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Staff HR Business Partner develops people strategy and supports organizational development for a high-growth delivery team managing workforce complexity across FTEs, contractors, and geographically dispersed operations.
About Snorkel
At Snorkel, we believe meaningful AI doesn’t start with the model, it starts with the data.
We’re on a mission to help enterprises transform expert knowledge into specialized AI at scale. The AI landscape has gone through incredible changes between 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the world’s largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!
Staff HR Business Partner
San Francisco, CA | Hybrid (3 days/week in office)
We’re looking for a Staff HR Business Partner to build and own the people strategy for Snorkel’s Data as a Service (DaaS) organization. The DaaS org is a delivery-first team that has more than tripled in size over the last six months, with no signs of slowing. They deliver high-quality data operations and AI deployment outcomes for frontier labs and AI teams.
This org has a unique composition: forward deployed engineers, technical and operations delivery managers, a supply team managing a workforce comprised of multiple worker types at scale, and others. The people challenges here require an HRBP who has seen this kind of complexity before, such as workforce planning across FTEs and contractors, building a high performance culture rooted in delivery outcomes, and keeping a geographically dispersed, operationally complex team connected to Snorkel’s culture.
You’ll partner directly with our DaaS GM and leadership team, and you’ll need to be as comfortable in the operational weeds as you are in strategic conversations. The ideal background is professional services, managed services, or a delivery-heavy tech org. Somewhere you learned to support talent that ships outcomes, not just features.
If you’re a generalist HRBP looking for your first exposure to delivery org complexity, this likely isn’t the right fit. If you’ve lived it and want to build something from a strong foundation at a company at the frontier of AI, we’d love to talk.
This role reports into the Senior Director, People Programs & Partnerships, and will focus on:
Strategic Business Partnership
Leadership Coaching and Development
HR Team Collaboration and Peer Leadership
Who you are
Salary Range
$192,000—$240,000 USD
Be Your Best at Snorkel
Joining Snorkel AI means becoming part of a company that has market proven solutions, robust funding, and is scaling rapidly—offering a unique combination of stability and the excitement of high growth. As a member of our team, you’ll have meaningful opportunities to shape priorities and initiatives, influence key strategic decisions, and directly impact our ongoing success. Whether you’re looking to deepen your technical expertise, explore leadership opportunities, or learn new skills across multiple functions, you’re fully supported in building your career in an environment designed for growth, learning, and shared success.
Snorkel AI is proud to be an Equal Employment Opportunity employer and is committed to building a team that represents a variety of backgrounds, perspectives, and skills. Snorkel AI embraces diversity and provides equal employment opportunities to all employees and applicants for employment. Snorkel AI prohibits discrimination and harassment of any type on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. All employment is decided on the basis of qualifications, performance, merit, and business need.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Director designs and delivers high-impact professional learning and coaching programs to develop emerging campus leaders and improve teacher practice across the charter school network.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelor’s degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
● Competitive vacation and flexible paid time off (PTO) policies.
● Paid family leave.
● Flexible spending account or high-yield HSA.
● Employee assistance programs.
● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director designs and delivers professional learning programs, coaches emerging campus leaders, and ensures alignment to organizational frameworks to improve teacher practice and student outcomes.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelor’s degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
● Competitive vacation and flexible paid time off (PTO) policies.
● Paid family leave.
● Flexible spending account or high-yield HSA.
● Employee assistance programs.
● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director leads talent development and professional learning initiatives to build leadership proficiency, improve teacher practice, and drive student outcomes across KIPP Texas schools.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texas—founded in Houston in 1994 and operating as KIPP Texas since 2018—we hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to “run to school,” the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texas’s promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelor’s degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texas’s mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPP’s values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
● Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
● Competitive vacation and flexible paid time off (PTO) policies.
● Paid family leave.
● Flexible spending account or high-yield HSA.
● Employee assistance programs.
● KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director of HR leading people strategy, culture, and compliance across multiple regions while partnering with executive leadership to align talent initiatives with business growth.
At ReversingLabs, we are providing the world’s largest threat intelligence repository to protect software development and power advanced security solutions, keeping the most advanced cybersecurity organizations and Fortune 500 enterprises informed and ahead of the threats. Our software supply chain security and threat intelligence solutions have become essential to advancing enterprise cybersecurity maturity globally.
Notable breaches such as SolarWinds, CircleCI and 3CX have elevated software supply chain security as a top initiative across every organization developing or purchasing software. Only ReversingLabs delivers the software package analysis speed and intelligence needed to protect against this critical area of risk.
Our vision is clear. Arming every company with end-to-end insights to ensure development releases securely, IT purchases safely, and the SOC can effectively detect, isolate and respond. We are seeking extraordinary talent for this game changing opportunity to help forge this transformational journey at ReversingLabs.
We’re not looking for someone to manage HR — we’re looking for someone to reimagine it. As our Director of Human Resources across the US, EMEA, and Canada, you’ll sit at the intersection of people, strategy, and innovation. This is your chance to build something that matters, a people function that doesn’t just support the business, but actively propels it.
