Wellness Support: Monthly allowance of 100 USD for health insurance expenses & access to unlimited 1:1 sessions with psychologists and lifestyle experts through OpenUp (also available to up to three of your family members) 🏢 Co-Working Space Budget: Work from a co-working space up to twice per month (35 EUR / 40 USD per visit) to stay inspired and connected 📚 Learning Budget: Dedicated funds to support your professional growth: courses, books, conferences, events, or certifications 💻 Company Laptop & Equipment: Laptop provided + monitor budget up to 250 USD + keyboard/mouse/mic/headphones budget up to 150 USD ⚡ AI Tools Access: Premium access to ChatGPT, Hugging Face, Claude Code, and any other tool needed to excel at your job, power your ideas and workflows 🎯 TOP TIER TALENT IS OUR MULTIPLIER We’re a fully remote group of A-players from Tier 1 tech, led by an exec team who’ve launched, scaled, and exited multiple companies. We move fast, and care deeply about what we build — and who we build it with. We’re looking for exceptional talent ready to ship & distribute world-first AI products at scale, fast, and co-create with us this category-defining business. If that’s you — reach out and apply!

Location: Poland Workplace: Remote OUR VISION & PRODUCTS 🚀 EverAI — Building the Future of AI Companionship One of the Top 15 Largest & Fastest-Growing AI Companies in the World 50 Million Users in 2 years — Help Us Reach 100M first, 500M next At EverAI, we’re shaping what it means to connect with AI. With 50 million users and counting, we're not just building products — we're creating entirely new categories. Our flagship product is the world’s largest AI companionship platform, redefining relationships for millions. It is governed by our proprietary moderation system, EverGuard — an internal AI designed to ensure everything we build is safe, ethical, and human-first. And we’re only just getting started! OUR TEAM We are an enthusiastic, passionate and hardworking team of ≈ 100 people. Our founding team has strong entrepreneurial experience building and scaling web products from 0 to IPO. Alexis Soulopoulos [CEO] • 10+ years in Tech Executive Leadership • Co-Founder Mad Paws Holdings (from 0 to IPO) • Forbes 30 under 30 + Deloitte TechFast50 ’22 & ‘23 Michael Monin [Co-founder & CTO] • 10+ years as CTO / COO (web2/web3), 3 years in AI/LLM • Serial-entrepreneur: MTK Digital (exited / 0->$20m revenue) and Zipchat (AI Chatbot for E-commerce brands) Thomas Lacroix [Co-founder & CMO] • 8+ years in Customer Acquisition & E-commerce Growth • Serial-entrepreneur: Curatible (sold to Blackstone) and MTK Digital (exited / 0->$20m revenue) Maruša Fasano [CFO/Legal] • 25+ years in Finance, Strategy, M&A • Ex-CFO/M&A @Curatible (exited to Blackstone) • Ex-President of the Board @SotremoSA (exited) • Co-founder/CFO @SoftOne (exited) YOUR ROLE We scaled to 50 million users in just 2 years with a lean team of 100 people. Last year, we doubled our headcount. Now, we’re scaling again, and the next hires will shape what EverAI looks like at 100+ people. As our third Talent Acquisition Specialist, you’ll be central to that build, as you’re joining at a defining stage. You’ll work closely with our CEO, Alexis, and partner with leaders across the business to help assemble the team behind one of the fastest-growing AI products globally. We hire internationally and across every function of the company, with a strong focus on tech, bringing together people from leading tech hubs around the world. You’ll also have the opportunity to influence how Talent Acquisition evolves as we grow: refining our internal workflows, experimenting with new AI tools, launching employer branding initiatives, testing sourcing strategies that keep our quality bar high, and so on. KEY MISSION Identify, attract, and land top global talent, while helping build a recruitment stack that matches the scale and ambition of a company serving 50M users worldwide. KEY RESPONSIBILITIES You will be responsible for: TALENT MAPPING & SOURCING: - Global Talent Scouting: Help map and engage elite talent from Tier 1 tech hubs and companies worldwide. You’ll identify and connect with candidates who aren’t actively applying through thoughtful outreach and strong networking. - Smart Sourcing: Support the implementation of an AI-first recruitment stack. You’ll use tools, from AI agents to niche technical communities and unconventional