CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.

Job Overview:

We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.

Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays

Important Information:

• The overall hiring salary range for this position is $60,000 to $80,000 annually.
• This position is for an existing vacancy
• We do not use AI to screen, assess, or select applicants

Role Evolution:

This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.

Job Duties:

Talent Acquisition

• Manage full-cycle recruitment for assigned requisitions, from intake meeting through offer acceptance
• Source active and passive candidates through job boards, LinkedIn Recruiter, employee referrals, and other channels
• Write and post clear, inclusive job descriptions across internal and external job boards
• Screen resumes and conduct initial phone/video interviews to assess candidate fit
• Coordinate interview logistics with hiring managers and manage a positive candidate experience throughout the process
• Manage requisitions and candidate pipelines within the Applicant Tracking System (ATS)
• Send/monitor background checks, and draft and negotiate offer letters
• Build and maintain talent pipelines for hard-to-fill and recurring roles
• Track and report on recruitment metrics (time-to-fill, source of hire, pipeline conversion, etc.)
• Support employer branding initiatives, including career page content and participation in job fairs and campus recruiting
• Partner with hiring managers to forecast hiring needs and develop recruitment strategies

Onboarding

• Ensure new hires are set up in internal systems and prepared for their first day
• Lead HR onboarding sessions
• Collect feedback on the initial onboarding experience via a survey after the first week
• Serve as the primary point of contact for candidates and new hires
• Conduct 90-day check-ins with staff and share feedback with relevant managers
• Maintain and update onboarding documentation
• Monitor HR metrics related to recruitment and onboarding

Employee Relations & Performance Management

• Setting up and overseeing the performance review process
• Assisting managers with handling any performance concerns
• Respond to employee queries and provide support and assistance to staff
• Manage employee lifecycle changes, including title updates, managerial transitions, and promotions
• Process departures and terminations, as needed

HR Administration & Culture

• Maintaining HR records and updating employee personnel file accordingly

• Benefit Administration

• Support in-person social activities and corporate events, including health and wellness initiatives

• Work with the Learning & Development team on training initiatives

• Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team

• Provide suggestions on policy and process improvements

• Other related HR duties

• At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition

• Bachelor’s Degree in a relevant field of study

• Completed HR coursework

• Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)

• Strong candidate assessment, interviewing, and negotiation skills

• Ability to come into the office at least 2 times per week

• Excellent communication skills

• Understanding of Canadian legislation

• Good organization and time management skills

• Ability to manage multiple open requisitions and competing priorities

• Ability to work independently and as part of a team

• Competitive benefits Package (including Health & Dental benefits)

• Paid vacation and personal days

• Townhall meetings where all employees are encouraged to participate in open discussions

• Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants

• Outdoor lunch space, including picnic tables

• An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)

• Health and Wellness webinars

• RRSP Matching Program after 2 years of employment

• Experience in a rapidly growing, socially responsible corporation

CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.

CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.

Job Overview:

We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.

Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays

Important Information:

• The overall hiring salary range for this position is $60,000 to $80,000 annually.
• This position is for an existing vacancy
• We do not use AI to screen, assess, or select applicants

Role Evolution:

This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.

Job Duties:

Talent Acquisition

• Manage full-cycle recruitment for assigned requisitions, from intake meeting through offer acceptance
• Source active and passive candidates through job boards, LinkedIn Recruiter, employee referrals, and other channels
• Write and post clear, inclusive job descriptions across internal and external job boards
• Screen resumes and conduct initial phone/video interviews to assess candidate fit
• Coordinate interview logistics with hiring managers and manage a positive candidate experience throughout the process
• Manage requisitions and candidate pipelines within the Applicant Tracking System (ATS)
• Send/monitor background checks, and draft and negotiate offer letters
• Build and maintain talent pipelines for hard-to-fill and recurring roles
• Track and report on recruitment metrics (time-to-fill, source of hire, pipeline conversion, etc.)
• Support employer branding initiatives, including career page content and participation in job fairs and campus recruiting
• Partner with hiring managers to forecast hiring needs and develop recruitment strategies

