About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

CAN Pay Range

$211,720—$263,980 CAD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

US Pay Range

$158,000—$197,000 USD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

CAN Pay Range

$211,720—$263,980 CAD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

About Tailscale

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We’re building a future for the Internet that’s easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we’re backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.

This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. You’ll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.

You’ll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. We’re looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.

Key Responsibilities

Lead & Develop Talent Acquisition Partners

• Lead, coach, and develop a team of Talent Acquisition Partners through clear expectations, ongoing feedback, career development, and performance management.
• Coach Partners to strengthen recruiting strategy, stakeholder management, candidate assessment, influencing, negotiation, and closing capabilities.
• Foster a culture of accountability, collaboration, inclusion, strong judgment, and continuous improvement.
• Build team capability and adapt priorities, coverage, and ways of working as business and hiring needs evolve.

Drive Recruiting Strategy & Performance

• Translate business priorities and hiring plans into actionable recruiting strategies, team priorities, and execution plans.
• Establish a high bar for recruiting excellence and ensure consistent execution, from intake and search strategy through candidate assessment, offer, and close.
• Review search performance, pipeline health, hiring velocity, and team capacity to identify risks and drive accountability for outcomes.
• Provide guidance and hands-on support for complex, high-priority, or executive searches when needed.

Partner with Business Leaders

• Build trusted relationships with senior leaders and serve as a strategic advisor on hiring priorities, talent markets, workforce needs, and recruiting strategy.
• Help leaders navigate talent availability, hiring tradeoffs, timelines, and market realities while maintaining a consistently high hiring bar.
• Proactively identify hiring risks and partner with Talent Acquisition Partners and business leaders to develop solutions.
• Create accountability around effective hiring practices, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

• Bring expertise and comfort with recruiting data and market insights to assess performance, identify hiring risks, and improve team and search outcomes.
• Use pipeline, funnel, hiring velocity, capacity, and market data to identify trends and guide recruiting priorities and decisions.
• Translate recruiting performance and talent market insights into actionable recommendations for Talent Acquisition and business leaders.
• Partner with Talent Acquisition Operations to ensure reporting and analytics effectively support team performance and business decision-making.

Partner Across Talent Acquisition

• Collaborate closely with Sourcing, Talent Acquisition Operations, and TA leadership to align recruiting strategies, resources, and priorities with business needs.
• Partner with Sourcing on pipeline strategy and difficult-to-fill talent needs, and with TA Operations on processes, systems, analytics, enablement, and technology adoption.
• Share business and recruiter feedback to improve recruiting programs, tools, workflows, and AI-enabled practices.
• Contribute to broader Talent Acquisition initiatives that improve candidate experience, team effectiveness, and scalability.

What We Are Looking For

• 8+ years of full-cycle recruiting experience supporting technical and/or business organizations in high-growth technology environments, including 2–5+ years leading and developing recruiting teams.
• Demonstrated success coaching experienced Talent Acquisition Partners, setting clear expectations, managing performance, and building high-performing teams.
• Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence hiring strategies and decisions.
• Strong recruiting expertise and business acumen, with the ability to translate organizational priorities and hiring plans into effective recruiting strategies and team execution.
• Strong analytical skills and comfort using recruiting data, market intelligence, and performance metrics to identify challenges, drive accountability, and improve hiring outcomes.
• Ability to lead through ambiguity, balance strategic priorities with hands-on leadership, and adapt team focus as business needs evolve.
• Strong communication, coaching, and stakeholder management skills, with experience partnering effectively across Sourcing, Talent Acquisition Operations, and other cross-functional teams.

Nice to Have

• Experience leading recruiting across multiple functions, including Engineering, Product, Design, GTM, and/or G&A.
• Experience helping scale recruiting and organizational growth within a high-growth technology company.
• Experience partnering closely with dedicated Sourcing and Talent Acquisition Operations teams to improve recruiting effectiveness and scalability.
• Experience hiring globally across North America, EMEA, and/or APAC.
• A track record of developing strong recruiters into trusted business advisors while consistently delivering against ambitious hiring goals.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale’s compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire’s base salary. Individual offers may vary based on experience and skill set.

US Pay Range

$158,000—$197,000 USD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

• An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
• A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
• Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
• Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
• Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
• Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
• Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities.
• Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world!
• A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own.
• Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale’s talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

Talent Sourcing Specialist - Fractional Schedule

Location: Remote- preference to candidates within 3 hours of Pittsburgh, PA

The Role

You have spent years mastering the mechanics of talent acquisition and proactive candidate generation. You know how to pull the right levers, build complex Boolean strings, and unearth passive talent.

Compass is looking for a Talent Sourcing Specialist who wants to keep their hands on the pulse of high-impact recruiting without managing full end-to-end desks. We need a high-level tactical Sourcer who can own the top of the funnel, providing real-time pipelining for our clients and executive team, ensuring that strategic momentum never stalls.

This is a hands-on, tactical delivery role designed for a professional who thrives on variety. The scope of our work is broad and dynamic: oscillating fluidly from specialized leadership and corporate advisory roles to critical blue-collar, technical, and operational positions. You will be part of the engine behind our active pipelines, turning abstract requirements into qualified, engaged talent.

Why This Role is Different

We are not looking for a temporary gig-worker or an anonymous offshore agency. We are looking for a core member of the Compass team who simply works a tighter, more intentional schedule to keep our pipelines moving in real time.

• The Agility Factor: While the hours are part-time at ~10–15 hours/week, your responsiveness is key. You will be required to be available across a minimum of 3 days a week to ensure our talent pools stay fresh, active, and responsive to immediate client demands.
• Mentorship + Partnership: You will work directly under a leader who deeply loves and understands the sourcing space, operating within a modern talent model that our clients genuinely love.
• Continuous Innovation: You keep your finger on the pulse of the industry, following emerging sourcing trends, tracking leading-edge sourcing voices, and actively exploring how the modern talent sourcing and recruitment marketing landscape are evolving.