channels, to help us find exceptional talent - Relationship Building: Maintain long-term relationships with passive talent globally to ensure we stay ahead of hiring needs as we continue scaling CANDIDATE EXPERIENCE & EVALUATION: - World-Class Candidate Experience: Own the candidate journey from the first discovery call to the final close. Ensure every interaction with EverAI, whether candidates join us or not, is clear, respectful, and high-quality - Interviews and Screenings: Conduct structured interviews to assess technical aptitude and cultural alignment, and provide concise, actionable summaries for Hiring Managers and Leadership PROCESS INNOVATION & COLLABORATION: - Hiring Operations: Work closely with Founders and Team Leads to improve hiring workflows, remove friction, and strengthen how we operate as we grow past 100+ employees - Employer Branding and other Initiatives: Contribute to creative initiatives and content that position EverAI as the #1 destination for the world’s best AI talent YOUR QUALIFICATIONS MUST-HAVES - Minimum 3 years of experience in recruitment, with at least 2 years in tech recruitment - Experience working in a start-up or scale-up environment - Global sourcing experience: You have a track record of helping attract talent from major tech hubs (USA, EU, LATAM, etc.) - Familiarity with Applicant Tracking Systems (ATS) and other recruitment tools - You thrive in a high-trust environment where you are empowered to learn, improve processes, and make an impact OTHERS 🗣 Strong communication & collaborative skills (perfectly fluent in English) 🎯 Goal-oriented, ownership and commitment ⚡️ Doer mindset - we are moving fast and we need people who can find the right balance between executing, planning and strategy 🧢 Humble - willing to learn, open to feedback 🍭 #NSFW - you are comfortable hiring for products that are based on uncensored models and content BONUS POINTS - Experience in AI recruitment or familiarity with the AI space - Exposure to employer branding, compensation benchmarking, or broader TA initiatives WHY EVERAI? 📈 Exponential Growth: From 50M users in 2 years, to 100M next — and 500M beyond 🚀 Track Record of Category-Creating Innovation: We consistently launch world-first AI applications — setting the pace, not following it 🌍 Global Impact: Top-tier user growth, real-world adoption, and cultural relevance 🧠 Proven Leadership: A senior team that’s launched, scaled, and exited & IPO’d multiple scale ups — now fully focused on reshaping AI companionship 👥 Elite Remote Team: 100% remote and built to win — world-class talent from Tier 1 tech companies, with a culture of ownership, velocity, and radical creativity 🛡️ Ethical Core: Our AI ecosystem is governed by EverGuard, our proprietary AI moderation technology, ensuring responsible development at scale WHAT WE OFFER ✍️ Contract Type: We prefer B2B, but we’re flexible, what matters is long-term commitment and impact 📍 Work From Anywhere: Fully remote. Choose the environment where you do your best work 🏝️ Paid Time Off: 4 weeks (20 working days) of PTO per year to recharge and reset 👨‍👩‍👧‍👦 Annual Gathering: A yearly in-person meetup to connect, brainstorm, and celebrate wins together ❤️‍🩹 Health & Wellness Support: Monthly allowance of 100 USD for health insurance expenses & access to unlimited 1:1 sessions with psychologists and lifestyle experts through OpenUp (also available to up to three of your family members) 🏢 Co-Working Space Budget: Work from a co-working space up to twice per month (35 EUR / 40 USD per visit) to stay inspired and connected 📚 Learning Budget: Dedicated funds to support your professional growth: courses, books, conferences, events, or certifications 💻 Company Laptop & Equipment: Laptop provided + monitor budget up to 250 USD + keyboard/mouse/mic/headphones budget up to 150 USD ⚡ AI Tools Access: Premium access to ChatGPT, Hugging Face, Claude Code, and any other tool needed to excel at your job, power your ideas and workflows 🎯 TOP TIER TALENT IS OUR MULTIPLIER We’re a fully remote group of A-players from Tier 1 tech, led by an exec team who’ve launched, scaled, and exited multiple companies. We move fast, and care deeply about what we build — and who we build it with. We’re looking for exceptional talent ready to ship & distribute world-first AI products at scale, fast, and co-create with us this category-defining business. If that’s you — reach out and apply!