Reporting to the SVP of HR and working in close partnership with executive leadership, you’ll architect and lead a people strategy that’s as ambitious as our growth plans — one that puts human potential at the center of everything we do. From reimagining the employee experience to navigating the complexities of multi-jurisdictional compliance, you’ll bring both vision and precision to a role that demands both.
If you’re an HR leader who thrives at the edge of what’s possible — someone who sees AI, data, and culture as competitive advantages — we want to meet you.
People Strategy & Leadership
HR Operations & Total Rewards
Talent & Organizational Effectiveness
Employee Experience & Culture
Compliance & Risk Management
Global Collaboration & Budget
This isn’t a maintenance role — it’s a builder’s role. You’ll join at a moment when the people function has real influence, real resources, and a leadership team that genuinely believes culture is a strategic asset. You’ll have the scope to think big, the autonomy to move fast, and a seat at the table where it counts.
If you’re ready to lead a people function that’s as innovative as the company it serves, let’s talk.
ReversingLabs was founded in 2009 with the mission to offer the ultimate threat detection solutions. Our security products are used by some of the largest organizations in the world, including 2 of the top 3 banks, 4 of the top 6 software companies, and 2 of the top 6 insurance companies. We have been honored with numerous awards through the years including the 2023 Global InfoSec Award, 2022 CDM Global Infosec Awards, 2021 SC Media Trust Award for Best Threat Intelligence Technology, a 2020 Stevie Award, and the 2017 JPMorgan Chase Hall of Innovation Award for our truly unique malware and explainable threat intelligence products.
Our pioneering technologies, exceptional products, and successful customer deployments also drove investments in ReversingLabs by some of the prominent investors in the world. With remote employees throughout the United States, EMEA, Croatia, Canada, and offices in Boston, United States and Zagreb, Croatia, ReversingLabs will continue to deliver groundbreaking innovation with top global talent.
We are committed to an inclusive and diverse team. ReversingLabs is an equal opportunity employer. We do not discriminate based on race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status or any legally protected status. If there is a match between your experiences/skills and the Company needs, we will contact you directly. ReversingLabs is an equal opportunity employer. For U.S.-based roles, candidates must be authorized to work in the United States without the need for current or future employer sponsorship. ReversingLabs does not sponsor employment visas at this time.
Applicants only - Recruiting agencies, please do not contact.
Directs the development of scalable people systems and HR strategies to attract, develop, and retain talent while fostering organizational culture as the company grows.
At Hadley Designs, we believe that learning should be enjoyable, engaging, and screen-free. Millions of parents and teachers trust our beautifully designed, developmentally aligned educational tools to help children grow and thrive. As a fast-growing, family-founded brand, we are on a mission to make learning meaningful for families around the world.
We are seeking a Director of People Systems & Strategy to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth, this role offers a unique opportunity to make a significant impact.
Hadley Designs is redefining early education with creativity and purpose. Every product we create is hand-drawn and teacher-designed, crafted with care to build confidence and connection. Our screen-free tools help families and teachers make learning fun and meaningful, nurturing curiosity and creativity in children.
Our Mission:
We design screen-free products that parents can trust to help their children learn, grow, and reach their full potential. We create beautifully designed, developmentally sound tools that replace noise and distraction with connection, curiosity, and real learning.
Our Vision:
We aim to build the most trusted children’s brand in the world, present in millions of homes, reshaping how families learn, connect, and grow. Our products will be so widely used and passed down that generations of children will grow up learning from them and choose them again for their own families.
As the Director of People Systems & Strategy, you will be responsible for leading the development of people systems and strategies that enable Hadley Designs to scale and grow. In this role, you will partner with leadership to create the talent systems required to attract, develop, and retain a high-performing workforce. Your focus will be on building scalable, high-performance systems that align with the company’s growth objectives and help foster a positive organizational culture.
This position offers a unique opportunity to shape how we build and nurture our team, enabling both the company and our people to succeed. You will play an integral role in supporting our mission by ensuring that Hadley Designs has the right talent and organizational structure to achieve long-term success.
You are a strategic, results-driven leader with a passion for creating systems that empower teams and enable sustainable growth. You thrive in a fast-paced, dynamic environment and have a track record of building effective people systems in alignment with business goals.
You Have:
Impact: Your work will directly impact how families experience learning through the Hadley Designs brand.
Culture: Join a passionate, mission-driven team that values trust, creativity, and collaboration.
Flexibility: Enjoy the freedom of a remote role with flexible working hours.
Benefits:
If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide.
P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.
Director of HR leading multi-regional people strategy, team building, compliance, and employee experience across the US, EMEA, and Canada.
At ReversingLabs, we are providing the world’s largest threat intelligence repository to protect software development and power advanced security solutions, keeping the most advanced cybersecurity organizations and Fortune 500 enterprises informed and ahead of the threats. Our software supply chain security and threat intelligence solutions have become essential to advancing enterprise cybersecurity maturity globally.
Notable breaches such as SolarWinds, CircleCI and 3CX have elevated software supply chain security as a top initiative across every organization developing or purchasing software. Only ReversingLabs delivers the software package analysis speed and intelligence needed to protect against this critical area of risk.