Essential Responsibilities

• Execute multi-channel sourcing strategies across a wide spectrum of industries and skill levels from operational leadership to skilled trade and technical roles.
• Leverage advanced Boolean logic, x-ray searches, and professional networks (utilizing modern tools like SeekOut and similar sourcing aggregation tools) to surface passive candidates who aren’t clicking apply on job boards.
• Craft compelling, high-converting outreach messaging that reflects our firm’s and our client’s brand standards, engaging candidates with clarity and professionalism.
• Maintain clean candidate records, tracking metrics, and sourcing notes with rigorous operational data integrity.
• Align regularly with leadership on changing role scorecards, target company lists, and shifting search priorities.

Experience and Education Requirements

• Minimum 5 years of dedicated, hands-on talent sourcing experience, with a proven track record of finding hard-to-reach passive talent required.
• Deep fluency in advanced Boolean strings and deep-dive web sourcing techniques across diverse industries required.
• Tech-savvy execution with familiarity in modern talent stacks required.
  • Experience with specific tools and applicant tracking systems including SeekOut, HireEZ, JazzHR, Rippling Recruiting, Paylocity Recruiting, and BambooHR Recruiting highly preferred.
• Exceptional written communication skills with the ability to write engaging, candidate-centric outreach that resonates with people at all levels of an organization required.
• High operational rigor, self-driven work habits, and the ability to operate effectively with minimal oversight required.
• Willingness and availability to work 10–15 hours per week across a minimum of 3 days per week required.
• Local to the Greater Pittsburgh region for occasional team alignment and hybrid touchpoints highly preferred.

Pay Rate: Hourly at a range between $48–$65/hour, depending on relevant background and experience

About Valiantys

Join Valiantys and be part of something extraordinary!

At Valiantys, we’re not your typical Atlassian Platinum Solution Partner – we’re the force behind awe-inspiring, game-changing solutions, meticulously designed for Atlassian’s suite of software products. We’re the pioneers in delivering cutting-edge team collaboration and productivity tools. Think of us as the rocket fuel that powers organizations, propelling them to unparalleled heights of success and efficiency!

Now, envision yourself embarking on an exciting journey with Valiantys and Atlassian, where innovation knows no limits, and your contribution takes center stage.

What You’ll be Working on

The People Operations Specialist supports the accurate, timely, and consistent delivery of day-to-day People Operations processes across North America. The role manages HRIS, payroll, benefits, time off and leave administration, employee lifecycle transactions, compliance support, reporting, and employee inquiries. The position ensures operational processes are executed effectively while supporting the Senior People Operations Manager with governance, process improvement, and strategic initiatives. This is an execution-focused role. The Senior People Operations Manager provides direction, establishes priorities, and retains accountability for People Operations governance, policy interpretation, process design, and strategic initiatives.

$65,000 - $85,000 a year

Role Overview

The People Operations Specialist supports the accurate, timely, and consistent delivery of day-to-day People Operations processes across North America. The role manages HRIS, payroll, benefits, time off and leave administration, employee lifecycle transactions, compliance support, reporting, and employee inquiries. The position ensures operational processes are executed effectively while supporting the Senior People Operations Manager with governance, process improvement, and strategic initiatives. This is an execution-focused role. The role provides direction, establishes priorities, and retains accountability for People Operations governance, policy interpretation, process design, and strategic initiatives.

Primary Responsibilities

People Operations

HRIS & Data Integrity

• Maintain accurate employee records and employee data in HiBob.
• Process routine employee lifecycle changes in HRIS
• Execute transfers, terminations, compensation updates
• Conduct routine HRIS audits (accuracy ≥99%)
• Maintain documentation within defined system of record
• Support HRIS testing and implementation initiatives
• Escalate data integrity risks or system issues to the Senior People Operations Manager

Payroll Execution Support

• Prepare payroll input files and change reports
• Perform pre- and post-payroll validation checks
• Support Workers Compensation reporting and preparation and quarterly/annual filing
• Assist in tax and compliance documentation preparation
• Partner with Payroll vendor under Ops Manager oversight
• Prepare and coordinate the overall North America payroll process for both the US and Canada, including gathering, validating, and reconciling payroll inputs prior to payroll submission.
• Accountability-Execution accuracy, documentation and completeness and timeliness of payroll inputs and processing, not payroll governance.

Benefits & Retirement Administration

• Process life events and benefit changes.
• Support retirement contribution administration and uploads.
• Work with benefits vendors to resolve routine employee or administrative issues.
• Audit benefit eligibility and enrollments.
• Escalate vendor discrepancies or eligibility concerns Senior People Ops Manager Time Off & Leave Management.
• Process routine vacation, time-off, and leave transactions.
• Maintain accurate employee leave and time-off records.
• Support the administration of employee leave processes in accordance with established procedures.
• Coordinate required documentation and system updates.
• Respond to routine employee and manager questions regarding time off and leave.
• Escalate complex, policy-related, or sensitive leave matters to the Senior People Ops Manager.

Reporting & Administrative Operations

• Prepare recurring HR reports (headcount, turnover, leave).
• Maintain audit documentation.
• Escalate complex or policy-related to Senior People Ops Manager

Employee Support

• Respond to routine employee and manager People Operations questions.
• Provide accurate guidance based on established policies, procedures, and resources.
• Monitor and resolve routine People Operations tickets and requests.
• Direct complex, sensitive, or policy-related matters to the appropriate People team member.
• Maintain service-oriented and professional employee experience.

People Operations Projects

• Support People Operations projects and initiatives as assigned.
• Complete assigned project activities within established timelines.
• Provide operational input and support implementation activities.
• Collaborate with cross-functional stakeholders as required.

Collaboration & Teamwork

• Demonstrates a positive, initiative-taking attitude and a strong commitment to collaboration.
• Build trusted relationships across the People & Culture team and with extended departments, working effectively across functions to deliver seamless employee support and operational outcomes.
• Communicates clearly, contributes to a positive team environment, and approaches challenges with a solutions-oriented mindset.

Knowledge & Expertise

• Working knowledge of People Operations processes and employee lifecycle administration. Strong understanding of HRIS, payroll, benefits, time-off, leave, and employee data processes.
• Experience with ADP Workforce Now and HiBob is an asset.
• US Payroll- Familiarity with U.S. payroll processes and applicable federal and state compliance requirements is expected.
• Ability to follow established procedures while identifying potential issues or exceptions. Strong attention to detail and commitment to data accuracy.
• Ability to manage confidential employee information appropriately. Strong organizational, communication, and critical thinking skills.
• Ability to work effectively across multiple stakeholders and priorities.