Location: Amsterdam Workplace: OnSite About Us Tebi is building a modern connected hospitality operating system that helps entrepreneurs run their business more intelligently and smoothly. In one seamless platform, Tebi embeds sales, reservations, kitchen, inventory, and payments (as well as all the data that powers it) helping to automate work, streamline operations, and give hospitality owners the clarity and time they need to focus on what matters the most: creating great guest experiences. Founded by Arnout Schuijff, co-founder of Adyen, and backed by €50 million in funding from Index Ventures & CapitalG, Tebi is build in service of hospitality first. Thousands of restaurants, cafés, bars, and coffee shops across the Netherlands, UK, Spain, Italy, Denmark, Germany, Finland, and Ireland. About the Role You'll be the engine behind our hiring growth. Most of our roles don't fill from applications: great people have to be found, approached and convinced. As our Sourcing Specialist, you'll own the top of our hiring funnel for sales and engineering roles, from the first message to a candidate who's ready to meet the hiring manager. You'll also own the candidate experience around it: fast replies, smooth scheduling and honest feedback. That's what makes the best people say yes to us. This is a specialist role: we're looking for someone who loves the search and wants to get really good at it. Our recruiters run interviews, offers and closing, so you can stay focused on finding great people. What You’ll Do - Build and run outbound pipelines for sales and engineering roles, especially in cities where Tebi isn't yet known (Munich, Hamburg, Cologne/Düsseldorf, Rome, Milan, Madrid, Barcelona, the Nordics) - Write messages that get answers, and follow up without being annoying - Run short intro calls and hand promising candidates to our recruiters with a clear summary, not just a profile link - Work with our recruiters on the profile for each role: who we want, where they are, what would make them move - Own your numbers (messages, replies, intro calls, candidates passed on, hires) and share them weekly - Look after the candidates you source: answer quickly, and give honest feedback to those who don’t move forward after the intro call - Keep Ashby clean and your hiring data trustworthy: every candidate tracked, every rejection reason filled in. - Spot what's slowing our process down and fix it, or tell us what to change What You’ll Need - 3-5 years in sourcing or recruiting, agency or in-house, with real outbound experience - A track record of finding people who weren't looking, with examples of roles you filled that way - Comfort with Boolean search, LinkedIn Recruiter and Ashby - Clear, direct writing and a good phone manner - Reliable and organised: you don't let a candidate wait for a reply - Curiosity about AI tools and how they can make sourcing faster and better - Fluent in English. Dutch or other EU languages are a are a plus People who succeed at Tebi are independent, curious and passionate about hospitality. If this speaks to you we can be the right fit. Learn more about how we work from our Recipe here: https://www.tebi.com/gb/careers https://www.tebi.com/gb/careers. Benefits: - Start-up equity - Competitive salary - Lunch in the office - Flexible time off - Team events What is Restaurant Software? Restaurants and other merchants use various software systems such as Point of Sale (POS), Reservations, Kitchen Display Systems (KDS), Payments, Inventory, Staffing, and the list goes on. These systems all need to speak to each other which they frequently don’t. It’s a mess, and we are fixing it. From buying a croissant at a cafe to having dinner with friends, it’s a €4 Trillion+ global market and a critical part of everyday life in today's economy. How we use AI at Tebi We use AI the way our merchants use Tebi, to cut out the friction and get to what matters faster. We believe in a world where AI increases quality, efficiency and speed. At Tebi, AI isn't a policy or a checkbox, it's just part of how we work. It helps us write, analyse, build, and improve but doesn’t make the last call. If there's a smarter way to do something, we want to find it.