Our vision is clear. Arming every company with end-to-end insights to ensure development releases securely, IT purchases safely, and the SOC can effectively detect, isolate and respond. We are seeking extraordinary talent for this game changing opportunity to help forge this transformational journey at ReversingLabs.
We’re not looking for someone to manage HR — we’re looking for someone to reimagine it. As our Director of Human Resources across the US, EMEA, and Canada, you’ll sit at the intersection of people, strategy, and innovation. This is your chance to build something that matters, a people function that doesn’t just support the business, but actively propels it.
Reporting to the SVP of HR and working in close partnership with executive leadership, you’ll architect and lead a people strategy that’s as ambitious as our growth plans — one that puts human potential at the center of everything we do. From reimagining the employee experience to navigating the complexities of multi-jurisdictional compliance, you’ll bring both vision and precision to a role that demands both.
If you’re an HR leader who thrives at the edge of what’s possible — someone who sees AI, data, and culture as competitive advantages — we want to meet you.
People Strategy & Leadership
HR Operations & Total Rewards
Talent & Organizational Effectiveness
Employee Experience & Culture
Compliance & Risk Management
Global Collaboration & Budget
This isn’t a maintenance role — it’s a builder’s role. You’ll join at a moment when the people function has real influence, real resources, and a leadership team that genuinely believes culture is a strategic asset. You’ll have the scope to think big, the autonomy to move fast, and a seat at the table where it counts.
If you’re ready to lead a people function that’s as innovative as the company it serves, let’s talk.
ReversingLabs was founded in 2009 with the mission to offer the ultimate threat detection solutions. Our security products are used by some of the largest organizations in the world, including 2 of the top 3 banks, 4 of the top 6 software companies, and 2 of the top 6 insurance companies. We have been honored with numerous awards through the years including the 2023 Global InfoSec Award, 2022 CDM Global Infosec Awards, 2021 SC Media Trust Award for Best Threat Intelligence Technology, a 2020 Stevie Award, and the 2017 JPMorgan Chase Hall of Innovation Award for our truly unique malware and explainable threat intelligence products.
Our pioneering technologies, exceptional products, and successful customer deployments also drove investments in ReversingLabs by some of the prominent investors in the world. With remote employees throughout the United States, EMEA, Croatia, Canada, and offices in Boston, United States and Zagreb, Croatia, ReversingLabs will continue to deliver groundbreaking innovation with top global talent.
We are committed to an inclusive and diverse team. ReversingLabs is an equal opportunity employer. We do not discriminate based on race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status or any legally protected status. If there is a match between your experiences/skills and the Company needs, we will contact you directly. ReversingLabs is an equal opportunity employer. For U.S.-based roles, candidates must be authorized to work in the United States without the need for current or future employer sponsorship. ReversingLabs does not sponsor employment visas at this time.
Applicants only - Recruiting agencies, please do not contact.
Leads talent acquisition efforts and functional consulting for an ERP automation company specializing in AI solutions.
Manages a team of recruiters and sourcers to execute full-cycle hiring strategy, build talent pipelines, and scale production department staffing.
Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
As a key member of Anduril’s Talent Acquisition team, you will be responsible for the company’s talent management as we continue to rapidly scale and grow. Your work will be hands-on and involve collaborating with Production leaders to define the hiring needs, influence process improvements and efficiencies, and set a high bar of talent and performance. To achieve this, you will be given the autonomy and tools to execute, build, and develop Anduril’s world class team. We are looking for someone who can handle every aspect of recruiting and talent mapping, excited to be part of lean and nimble team on one mission together, where no task is too big or too small.
This is a full time position. As a Recruiting Manager, Production you will manage a large team of direct reports, partner with stakeholders across the business, while building pipelines and strategy to scale a department that is aligned with our company culture and mission.
WHAT YOU’LL DO
REQUIRED QUALIFICATIONS
PREFERRED QUALIFICATIONS
US Salary Range
$146,000—$194,000 USD
The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril’s total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:
At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.
Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We’ve observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.
To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:
No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
Please always verify communications:
Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender’s email domain is @anduril.com before providing any personal information or clicking on links.
What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.
To view Anduril’s candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.
By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.
Founding recruiter leads full-cycle hiring across engineering, product, GTM, and operations while building recruiting infrastructure and culture at a Series A startup.
Location: New York, NY (in-person, 4 days/week)
Compensation: $125K–$150K + Equity
About Passage Health
Passage Health is a fast-growing Series A startup on a mission to improve the quality and accessibility of autism care through technology. The diagnosis rate for autism has surged over the past decade to 1 in 31 children. Yet families still face waitlists of up to a year for care, as providers struggle to meet demand with outdated systems and manual workflows.
We’re building the platform that powers autism care providers’ entire business — from clinical documentation to operations to billing — modernizing how care is delivered and scaling access across a $460B market.
Over the past year, Passage has grown more than 3x year over year, driven by strong customer demand and expanding partnerships across the autism care ecosystem. As we continue to scale, we’re focused on building durable foundations across the company, including the systems, processes, and decision-making needed to support long-term growth.