Success in the Role

• Accurate and timely execution of People Operations processes.
• High-quality employee data and HRIS transactions.
• Complete and accurate payroll and benefits inputs.
• Timely completion of employee lifecycle activities.
• Consistent adherence to SOPs, policies, and compliance requirements.
• Responsive and professional employee and manager support.
• Effective identification and escalation of issues.
• Reliable collaboration with internal stakeholders and vendors.
• Ownership and timely completion of assigned People Operations work

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. 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.

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

Job SummaryThe Phyisican Recruiter is responsible for maintaining and expanding Dane Street’s physician panel.

We’re Karat , the world’s largest interviewing company.

Karat is transforming organizations around the world. We provide a powerful system for technical leaders at companies like PayPal, Atlassian, and Citi who want to take control of how they hire top engineers, elevate their teams and contractors, and stay ahead. At the core of Karat’s system are live, expert-led interviews, analytics designed to give leaders maximum visibility, and the most robust interview performance dataset in the world.

Come join our Interview Delivery team

The Interview Delivery team is committed to delivering and scaling a seamless interview experience at Karat. As one of the organization’s core teams, we play a critical role in both driving business outcomes and shaping the future of technical recruiting. We work closely with candidates, clients, Interview Engineers, and internal partners to ensure every interview runs smoothly and effectively.

What you will do

As Supply Acquisition Coordinator for Karat’s Interview Delivery team, you will help build and maintain a high-quality network of interviewers. You will support interviewer recruitment initiatives, manage candidate pipelines, coordinate outreach, and help optimize the processes that drive supply growth. You’ll partner across Interview Delivery, Marketing, Product, Analytics, and Operations to attract and onboard exceptional interviewers while delivering a seamless candidate experience.

• Execute interviewer acquisition activities, including sourcing, outreach, and onboarding, to support supply growth goals.
• Use AI-powered tools to support screening and improve candidate quality within the funnel.
• Coordinate with Interview Delivery, Marketing, Product, Analytics, and Operations to improve recruitment efficiency and interviewer conversion rates.
• Track and report on key supply acquisition metrics, including funnel conversion, time-to-onboard, candidate quality, and retention trends.
• Maintain accurate pipeline data and documentation within applicant tracking and workflow management systems.
• Identify process bottlenecks and recommend improvements that increase recruiting efficiency and candidate experience.

The experience you will bring

• 3+ years of experience in marketplace operations, supply acquisition, recruiting coordination, talent acquisition, or a related field
• Strong organizational and project management skills, with the ability to manage multiple priorities in a fast-paced environment
• Experience working with applicant tracking and workflow management tools (Greenhouse preferred), as well as sourcing platforms such as LinkedIn Recruiter
• A proactive, detail-oriented approach to building scalable processes and improving operational outcomes
• Excellent written and verbal communication skills, with a customer-focused approach to candidate engagement
• Demonstrated ability to collaborate across teams and build strong stakeholder relationships
• Advanced English proficiency (CEFR B2 or higher), with strong written and verbal communication skills

This position is only available to candidates residing in Mexico City. While our team operates 100% remotely , we are currently limiting hiring to this specific location. Applications from other cities in Mexico will not be considered at this time.

This position is open to candidates authorized to work in Mexico only. No visa sponsorship provided.

Additional Information

By applying for a position, you consent to the processing of your personal data in accordance with Karat’s Employee and Contractor Privacy Notice found here.

Statement of Inclusivity

In keeping with our beliefs and goals, no employee or applicant will face discrimination or harassment based on: race, color, ancestry, national origin, religion, age, gender, marital/domestic partner status, sexual orientation, gender identity or expression, disability status, or veteran status. Above and beyond discrimination and harassment based on “protected categories,” we also strive to prevent other subtler forms of inappropriate behavior (i.e., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at Karat.

We value a diverse workforce: people of color, womxn, and LGBTQIA+ individuals are strongly encouraged to apply.

If you have a disability or special need that requires accommodation, please let us know at accommodation@karat.com.

Dandy is transforming the massive and antiquated dental industry—an industry worth over $400B. Backed by some of the world’s leading venture capital firms, we’re on an ambitious mission to simplify and modernize every function of the dental practice through technology. As we expand our reach globally, Dandy is building the operating system for dental offices around the world—empowering clinicians and their teams with technology, innovation, and world-class support to achieve more for their practices, their people, and their patients.

We’re looking for a skilled UKG Pro Analyst to join our People Systems team — someone who knows the platform inside and out and genuinely enjoys helping people get the most out of it. You’ll be the go-to resource for day-to-day system support, report building, and configuration, keeping our HR operations running smoothly and our internal customers well taken care of.

What you’ll do

• Serve as the primary UKG Pro subject matter expert for the People Ops team — fielding requests, troubleshooting issues, and delivering timely, high-quality support

• Manage and triage incoming People Systems requests through Jira, ensuring tickets are prioritized, tracked, and resolved with clear communication back to stakeholders

• Build, maintain, and enhance reports and dashboards in UKG Pro to support HR, Finance, and business leaders

• Configure and maintain UKG Pro modules including core HR, timekeeping, accruals, and scheduling

• Document system processes, configuration changes, and reporting standards to support a scalable, well-governed environment

• Partner with the broader People Ops team to identify recurring issues and address root causes — not just symptoms

What we’re looking for

• 3-5 years of hands-on UKG Pro experience, with strong proficiency in report building (Cognos or UKG Reporting) and system configuration

• Experience managing incoming requests through a ticketing system (Jira or similar preferred)

• A customer-first mindset — you’re responsive, clear, and patient with stakeholders at all levels

• Strong attention to detail and a track record of maintaining data integrity (experience with SOX audit controls preferred)

• Ability to manage competing priorities without dropping the ball on the day-to-day

• Clear, confident communicator — in writing and in person

Why Dandy

People Systems is the backbone of how Dandy’s team operates. In this role, you’ll have real ownership over a critical platform, close relationships across the business, and a team that values doing the work well.