Location: South Africa HR Talent & Performance Coordinator Are you an organized, detail-oriented HR professional with a passion for talent acquisition, performance management, and people strategy? Do you enjoy building efficient recruitment processes, enhancing the candidate and employee experience, and helping people grow and do their best work? If so, Codekeeper offers an opportunity to make a meaningful impact. We are looking for a proactive and ownership-driven individual to drive recruitment, coordinate our performance management cycle, and support HR operations. You will play a key role in running goal-setting and review processes, supporting managers in giving meaningful feedback, and turning performance insights into development opportunities for our team. Along the way, you’ll refine processes, drive continuous improvement, and help us attract, develop, and retain top talent. The ideal candidate is eager to grow within the role, contribute to cross-functional projects, and bring fresh ideas to strengthen our evolving HR practices. We are accepting applications over the next two months and will close the position as soon as we find the right fit, so we encourage early applications. Role Description The HR Talent & Performance Coordinator will be responsible for managing the overall Human Resources (HR) strategies, systems, tactics, and procedures across Codekeeper. They will oversee recruitment activities, including sourcing, attracting, screening, interviewing, and assessing potential candidates, and onboarding new employees. They will also coordinate the performance management cycle, including goal-setting, performance reviews, and feedback processes, and work with managers to support employee development, recognize strong performance, and address performance concerns constructively. Key Responsibilities Recruiting Source, post, and optimize job openings on various platforms Design and manage application and screening processes according to company policies Expand recruitment reach and improve candidate engagement Screening & Interviewing Collaborate with department managers to define role requirements Conduct initial screening calls and evaluate candidates based on established criteria Offer Management Present job offers to successful candidates, detailing position terms, remuneration, and benefits Performance Management Coordinate performance management processes, including goal-setting, reviews, and feedback Support managers and employees throughout the performance cycle Help identify development needs and support employee growth Process Optimization Explore new platforms, tools, and strategies to enhance recruitment and performance processes Document procedures and workflows in the relevant HR folders HR Management Develop, structure, and document HR procedures aligned with company policies Manage onboarding processes to ensure a seamless transition for new hires Employee Relations Organize three online team gatherings and one offline team event per year to foster engagement and a strong company culture About the Company Codekeeper was founded by tech industry professionals to revolutionize software escrow for the cloud era. We offer state-of-the-art software escrow solutions that mitigate third-party risks in business operations. As a remote-first company with a central office in The Hague, we prioritize a healthy, resilient organization to support the development of our robust app. What We Offer Passionate and fun-loving colleagues Startup mindset with ample opportunities for growth Regular team activities and gatherings Comprehensive onboarding process with a dedicated ramp-up period A supportive team that values open communication and direct feedback A chance to excel in your career and make a difference Skills We Are Looking For Proficiency in English, both written and verbal Ability to adapt and multitask in a fast-paced environment Strong organizational, analytical, and strategic thinking skills Required Experience Professional Experience: A minimum of 1–2 years in a similar HR or recruitment role Background in recruitment, with experience in screening, interviewing, and assessing candidates Experience in performance coaching, training and development Additional Info Job Location: Remote Join us to shape the future of software escrow! How To Apply To apply, use the Apply button on this listing. In your application, tell us how you would like to fill this position. There are no right answers or expectations. Show us your role in our company’s future and our role in yours, address some of the work we do, and introduce yourself as a colleague. Please note: Applications and follow-ups sent through any other channel, such as our customer website chat, support email or direct messages to team members, won’t be considered. Need an accessibility adjustment to apply? Visit Our Careers Page for how to reach us.