About the Role
We’re hiring a Founding Recruiter to be the architect of how Passage hires the team that will define our next chapter. As Passage’s first dedicated People hire, you will own full-cycle recruiting end-to-end, build the recruiting engine that lets us scale, and partner with hiring managers across the company.
You will run full-cycle recruiting across the company — engineering, product, GTM, and operations — and build the recruiting engine that lets us scale. Technical recruiting is a core competency we expect you to bring on day one: you’ll partner with our CTO on engineering hires, build active engineering pipelines, and earn credibility with technical interviewers. This is part recruiter, part culture-builder, and part trusted advisor to the leadership team — you will shape how candidates first experience Passage and play a real role in shaping the team and the culture we build.
You will report to the Head of Finance and partner closely with the CEO, CTO, and the broader leadership team. As a startup, everyone wears multiple hats, and you’ll contribute to adjacent people operations work as it comes up. If that part of the work is interesting to you, there’s room to grow into it over time.
What You’ll Do
What You’ll Bring
Why Passage Health
Equal Opportunity
Passage Health is an equal opportunity employer and encourages all applicants from every background and life experience without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.
Oversee HR operations, manage contractor lifecycle, handle client escalations, and ensure compliance across a remote staffing environment.
We are seeking a high-caliber HR Operations Lead to oversee our service delivery together with our HR and Recruitment Manager. This role sits at the intersection of human resources, talent acquisition, and client success. You will be responsible for managing a diverse pool of contractors, ensuring 100% compliance with HR best practices, and acting as the primary point of contact for client escalations during high-pressure cycles. The ideal candidate is a “fixer”—someone who thrives when managing multiple moving parts and can maintain a calm, strategic head when project timelines are tight.
WHAT YOU WILL DO
HR & Contractor Management
Client Management & Project Oversight
Operational Excellence
Manage multiple projects simultaneously, utilizing project management tools to track health and progress.
Audit and improve onboarding processes to ensure rapid integration and time-to-productivity.
Analyze recruitment and HR metrics to provide data-driven reports to senior leadership.
With at least five (5) years of HR and/or Client Success experience, with at least 2–3 years in a leadership capacity.
Strong background in Contractor Management (independent contractors, BPO, staffing, or staff augmentation).
Proven experience in a client-facing role where you managed expectations and handled high-stakes escalations.
Ability to thrive in a night-shift environment and maintain peak performance during non-traditional hours.
Demonstrated ability to juggle high-priority projects at once without losing attention to detail.
WHAT AN IDEAL CANDIDATE LOOKS LIKE
Minimum Technical and Work Environment Requirements:
Internet Connection:
Primary Device:
Desktop or laptop equipped with at least:
Backup Device:
A functioning webcam.
A noise-canceling USB headset.
A quiet, dedicated home office space.
Peripherals and Workspace: A smartphone for communication and verification purposes.
Join Our Dynamic Team: Experience our fun, inclusive, innovative culture that values your unique contributions and supports your professional growth.
Embrace the Opportunities: Seize daily chances to learn, innovate, and excel. Make a real impact in your field.
Limitless Career Growth: Unlock a world of possibilities and resources to propel your career forward.
Fast-Paced Thrills: Thrive in a high-energy, engaging atmosphere. Embrace challenges and reap stimulating rewards.
Flexibility, Your Way: Embrace the freedom to work from home or any location of your choice. Create your ideal work environment.
Work-Life Balance at Its Best: Say goodbye to stressful commutes and hello to quality time with loved ones. Achieve a healthy work-life integration to perform at your best.
Manage a recruiting team, own full-cycle hiring strategy for production roles, and drive talent acquisition pipelines while scaling the department.
Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
As a key member of Anduril’s Talent Acquisition team, you will be responsible for the company’s talent management as we continue to rapidly scale and grow. Your work will be hands-on and involve collaborating with Production leaders to define the hiring needs, influence process improvements and efficiencies, and set a high bar of talent and performance. To achieve this, you will be given the autonomy and tools to execute, build, and develop Anduril’s world class team. We are looking for someone who can handle every aspect of recruiting and talent mapping, excited to be part of lean and nimble team on one mission together, where no task is too big or too small.
This is a full time position. As a Recruiting Manager, Production you will manage a large team of direct reports, partner with stakeholders across the business, while building pipelines and strategy to scale a department that is aligned with our company culture and mission.
WHAT YOU’LL DO
REQUIRED QUALIFICATIONS
PREFERRED QUALIFICATIONS
US Salary Range
$146,000—$194,000 USD
The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril’s total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:
At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.
Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We’ve observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.
To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:
No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
Please always verify communications:
Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender’s email domain is @anduril.com before providing any personal information or clicking on links.
What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.
To view Anduril’s candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.
By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.
Oversees people operations infrastructure and programs as strategic partner to the Chief People Officer, managing HR systems and initiatives.
Senior Manager leads talent acquisition operations team, optimizes recruitment processes, manages TA technology stack, and delivers analytics-driven insights to improve hiring efficiency and candidate experience.
At Braze, we have found our people. We’re a genuinely approachable, exceptionally kind, and intensely passionate crew.