Req ID: J-1171

For full-time positions, Dandy offers a wide range of best-in-class, comprehensive, and inclusive benefits tailored to each country where we operate. Our local benefits packages typically include healthcare, dental, mental health support, parental planning resources, retirement savings options, and generous paid time off—ensuring our team members are supported no matter where they live and work.

Dandy is proud to be an equal-opportunity employer. We are committed to building a diverse and inclusive culture that celebrates authenticity to win as one. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, disability, protected veteran status, citizenship or immigration status, or any other legally protected characteristics.

Dandy also fully complies with the Americans with Disabilities Act (ADA). We are dedicated to embracing challenges and creating an accessible, inclusive workplace for all individuals. If you require any accommodations for your interview or have any questions beforehand, rest assured that we will do everything we can to meet your needs. Visit Dandy Careers for more!

Data Privacy Notice: By submitting your application, you consent to Dandy collecting, storing, and processing your personal information for recruitment purposes in accordance with our Privacy Policy and GDPR regulations. You have the right to access, rectify, or request the deletion of your data at any time by contacting Privacy Requests.

Headquarters: United States, Remote

Our Mission:

6sense's mission is to multiply what matters: growth, retention, and efficiency.  We envision a future where companies, teams and people reach their full potential.

Our People:

People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging.  Every 6sensor plays a part in defining the future of our industry-leading technology.  6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers.  We want 6sense to be the best chapter of your career. 

Our Benefits Partner will administer and improve global benefits programs across the U.S., India, Canada, and the UK. This role manages day-to-day benefits operations, leave administration, open enrollment, vendor coordination, and employee inquiries while partnering with internal teams (People, Payroll, Finance, and Legal), and external vendors to ensure accurate, compliant, and employee-centered delivery.

Responsibilities & Accountabilities

• Lead day-to-day administration of global benefits programs, including health and welfare, retirement and pension, leave, wellbeing, eligibility, enrollment, issue resolution, and region-specific offerings across the U.S., India, Canada, and the UK
• Oversee benefits program execution in a shared service HR model (by partnering with People Ops), including escalations, service delivery standards, documentation, controls, audit readiness, and adherence to global governance frameworks
• Administer leave programs, including statutory, supplemental, FMLA, state leaves, disability, ADA-related processes, documentation, tracking, and compliance
• Lead global benefits renewal and annual cycle coordination, including open enrollment, statutory updates, communications, system testing, financial alignment, market competitiveness, and local requirements
• Partner with vendors, brokers, Payroll, Finance, Legal, HR Technology, and People teams on deductions, funding, reconciliations, reporting, cross-border compliance, implementations, and issue resolution
• Ensure compliance with applicable benefits, pension, leave, tax, social insurance, health coverage, data privacy, and jurisdiction-specific regulatory requirements
• Oversee benefits systems and vendor performance, including configuration governance, data integrity, access controls, service levels, contract alignment, and process improvements
• Provide reporting and analysis on participation, cost trends, utilization, vendor performance, service metrics, audit findings, and financial impact to inform planning and leadership decisions; perform other duties as required

Competencies and Behaviors

• Operational excellence: executes and improves benefits processes accurately, consistently, and with strong attention to controls, metrics, and scalability
• Employee-centered judgment: provides clear, practical, confidential, and empathetic support while balancing business needs and policy requirements
• Compliance mindset: applies sound judgment, maintains documentation, and escalates regulatory, data, financial, or operational risk appropriately
• Cross-functional partnership: collaborates effectively with People, Payroll, Finance, Legal, HR Technology, vendors, brokers, and occasional senior stakeholders
• Team and change leadership: provides direction, adapts priorities to resource and operational challenges, contributes to standards and budgets, and presents clearly in internal or external forums

Performance Measurement

• Benefits transactions, eligibility updates, enrollments, deductions, reconciliations, and inquiries are completed accurately and within service level expectations
• Employee inquiries, escalations, vendor issues, and leave cases are resolved timely, clearly, and in compliance with applicable requirements across regions
• Renewals, open enrollment milestones, statutory updates, testing, communications, reporting, and audits are completed on schedule with minimal errors
• Vendor, broker, Payroll, Finance, Legal, HR Technology, and People Team partnerships enable compliant, scalable, and consistent global program execution

Educational and Experience Requirements

• 5–7 years of experience in benefits administration, Total Rewards, or a related People function, including global or multi-country benefits exposure
• Strong knowledge of U.S. and global benefits regulations, compliance requirements, governance practices, leave programs, and self-insured plan administration
• Experience partnering with vendors, brokers, Payroll, Finance, Legal, HR Technology, and People teams to resolve escalations, manage renewals, and support service delivery
• Strong attention to detail, operational discipline, communication skills, employee support mindset, and ability to exercise independent judgment within defined objectives
• Experience with HRIS and benefits platforms preferred, especially Workday benefits administration and U.S. open enrollment; Sequoia, Sparrow, or comparable systems/vendors also valued
• Ability to use AI tools, automation, reporting, documentation, metrics, and process improvement to improve benefits operations and internal controls
• CEBS or similar certification, global or SaaS experience, benefits analytics exposure, and experience providing direction to team members preferred

 

Base Salary Range: $77,919.00 - $114,281.20. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. The base salary is one component of 6sense’s total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense’s board. In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). #Li-remote

Notice of Collection and Use of Personal Information for California Residents: California Recruitment Privacy Notice and Policy

Our Benefits: 

Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. We’ll make sure you have the equipment and support you need to work and connect with your teams, at home or in one of our offices. 

We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self care and personal growth. From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds. 

Equal Opportunity Employer: 

6sense is an Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to jobs@6sense.com. 

We are aware of recruiting impersonation attempts that are not affiliated with 6sense in any way. All email communications from 6sense will originate from the @6sense.com domain. We will not initially contact you via text message and will never request payments. If you are uncertain whether you have been contacted by an official 6sense employee, reach out to jobs@6sense.com 

To apply: https://weworkremotely.com/remote-jobs/6sense-benefits-partner

ISTA Personnel Solutions South Africa is a dynamic and fast-growing BPO company based in South Africa, specializing in providing top-tier operational support to US-based companies. We are not a recruitment agency. We are a dedicated extension of our clients’ teams, delivering high-quality service with precision, efficiency, and a personal touch.

We are recruiting on behalf of a U.S.-based Applied Behaviour Analysis (ABA) Therapy Services provider. This organisation delivers critical behavioural support services to children and families, and they are expanding their recruitment team to keep pace with demand.

About the Role

We are looking for a full-time Interviewer to join the client’s recruitment team. This is a candidate-facing role where rapport, accuracy, and follow-through matter equally. You’ll be the first real conversation a candidate has with the company, and the detail you capture, directly shapes the rest of the hiring process.

If you’re a natural communicator who also happens to be meticulous with documentation, this role is for you.

As an ABA Interviewer, you will manage the interview process from start to finish, building genuine rapport with candidates, guiding them through a detailed interview form, and ensuring every piece of information is captured accurately to support the client’s overall hiring decisions.

Please Note:

• Working Hours: Monday – Friday | 9:00 AM – 6:00 PM EST (3:00 PM – 12:00 AM South African time – subject to daylight savings).
• Public Holidays: This role requires working on both South African and U.S. public holidays (compensation for SA public holidays in accordance with the BCEA).
• Internet Requirements: A fixed fibre line with a minimum speed of 25 Mbps (upload & download) and wired Ethernet capability is mandatory. Applicants without a fixed fibre line cannot be considered.
• Power Backup: Reliable backup required to manage load shedding or outages. Applicants without a power backup cannot be considered.
• Work Environment: Fully remote.

Job Responsibilities (not limited to):

• Conduct structured interviews with candidates applying for client roles.
• Accurately complete a detailed interview form, ensuring every field is captured correctly to support downstream hiring decisions.
• Build genuine rapport and connect naturally with candidates throughout the process.
• Manage the full interview process professionally, from initial contact to handoff.
• Communicate clearly and confidently in fluent, natural American English with U.S.-based candidates.
• Maintain a high level of organisation, accuracy, and attention to detail across all documentation.

Requirements

Industry Experience:

• Experience in the ABA (Applied Behaviour Analysis) field is a plus, but not essential.
• Previous interviewing, recruitment, or candidate-facing experience preferred.

Soft Skills (Essential):

• Excellent communication and interpersonal skills, with a natural ability to build rapport.
• Fluent, natural English, with confidence communicating with U.S.-based candidates.
• Strong attention to detail — able to complete detailed documentation accurately and consistently.
• Highly organised, thorough, and reliable.
• Professional and able to manage a full interview process independently, from beginning to end.

Technical Skills:

• Basic computer skills.
• Comfortable navigating MS Office and Outlook.

If you are not contacted within 14 working days, please consider your application unsuccessful.

Organizational Overview

Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality.

Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacity—democratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement.

As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, we’re reimagining what’s possible when movement groups have the infrastructure they need to thrive.

Position Overview

The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMC’s human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organization’s people strategy while ensuring smooth day-to-day HR administration.

The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace.

As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMC’s People Operations team, including the Operations Strategist and Learning & Development Lead, which strives to empower TMC staff to thrive by building and sustaining concise, transparent, and equitable practices, policies, and procedures across HR, systems, learning, and culture. This role is part of the Programs constellation at TMC.

Responsibilities

HR Operations & Administration (~20%)

• Own the organization’s HR infrastructure: HRIS/PEO (Rippling), benefits platforms (Human Interest, WageWorks/HealthEquity), ATS (Greenhouse), and related tools, ensuring data integrity, accurate reporting, and reliable day-to-day operation.
• Lead payroll and compensation processing and reporting, in partnership with the CFO, ensuring accuracy, compliance, and timely delivery of pay and benefits.
• Own benefits administration. Serve as a point of contact for complex benefits questions and collaborate with external vendors as needed. Lead annual benefits open enrollment, including communication planning, system setup, and coordination with external vendors.
• Own PTO administration and reporting.
• Maintain the Employee Handbook, HR policies, SOPs, job descriptions, and personnel files, keeping them current with law, CBA provisions, and best practices.
• Serve as project manager for federal, state, and local compliance reporting, in partnership with the PEO and legal counsel as needed.
• Serve as primary or triage point for HR-related inquiries from staff, union leadership, and outside parties, ensuring timely, accurate, and consistent responses.
• Lead proactive communications to staff on policy, benefits, procedure changes, and other people-related announcements (including the monthly People Operations newsletter highlighting benefits, changes, events, and culture).
• Maintain systems, documentation, and workflows that support accountability and consistency, and reduce dependence on memory.

People Experience, Relations & Performance (~20%)

• Oversee the full employee lifecycle (hiring, promotions, transitions, and separations) in alignment with organization policies, CBA provisions, employment laws, and HR best practices.
• Serve as the primary point of contact, trusted advisor, and administrator for employee relations matters like conflicts, extended leave requests, accommodation requests, and sensitive HR issues.
• Own the performance management lifecycle: goal-setting, feedback cycles and reviews, and introductory period processes.
• Coach managers to apply policies consistently, deliver effective feedback, and lead with equity and clarity.
• Lead investigations and conflict resolution processes; escalate high-risk matters to legal counsel as appropriate.
• Lead employee experience research (surveys, interviews, stay/exit conversations) and translate findings into actionable recommendations.
• Drive retention and engagement strategies grounded in data and what staff are telling you.
• Partner with the L&D Lead on standard trainings and ongoing learning programs.

Labor Relations & CBA Administration (~15%)

• Actively administer the Collective Bargaining Agreement (CBA), including day-to-day interpretation, application, and compliance with contract provisions including regular reporting requirements.
• Manage the grievance process end-to-end (intake, investigation, documentation, resolution, and coordination with legal counsel when needed).
• Serve as primary staff liaison to the Labor Management Committee (LMC) and steward productive, trust-based labor-management relationships.
• Interpret CBA provisions with managers and the executive team; flag implementation issues and propose resolutions before they escalate.
• Facilitate Bi-Annual Equity Audit process, as required by the CBA, including hiring of outside consultants, consultation with LMC, and leading review and strategy for implementation of feedback.
• Track grievance patterns, labor relations trends, and contract risks; report to the Chief of Staff and executive team as needed.
• Stay current on labor law, employment law, and HR best practices; maintain active HR certification (SHRM-CP/SCP or PHR/SPHR).