We seek to ignite that passion by setting high standards, championing teamwork, and creating work-life harmony as we collectively navigate rapid growth on a global scale while striving for greater equity and opportunity – inside and outside our organization.
To flourish here, you must be prepared to set a high bar for yourself and those around you. There is always a way to contribute: Acting with autonomy, having accountability and being open to new perspectives are essential to our continued success.
Our deep curiosity to learn and our eagerness to share diverse passions with others gives us balance and injects a one-of-a-kind vibrancy into our culture.
If you are driven to solve exhilarating challenges and have a bias toward action in the face of change, you will be empowered to make a real impact here, with a sharp and passionate team at your back. If Braze sounds like a place where you can thrive, we can’t wait to meet you.
WHAT YOU’LL DO:
We are seeking a dynamic and experienced Senior Manager of Talent Acquisition Operations to design, implement, and optimize the infrastructure and processes that drive our global talent acquisition function. As a Senior Manager, you will act as a strategic partner to the TA leadership team and broader People team, focusing on process excellence, system optimization, and data integrity to enhance Braze’s talent strategy. You will be an expert in TA technology, compliance, and developing scalable, efficient processes. You are highly skilled in utilizing data to drive operational insights and solutions.
WHO YOU ARE:
For candidates based in the United States, the pay range for this position at the start of employment is expected to be between $111,000 and $167,000/year, with an expected On Target Earnings (OTE) between $125,000 and $188,000/year (including bonus or commission). Your exact offer may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. In addition to cash compensation, this role qualifies for a comprehensive Total Rewards package that includes equity grants of restricted stock (RSUs) so that you will own a piece of our company.
WHAT WE OFFER
Braze benefits vary by location, and we encourage you to review our specific benefits offerings for each country here . More details on benefits plans will be provided if you receive an offer of employment.
From offering comprehensive benefits to fostering hybrid ways of working, we’ve got you covered so you can prioritize work-life harmony. Braze offers benefits such as:
ABOUT BRAZE Braze is the leading customer engagement platform that empowers brands to Be Absolutely Engaging.™ Braze helps brands deliver great customer experiences that drive value both for consumers and for their businesses. Built on a foundation of composable intelligence, BrazeAI™ allows marketers to combine and activate AI agents, models, and features at every touchpoint throughout the Braze Customer Engagement Platform for smarter, faster, and more meaningful customer engagement. From cross-channel messaging and journey orchestration to Al-powered decisioning and optimization, Braze enables companies to turn action into interaction through autonomous, 1:1 personalized experiences.
The company has repeatedly been recognized as a Leader in marketing technology by industry analysts, and was voted a G2 “Best of Marketing and Digital Advertising Software Product” in 2025.
Braze was also named a 2025 Best Companies To Work For by U.S. News & World Report, a 2025 America’s Greatest Companies by Newsweek, and a 2025 Fortune Best Workplace in Technology™ by Great Place To Work®, among other accolades. Braze is also proudly certified as a Great Place to Work® in the U.S., the UK, Australia, and Singapore.
The company is headquartered in New York with offices in Austin, Berlin, Bucharest, Chicago, Dubai, Jakarta, London, Paris, San Francisco, São Paulo, Singapore, Seoul, Sydney and Tokyo.
BRAZE IS AN EQUAL OPPORTUNITY EMPLOYER
At Braze, we strive to create equitable growth and opportunities inside and outside the organization.
Building meaningful connections is at the heart of everything we do, and that includes our recruiting practices. We’re committed to offering all candidates a fair, accessible, and inclusive experience – regardless of age, color, disability, gender identity, marital status, maternity, national origin, pregnancy, race, religion, sex, sexual orientation, or status as a protected veteran. When applying and interviewing with Braze, we want you to feel comfortable showcasing what makes you you.
We know that sometimes different circumstances can lead talented people to hesitate to apply for a role unless they meet 100% of the criteria. If this sounds familiar, we encourage you to apply, as we’d love to meet you.
Please see our Candidate Privacy Policy for more information on how Braze processes your personal information during the recruitment process and, if applicable based on your location, how you can exercise any privacy rights.
Talent Lead builds and maintains the company's recruiting and people operations to attract exceptional talent for a healthcare AI company.
I quit medicine because I kept watching patients die needlessly, for avoidable reasons. In almost every case, the science and the clinicians were fine. It was the system around them that failed: the way information moved, the way decisions got routed, and the way fragmented teams and fragmented data turned solvable problems into tragedy.
Our mission is human wellbeing, and we’re focusing on the breakthrough technology of personalised medicine. Since the beginning, our proprietary insight has always been that the company to create a true active learning data engine with a loss function against human wellbeing would be the one to crack it, becoming one of the most impactful companies in the world as a result.
We’re now in 1,100+ clinics, across 4 product lines, serve >20% of the UK population, and have solved >5.7 million patient cases in the past 12 months alone, saving an estimated 8,600 lives. We are cash flow positive, growing fast, and have a tight crew of ~35 people.
Multiple trillion-dollar companies will be built in healthcare over the next two decades, and we intend to be one of them.