Strategic Leadership & Organizational Design (~15%)

• Guide leadership through periods of change and ambiguity with clarity, follow-through, and steady decision-making.
• Serve as trusted advisor to executive and senior leadership on change management, organizational transitions, and people-related risk.
• Translate TMC’s organizational strategy into a people strategy that advances the mission, supports long-term sustainability, and reflects the organization’s structure.
• Partner with the Chief of Staff and leadership teams to plan workforce needs, organizational structure, role design, and capacity.
• Ensure job descriptions and competency matrices are holistically considered and aligned with compensation model categorizations, so roles are described consistently and pay decisions are equitable.
• Identify people-related risks early (staffing gaps, compliance gaps, labor relations issues) and bring forward options before they become crises.
• Support succession planning for key organizational roles, in partnership with executive leadership.
• Contribute to organizational strategy as a member of the Senior Leadership Team (SLT).

Team Leadership: People Operations (~15%)

• Lead the People Operations team with a focus on clarity of priorities, coaching, and quality of deliverables.
• Set team goals and OKRs aligned with the organization’s strategy; hold accountability through documentation, regular check-ins, and follow-through.
• Coach team members in their day-to-day work and professional growth.
• Make decisions about when to delegate, when to stay close to the details, and when to step in directly.
• Plan for team capacity and coordinate cross-training.
• Oversee the team’s maintenance of staff information spaces (e.g. Notion, Drive, Slack) with direct accountability for HR-specific sections.

Manager Development, Coaching & Leadership Partnership (~15%)

• Lead difficult conversations with managers and staff with confidence, humility, and a commitment to resolution.
• Build trust with managers through reliability, clear communication, and consistent follow-through.
• Coach and advise managers across the organization on people decisions, team dynamics, and leadership challenges.
• Develop and maintain training and resources for new and experienced managers to ensure management practices are consistent, compliant, and human-centered across the organization, partnering with the L&D Lead on design and delivery.
• Convene and facilitate manager meetings, design agendas that advance leadership practice and build a coherent manager community.

Qualifications

Experience

• 8+ years of progressive HR experience, including 4+ years in a senior HR leadership role and 2+ years managing people.
• Active CBA administration in a unionized workplace is a must-have. Candidates should have hands-on experience with contract interpretation, grievance management, and labor-management collaboration (not just familiarity with these concepts).
• Current HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP), or willingness to obtain within 6 months of hire.
• Proven success operating as the senior HR leader for a small-to-mid-sized organization (~50 people), ideally as a sole HR practitioner or with limited direct support.
• Experience working across multiple state jurisdictions.
• Demonstrated experience with employee relations, conflict resolution, performance management, and workplace investigations.
• Strong background in HR compliance, federal and state employment law, and labor relations.
• Track record of building and maintaining iterative and dependable HR systems, processes, and documentation.
• Experience using and administering HRIS, benefits management systems, and ATS.
• Experience working in or with values-driven, progressive, member-driven, and/or nonprofit organizations.
• Proven experience supporting organizations through significant change management moments.
• Demonstrated commitment to anti-racism, equity, and justice in workplace practices.

Skills

• A blend of strategic vision and operational rigor; equally energized by long-term planning and today’s to-do list.
• Expert interpersonal and communication skills; able to coach, mediate, and advise across all levels of the organization.
• High emotional intelligence, discretion, and judgment in handling confidential and sensitive matters.
• Strong project management and prioritization skills; able to track dozens of moving priorities without dropping balls.
• Skilled at creating accountability through documentation and follow-through.
• Deep understanding of employment law, labor law, and HR compliance.
• Strategic thinking with the ability to align people strategy with organizational strategy and equity commitments.
• Comfortable making decisions with incomplete information and navigating ambiguity.
• Skilled at leading change: guiding others through transitions, building buy-in, and sustaining momentum.
• Ability to translate complex employment law and CBA concepts into practical guidance for staff and managers.
• Competency with Google Workspace, Slack, and Asana.
• Comfortable working independently in a fully remote environment.

We especially encourage applications from people who have any of these additional qualifications, which are preferred but not required:

• Experience working with a PEO (Rippling a plus).
• Experience managing in a fully remote environment.
• Competency with Mac OS, Notion, Greenhouse.
• Experience designing or facilitating training programs for managers.
• Familiarity with compensation strategy, pay equity frameworks, or total rewards design.
• Background in organizational development, internal change consulting, or talent planning.
• Experience developing people strategies aligned to DEIA, retention, and engagement goals.

Physical Requirements

• Prolonged periods of working on a computer

Location Requirements

• While TMC’s workplace is remote, we require staff members to reside in and work in the continental United States.

Compensation & Benefits

The starting salary range for this position is $123,120 - $132,354 per year. TMC follows a 5-year compensation model with time-in-role-based raises.

This is a full-time exempt position.

TMC is dedicated to providing employees with world-class healthcare and wellness benefits, including: Fully covered employee-only health plans (plus many employee + spouse/dependent plans) and dental and vision coverage for employees and their dependents; Unlimited paid time off (PTO); Paid parental and adoption leave; Flexible holidays and all-staff holidays (including one-week summer closure, and two-week winter closure); Health Reimbursement Arrangement (HRA) up to $3,500 per year for out-of-pocket medical costs; 401(k) retirement plan with company matching (100% on the first 1% you contribute, plus 50% on the next 5%); Initial home office set-up stipend + monthly office stipend (or WeWork membership); $50,000 in life insurance, fully covered; Professional development stipend up to $3,500 per year for conferences, books, and other learning opportunities; Employee Assistance Program with confidential 24⁄7 support for emotional, financial, legal, family, and work-life issues; and more!!

Next Steps

Please submit your application materials as outlined here: https://docs.google.com/document/d/1dnHMr8ux4SP1nyz8hTD6XBQtyLWPejiKIP7EsxQenjk/preview

Applications must be submitted by 6:00 p.m. ET on Thursday, August 27, 2026.

Here’s what you can expect from our interview process:

• Application Materials Review
• Panel interview (~60 minutes)
• Final interview (~60 minutes)

We are looking to fill this position by October 2026.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. TMC will not sponsor work visas or green cards.

The Movement Cooperative is an equal opportunity employer.

The Movement Cooperative is committed to providing a workplace free from discrimination or harassment. TMC recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, sex, gender, gender identity or expression, sexual orientation, citizenship status, disability status, genetics, age, veteran status, pregnancy/maternity, marriage/civil partnership, or any other characteristic protected by federal, state, or local laws.

At The Movement Cooperative, we have a clear vision: to be an organization where a diverse mix of talented people are inspired to do their best work, incentivized to stay with us year-over-year, and can progress in their careers in meaningful and impactful ways. We pride ourselves on bringing the best to our members, and we know our organization runs on the hard work, well-being, and dedication of our passionate and creative employees.

Request a reasonable accommodation if you need one to apply or participate in the interview process.

Req ID:379191 NTT DATA strives to hire exceptional, innovative and passionate individuals who want to grow with us.

About Ethos

Ethos is a leading life insurance technology company on a mission to protect families by democratizing access to life insurance and empowering agents at scale. With its robust three-sided technology platform, Ethos is transforming the life insurance experience for consumers, agents, and carriers alike. Ethos offers instant, accessible products and a seamless online process that requires no medical exams and just a few health questions; it eliminates traditional barriers, making it easier than ever for everyone to protect their families. Ethos is redefining how life insurance is bought, sold, and underwritten.

About the role

We are looking for a highly organized and proactive People Operations Associate to support our People Team. In this dynamic role, you will be instrumental in ensuring the smooth operation of our HR systems and processes. As a key liaison between the People Team and Ethosaurs, you will help drive efficient workflows and deliver a seamless employee experience.

Duties and Responsibilities:

• Provide day-to-day support for People services, addressing employee inquiries about benefits, policies, and procedures.
• Maintain and update People systems with a focus on data integrity and confidentiality (BambooHR, ADP Workforce Now, Seismic, Checkr, OnBlick, Google Suite, etc.).
• Administer the full US onboarding and offboarding processes.
• Oversee US immigration case management.
• Ensure compliance and timely reporting, including required trainings and EEO reporting.
• Manage the HR help desk (Hiver) and electronic postal inbox (Stable), handling unemployment claims, employment verifications, and other requests.
• Assist with total rewards administration, including benefits and compensation reviews.
• Support the HR roadmap and contribute to strategic projects.

Qualifications and Skills:

• 2-5 years of HR experience preferred.
• Strong HR systems experience, with an AI forward bias for automation.
• Excellent attention to detail and organizational skills.
• Strong communicator with the ability to interact with employees at all levels.
• Sound judgment and problem-solving abilities.

#LI-Remote #LI-CM1

The US national base salary range for this full-time position is $65,000 -$114,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

Please note that the compensation details listed in US role postings reflect the base salary only and do not include applicable bonus, equity, or benefits.

You can find further details of our US benefits at https://www.ethoslife.com/careers/

Don’t meet every single requirement? If you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. At Ethos we are dedicated to building a diverse, inclusive and authentic workplace.

We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Pursuant to the SF Fair Chance Ordinance, we will consider employment for qualified applicants with arrests and conviction records.

To learn more about what information we collect and how it may be used, please refer to our California Candidate Privacy Notice.

Recruitment Notice: Please be aware of recruitment scams. All legitimate communication from our team will only come from email addresses ending in @ethos.com or @getethos.com. We will never ask for payment, banking details, or sensitive personal information during the hiring process. If you are contacted by someone claiming to represent us from a different email address, please treat it as fraudulent.

This position is part of livingHR’s talent community. By applying, you are expressing interest in joining our network of trusted professionals who partner with us on a contract basis when...

Senior HR Business Partner Job DetailsRole: Senior HR Business Partner Department: People & Culture Job Location: Remote (Canada) Role Type: Full-Time, Permanent Hours: Monday - Friday 9AM-5PM (in your timezone, flexible hours) Total Compensation: $92,000 - $120,000 CAD + Benefits New Hire Starting Pay: $92,000 - $102,000 CAD + Benefits Role Availability: This posting is for an existing vacancy at Thrive Digital As a company that values inclusion and diversity, Thrive seeks individuals of all backgrounds and experiences to apply for this position.

What you’ll be part of

Garner is on a mission to transform the U.S. healthcare system — and we’re the only proven player doing exactly that. We partner with employers to redesign how healthcare works: applying 550+ proprietary clinical metrics across 80+ specialties to a dataset of 320M+ patients to identify the best-performing doctors, then using compelling incentives to steer members to the care that helps them get healthier, faster.

The result is a rare “win win” — better care and lower costs for both members and employers. In just five years, our work has helped over 2.5 million people access higher-quality care and saved $1B in healthcare costs. We recently raised our Series E and have doubled five years running. If you’ve ever wanted your work to solve a problem that touches every person in this country, this is the opportunity to do exactly that. You’d be joining a team fundamentally reimagining healthcare in the U.S. — and using AI to scale that impact further and faster than anyone else can.

About the role:

We are seeking an exceptional Senior Technical Recruiter to join our Talent Team.This role will report to the Director of Technical Recruiting. You’ll play a critical role in building high-performing teams and shaping Garner’s growth by hiring exceptional talent across departments such as Engineering, Data & Product. You will be working cross functionally with Hiring Managers, Interviewers and other leaders throughout the business to bring top talent into our organization as we scale at a rapid pace.