We have a knights of the round table culture with a flat hierarchy, where we empower builders to have outsized impact on millions of lives, and where we collaboratively converge on the optimal action without dogma or ego. We’re all here to serve a greater mission than ourselves. The closest analogy for our culture is probably Firefly (the TV series): a small crew on a ship at the frontier, each person exceptional in a specific way, deeply loyal to each other and the mission, resourceful under constraints, and having a genuinely good time doing something that matters. We’re carefully curated, lean, and wholeheartedly in.
If you want your skills to be at the highest possible stakes, you belong at Anima. Your work here will save lives.
- Shun
Our trajectory towards delivering personalized medicine has been unwavering since our application to YC in 2021. Long before the current “vertical AI” craze, we were obsessed with active reinforcement learning—a niche field in 2021 that the world, pre-ChatGPT, largely ignored. In 2021, we codified this in a patent that anticipated the active learning loops now fundamental to modern LLMs and agentic systems.
Talent density is the singular driver of achieving this mission. The relationship is a power law: the difference between a team of exceptional people and a team of good people compounds over time in ways that are difficult to overstate. This is why we’re so selective, why 35 people serve 20% of a country’s population, and why we’ll stay selective even under pressure to scale headcount.
As our Talent Lead, you will own this. You will build our talent function into a compounding machine that consistently brings the very best people to Anima.
It is no exaggeration to say that every new hire saves lives. The Talent Lead will own the strategy and execution of hiring for every role in the business. You will work closely with hiring managers to define job requirements, creatively source candidates across every possible channel, and define slick operations that ensure our hiring managers own their processes with a 100% F1 score (no false negatives, no false positives). We stop at nothing to recruit the very best people to Anima, and you’ll be the vector by which we achieve that.
The ideal profile is anything from a seasoned talent professional to a wickedly smart, hungry generalist who is willing to just get things done. We want a “benevolent pirate” - someone whose slightly rebellious streak makes them willing to do anything to get the right people into the Anima crew.
If this sounds like you, we cannot wait to hear from you.
The only thing that matters in this role is the outcome. No matter your background - from wickedly smart generalist to seasoned hiring professional - we’re interested in speaking to anyone who has reason to believe they can do the job.
However, we think you’re most likely to be successful in this role if:
You have sourced and hired technical roles into a company with a high technical bar.
You have excellent written communication, and can write cold outbound that senior technical candidates actually reply to.
You have stood up and run a hiring function as a system, and know how to configure an ATS (for us, Ashby) with consistent stages, scorecards and interview plans.
You have experience closing senior candidates against competing offers.
You have selected and managed third-party search partners,.
You are comfortable with numbers and can create dashboards and reporting that will build the compounding hiring engine.
Every open role has a live pipeline, with no roles starved of top-of-funnel (ToFu). You’ll own every job’s pipeline, ensuring that each has ≥5 qualified candidates with scheduled intro conversations with the hiring manager at any time; ≥2 in technical / non-technical interview stages at all times, and zero open roles with zero active candidates for more than 7 days.
The best candidates reach our pipeline through every channel available to us.
Direct outbound. You consistently get the attention of the greatest candidates on the market and bring them into a live job process.
Referrals & external advocates. You’ve set up a successful first- and second-order referral programme, with every employee’s professional network mapped and tapped at least once.
3rd-party talent partners. You have identified and established strong partnerships with the very best search partners and recruiters in every one of our target hiring geographies for our most important roles, and have a network of high-performing recruiters for other roles.
Events. You’ll have hosted Anima- or co-branded events, such as hackathons, conferences, dinners or meetups, and have made impactful appearances at career fairs at major universities in the UK and US.
Community. You have a consistent presence in the communities where the best people live, like research Slacks, niche Discords, X, or GitHub.
Inbound. Every open role appears in all the right job boards, and our externally-facing employer brand attracts the best candidates to apply for Anima.
Our pipeline runs as a well-oiled machine.
System built. You have tuned our ATS (Ashby) with consistent stages, interview plans, stages, scorecards, and reporting.
Triage. Direct applications triaged fast: the top 10% identified and moved to first conversation within 48 hours.
Hiring managers own their pipelines. Each hiring manager is trained on - and reliably runs - a written playbook designed to maximise F1 score without compromising candidate experience. They own their candidates’ progression through the hiring pipeline.
Active. You keep hiring managers accountable, and ensure that no role sits in a single funnel stage for ≥48 hours without a known direct next step or follow-up.
Closing is consistently high.
Offer acceptance ≥95%. Every final-stage candidate has a written sell plan before the offer is made, and executed on reliably, such that almost every offer gets to yes. You are relentless and creative about how we achieve this.
Time-to-fill fast enough to win against other offers. Median time-to-fill is ≤55 days (engineering), ≤45 days (business). Median time-in-stage ≤7 days. ≥90% of candidates get a decision within 2 business days of their last interview.
You have built a compounding hiring engine that gets better with every hire or rejection. Anima has mastered the discovery of power laws that result in exponentially improving functions.
Analytics. Alongside our Growth team, you will have set up live hiring dashboards and analytics which bring performance-marketing practices to hiring pipelines, so that we learn from every yes and every no.
Learning loop is alive. You run 90-day reviews on every hire, and regret-hire rate <10%. Every decline, rejection, and offer-decline has a logged reason. Quarterly post-mortem feeds into scorecards, sourcing, and close process.
We are exceptionally selective about who we hire at Anima. As a consequence, we are very generous with our team about the benefits we offer. Anima should be where you do your life’s very best work.
Salary: an exceptionally competitive base salary + variable on-target-earnings, based on candidates you successfully hire. We compensate talent like a sales role, because we think it is as important to hire A-graders here as it is in sales.
Equity: very meaningful equity, because every crew mate should share in the outcome of delivering personalised medicine.
Leave: 25 days + 8 UK public holidays, however we are very flexible with anyone who needs to take more time off during the year. We treat everyone like adults who know how to do their best work sustainably.
Parental leave: 12 weeks maternity at full pay (rising to 24 weeks after 2 years’ tenure) and 4 weeks paternity at full pay, on top of any statutory entitlements.
Health: private health insurance covering medical, dental, vision and mental health, with most pre-existing conditions covered.
Pension: 4% employer pension contributions (Nest in the UK, Guideline 401(k) match in the US, local equivalent elsewhere) + full salary sacrifice offered, with 100% of NI savings passed to employees.
Learning budget: $1,000/year (or local equivalent) to spend on books, courses, conferences, or anything else that sharpens your craft.
Wellness: 50% subscription matching up to £50/month (e.g. gym), plus Cyclescheme in the UK.
Childcare: access to the UK workplace nursery scheme, saving up to 45% on nursery fees via pre-tax salary.
Remote setup: a high-spec MacBook plus budget for monitor, desk and chair — and up to £250/month for a co-working space if you’re not near our office.
Hybrid work: a beautiful, modern office in Farringdon, with at least 2 days a week (preferably more) in person.
Offsites: at least 2 full-team offsites a year, plus smaller regional meet-ups and hackhouses.
UK visa sponsorship: the best talent is global, and we’ll sponsor visas for exceptional candidates to live and work with us in the UK.
Talent Lead builds and scales the recruiting/hiring function to attract exceptional people for a healthcare AI company's mission-critical team.
I quit medicine because I kept watching patients die needlessly, for avoidable reasons. In almost every case, the science and the clinicians were fine. It was the system around them that failed: the way information moved, the way decisions got routed, and the way fragmented teams and fragmented data turned solvable problems into tragedy.
Our mission is human wellbeing, and we’re focusing on the breakthrough technology of personalised medicine. Since the beginning, our proprietary insight has always been that the company to create a true active learning data engine with a loss function against human wellbeing would be the one to crack it, becoming one of the most impactful companies in the world as a result.
We’re now in 1,100+ clinics, across 4 product lines, serve >20% of the UK population, and have solved >5.7 million patient cases in the past 12 months alone, saving an estimated 8,600 lives. We are cash flow positive, growing fast, and have a tight crew of ~35 people.
Multiple trillion-dollar companies will be built in healthcare over the next two decades, and we intend to be one of them.
We have a knights of the round table culture with a flat hierarchy, where we empower builders to have outsized impact on millions of lives, and where we collaboratively converge on the optimal action without dogma or ego. We’re all here to serve a greater mission than ourselves. The closest analogy for our culture is probably Firefly (the TV series): a small crew on a ship at the frontier, each person exceptional in a specific way, deeply loyal to each other and the mission, resourceful under constraints, and having a genuinely good time doing something that matters. We’re carefully curated, lean, and wholeheartedly in.
If you want your skills to be at the highest possible stakes, you belong at Anima. Your work here will save lives.
- Shun
Our trajectory towards delivering personalized medicine has been unwavering since our application to YC in 2021. Long before the current “vertical AI” craze, we were obsessed with active reinforcement learning—a niche field in 2021 that the world, pre-ChatGPT, largely ignored. In 2021, we codified this in a patent that anticipated the active learning loops now fundamental to modern LLMs and agentic systems.
Talent density is the singular driver of achieving this mission. The relationship is a power law: the difference between a team of exceptional people and a team of good people compounds over time in ways that are difficult to overstate. This is why we’re so selective, why 35 people serve 20% of a country’s population, and why we’ll stay selective even under pressure to scale headcount.
As our Talent Lead, you will own this. You will build our talent function into a compounding machine that consistently brings the very best people to Anima.
It is no exaggeration to say that every new hire saves lives. The Talent Lead will own the strategy and execution of hiring for every role in the business. You will work closely with hiring managers to define job requirements, creatively source candidates across every possible channel, and define slick operations that ensure our hiring managers own their processes with a 100% F1 score (no false negatives, no false positives). We stop at nothing to recruit the very best people to Anima, and you’ll be the vector by which we achieve that.
The ideal profile is anything from a seasoned talent professional to a wickedly smart, hungry generalist who is willing to just get things done. We want a “benevolent pirate” - someone whose slightly rebellious streak makes them willing to do anything to get the right people into the Anima crew.
If this sounds like you, we cannot wait to hear from you.
The only thing that matters in this role is the outcome. No matter your background - from wickedly smart generalist to seasoned hiring professional - we’re interested in speaking to anyone who has reason to believe they can do the job.