Where you will work:

Garner is headquartered in NYC, but this position is available for individuals who are comfortable with remote work

What you will do:

• Manage full cycle recruiting for multiple, complex searches and creating innovative sourcing strategies to attract top talent
• Influence and deliver quality assessment and high touch candidate experience through all aspects of the recruitment funnel
• Lead and scale sourcing capability to proactively build high-quality talent pipelines, leveraging diverse channels to accelerate the hiring of market-leading talent at Garner.
• Partner with key stakeholders to understand hiring needs, conduct intake meetings, and determine target profiles to set and drive sourcing strategies
• Maintain accurate and up-to-date documentation within our applicant tracking system (Greenhouse), enabling meaningful reporting and data integrity

The ideal candidate has:

• 5+ years of full-lifecycle technical recruiting experience
• Experience hiring talent in a fast-paced environment, ideally in a startup or digital health company
• Demonstrated success building and owning sourcing pipelines while developing effective top-of-funnel strategies
• Ability to translate recruiting data into actionable insights that influence stakeholders, improve decision-making, and accelerate hiring performance
• Strong relationship builder who brings a consultative recruiting mindset to engage both candidates and key stakeholders
• Preference for experience with BrightHire and Greenhouse
• A desire to be a part of a high-performing, mission-driven team that operates with intense urgency, a strong sense of individual accountability, and a commitment to authentic feedback.

This is a unique opportunity to join a fast-growing company in a transformative role, helping shape the future of healthcare.

Please note: we are unable to sponsor or take over sponsorship of an employment visa at this time.

Compensation Transparency:

The base salary for this role will be $150,000- $170,000. The individual compensation for this role will depend on various factors, including qualifications, skills, and applicable laws.

Fraud and Security Notice:

Please be aware of recent job scam attempts. Our recruiters use getgarner.com and garnerhealth.com email domains exclusively. If you have been contacted by someone claiming to be a Garner recruiter or a hiring manager from a different domain about a potential job, please report it to law enforcement here and to candidateprotection@garnerhealth.com.

Equal Employment Opportunity:

Garner Health is proud to be an Equal Employment Opportunity employer and values diversity in the workplace. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.

Garner Health is committed to providing accommodations for qualified individuals with disabilities in our recruiting process. If you need assistance or an accommodation due to a disability, you may contact us at talent@garnerhealth.com.

Why Mozilla?

Mozilla Corporation is the non-profit-backed technology company that has shaped the internet for the better over the last 25 years. We make pioneering brands like Firefox, the privacy-minded web browser. Now, with more than 225 million people around the world using our products each month, we’re shaping the next 25 years of technology and helping to reclaim an internet built for people, not companies. Our work focuses on diverse areas including AI, social media, security and more. And we’re doing this while never losing our focus on our core mission to make the internet better for people.

The Mozilla Corporation is wholly owned by the non-profit 501© Mozilla Foundation. This means we aren’t beholden to any shareholders—only to our mission. Along with thousands of volunteer contributors and collaborators all over the world, Mozillians design, build and distribute open-source software that enables people to enjoy the internet on their terms.

About this team and role:

Our Global Talent Acquisition Operations team architect and execute hiring strategies that power Mozilla’s growth across commercial, product, and mission-aligned business units. As a Senior GTM Recruiter (P4) in the UK, you will drive full-lifecycle recruitment for critical Go-To-Market and commercial functions across EMEA and international regions. You will act as a trusted strategic advisor to senior stakeholders, scaling pipelines for high-impact revenue, marketing, sales, and business development roles.

What you’ll do:

• Drive Full-Lifecycle GTM Hiring: Lead full-cycle recruitment for complex Go-To-Market functions—including Sales, Enterprise Business Development, Product Marketing, Commercial Partnerships, and Customer Success—delivering high-performing talent across EMEA and global markets.
• Execute Strategic Sourcing & Pipeline Engineering: Architect multi-channel candidate attraction strategies using HireEZ, LinkedIn Recruiter, and specialized talent communities to build diverse, high-converting pipelines for niche commercial profiles.
• Partner as a P4 Subject Matter Expert: Provide data-backed talent intelligence and market insights to senior GTM leaders, driving requisition alignment, calibrated scorecards, structured interview loops, and compensation strategy.
• Manage Advanced Negotiations & Offer Execution: Structure and negotiate complex, region-specific international offers, navigating UK/EMEA statutory requirements, equity components, and competitive counter-offer scenarios.
• Optimize ATS Hygiene & Operational Metrics: Maintain strict Greenhouse ATS data integrity, track funnel analytics (Time-to-Fill, Source Yield, Offer Acceptance Rates), and drive continuous hiring-process optimizations in line with global TA standards.

What you’ll bring:

• 5+ years of full-cycle recruiting experience with a focus on Go-To-Market, Commercial, or Revenue-generating roles in high-growth technology or SaaS environments.

• Proven track record of sourcing and closing senior-level commercial talent (e.g., Enterprise Sales, Commercial Partnerships, Product Marketing) within the UK and EMEA markets.

• Expertise with recruitment technologies and operations, including Greenhouse ATS, HireEZ, LinkedIn Recruiter, and data-driven pipeline analytics

• Strong understanding of UK and European labor compliance, contract worker models, IR35 nuances, and regional offer structuring.

• Demonstrated expertise in structured, competency-based interviewing methodologies (e.g., Interview Edge) to evaluate technical proficiency and mitigate hiring bias

About Mozilla

Mozilla exists to build the Internet as a public resource accessible to all because we believe that open and free is better than closed and controlled. When you work at Mozilla, you give yourself a chance to make a difference in the lives of Web users everywhere. And you give us a chance to make a difference in your life every single day. Join us to work on the Web as the platform and help create more opportunity and innovation for everyone online.

Commitment to diversity, equity, inclusion, and belonging

Mozilla understands that valuing diverse creative practices and forms of knowledge are crucial to and enrich the company’s core mission.  We encourage applications from everyone, including members of all equity-seeking communities, such as (but certainly not limited to) women, racialized and Indigenous persons, persons with disabilities, persons of all sexual orientations, gender identities, and expressions.

We will ensure that qualified individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment, as appropriate. Please contact us at hiringaccommodation@mozilla.com to request accommodation.

We are an equal opportunity employer. We do not discriminate on the basis of race (including hairstyle and texture), religion (including religious grooming and dress practices), gender, gender identity, gender expression, color, national origin, pregnancy, ancestry, domestic partner status, disability, sexual orientation, age, genetic predisposition, medical condition, marital status, citizenship status, military or veteran status, or any other basis covered by applicable laws.  Mozilla will not tolerate discrimination or harassment based on any of these characteristics or any other unlawful behavior, conduct, or purpose.

#LI-REMOTE