However, we think you’re most likely to be successful in this role if:
You have sourced and hired technical roles into a company with a high technical bar.
You have excellent written communication, and can write cold outbound that senior technical candidates actually reply to.
You have stood up and run a hiring function as a system, and know how to configure an ATS (for us, Ashby) with consistent stages, scorecards and interview plans.
You have experience closing senior candidates against competing offers.
You have selected and managed third-party search partners,.
You are comfortable with numbers and can create dashboards and reporting that will build the compounding hiring engine.
Every open role has a live pipeline, with no roles starved of top-of-funnel (ToFu). You’ll own every job’s pipeline, ensuring that each has ≥5 qualified candidates with scheduled intro conversations with the hiring manager at any time; ≥2 in technical / non-technical interview stages at all times, and zero open roles with zero active candidates for more than 7 days.
The best candidates reach our pipeline through every channel available to us.
Direct outbound. You consistently get the attention of the greatest candidates on the market and bring them into a live job process.
Referrals & external advocates. You’ve set up a successful first- and second-order referral programme, with every employee’s professional network mapped and tapped at least once.
3rd-party talent partners. You have identified and established strong partnerships with the very best search partners and recruiters in every one of our target hiring geographies for our most important roles, and have a network of high-performing recruiters for other roles.
Events. You’ll have hosted Anima- or co-branded events, such as hackathons, conferences, dinners or meetups, and have made impactful appearances at career fairs at major universities in the UK and US.
Community. You have a consistent presence in the communities where the best people live, like research Slacks, niche Discords, X, or GitHub.
Inbound. Every open role appears in all the right job boards, and our externally-facing employer brand attracts the best candidates to apply for Anima.
Our pipeline runs as a well-oiled machine.
System built. You have tuned our ATS (Ashby) with consistent stages, interview plans, stages, scorecards, and reporting.
Triage. Direct applications triaged fast: the top 10% identified and moved to first conversation within 48 hours.
Hiring managers own their pipelines. Each hiring manager is trained on - and reliably runs - a written playbook designed to maximise F1 score without compromising candidate experience. They own their candidates’ progression through the hiring pipeline.
Active. You keep hiring managers accountable, and ensure that no role sits in a single funnel stage for ≥48 hours without a known direct next step or follow-up.
Closing is consistently high.
Offer acceptance ≥95%. Every final-stage candidate has a written sell plan before the offer is made, and executed on reliably, such that almost every offer gets to yes. You are relentless and creative about how we achieve this.
Time-to-fill fast enough to win against other offers. Median time-to-fill is ≤55 days (engineering), ≤45 days (business). Median time-in-stage ≤7 days. ≥90% of candidates get a decision within 2 business days of their last interview.
You have built a compounding hiring engine that gets better with every hire or rejection. Anima has mastered the discovery of power laws that result in exponentially improving functions.
Analytics. Alongside our Growth team, you will have set up live hiring dashboards and analytics which bring performance-marketing practices to hiring pipelines, so that we learn from every yes and every no.
Learning loop is alive. You run 90-day reviews on every hire, and regret-hire rate <10%. Every decline, rejection, and offer-decline has a logged reason. Quarterly post-mortem feeds into scorecards, sourcing, and close process.
We are exceptionally selective about who we hire at Anima. As a consequence, we are very generous with our team about the benefits we offer. Anima should be where you do your life’s very best work.
Salary: an exceptionally competitive base salary + variable on-target-earnings, based on candidates you successfully hire. We compensate talent like a sales role, because we think it is as important to hire A-graders here as it is in sales.
Equity: very meaningful equity, because every crew mate should share in the outcome of delivering personalised medicine.
Leave: 25 days + 8 UK public holidays, however we are very flexible with anyone who needs to take more time off during the year. We treat everyone like adults who know how to do their best work sustainably.
Parental leave: 12 weeks maternity at full pay (rising to 24 weeks after 2 years’ tenure) and 4 weeks paternity at full pay, on top of any statutory entitlements.
Health: private health insurance covering medical, dental, vision and mental health, with most pre-existing conditions covered.
Pension: 4% employer pension contributions (Nest in the UK, Guideline 401(k) match in the US, local equivalent elsewhere) + full salary sacrifice offered, with 100% of NI savings passed to employees.
Learning budget: $1,000/year (or local equivalent) to spend on books, courses, conferences, or anything else that sharpens your craft.
Wellness: 50% subscription matching up to £50/month (e.g. gym), plus Cyclescheme in the UK.
Childcare: access to the UK workplace nursery scheme, saving up to 45% on nursery fees via pre-tax salary.
Remote setup: a high-spec MacBook plus budget for monitor, desk and chair — and up to £250/month for a co-working space if you’re not near our office.
Hybrid work: a beautiful, modern office in Farringdon, with at least 2 days a week (preferably more) in person.
Offsites: at least 2 full-team offsites a year, plus smaller regional meet-ups and hackhouses.
UK visa sponsorship: the best talent is global, and we’ll sponsor visas for exceptional candidates to live and work with us in the UK.