Onboarding

• Ensure new hires are set up in internal systems and prepared for their first day
• Lead HR onboarding sessions
• Collect feedback on the initial onboarding experience via a survey after the first week
• Serve as the primary point of contact for candidates and new hires
• Conduct 90-day check-ins with staff and share feedback with relevant managers
• Maintain and update onboarding documentation
• Monitor HR metrics related to recruitment and onboarding

Employee Relations & Performance Management

• Setting up and overseeing the performance review process
• Assisting managers with handling any performance concerns
• Respond to employee queries and provide support and assistance to staff
• Manage employee lifecycle changes, including title updates, managerial transitions, and promotions
• Process departures and terminations, as needed

HR Administration & Culture

• Maintaining HR records and updating employee personnel file accordingly

• Benefit Administration

• Support in-person social activities and corporate events, including health and wellness initiatives

• Work with the Learning & Development team on training initiatives

• Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team

• Provide suggestions on policy and process improvements

• Other related HR duties

• At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition

• Bachelor’s Degree in a relevant field of study

• Completed HR coursework

• Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)

• Strong candidate assessment, interviewing, and negotiation skills

• Ability to come into the office at least 2 times per week

• Excellent communication skills

• Understanding of Canadian legislation

• Good organization and time management skills

• Ability to manage multiple open requisitions and competing priorities

• Ability to work independently and as part of a team

• Competitive benefits Package (including Health & Dental benefits)

• Paid vacation and personal days

• Townhall meetings where all employees are encouraged to participate in open discussions

• Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants

• Outdoor lunch space, including picnic tables

• An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)

• Health and Wellness webinars

• RRSP Matching Program after 2 years of employment

• Experience in a rapidly growing, socially responsible corporation

CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.

CMiC is the leading provider of complete, integrated and advanced enterprise level software solutions for construction and capital projects. For nearly four decades, CMiC has partnered with the largest and most technologically progressive AEC firms and capital project owners in North America, gaining detailed insight into the unique business needs of the industry. From that experience, CMiC has created CMiC Open Enterprise v10, the most advanced construction and capital project software solution ever developed. Combining an incredibly flexible technological infrastructure with a philosophy of total integration, CMiC Open Enterprise v10 lowers costs, improves productivity and increases interoperability.

Job Overview:

We are searching for a seasoned HR Generalist & Talent Acquisition Specialist with 2-6 years of experience. Candidates with more experience are also welcome to apply! This role blends full-cycle talent acquisition with broad HR generalist responsibilities and will be one of the key faces in the company with the ability to develop strong working relationships with various stakeholders. The successful candidate will own recruitment from requisition through offer, while also performing work in Employee Relations, Performance Management, Onboarding, Benefit Administration, and other day-to-day HR tasks. The position reports directly to the HR Manager.

Please note this role is a hybrid role, requiring at least 2 days in office per week. The successful candidate must be able to be in office on Tuesdays and Wednesdays

Important Information:

• The overall hiring salary range for this position is $60,000 to $80,000 annually.
• This position is for an existing vacancy
• We do not use AI to screen, assess, or select applicants

Role Evolution:

This role is designed to grow over the first year. For the first eight months, the focus will be on Onboarding and Talent Acquisition — full-cycle recruitment, onboarding delivery, and building out sourcing and hiring processes. From there, the role will expand into Employee Lifecycle Management, taking on greater ownership of performance management, promotions, transfers, and other lifecycle changes, alongside the broader HR Generalist responsibilities outlined below.

Job Duties:

Talent Acquisition

• Manage full-cycle recruitment for assigned requisitions, from intake meeting through offer acceptance
• Source active and passive candidates through job boards, LinkedIn Recruiter, employee referrals, and other channels
• Write and post clear, inclusive job descriptions across internal and external job boards
• Screen resumes and conduct initial phone/video interviews to assess candidate fit
• Coordinate interview logistics with hiring managers and manage a positive candidate experience throughout the process
• Manage requisitions and candidate pipelines within the Applicant Tracking System (ATS)
• Send/monitor background checks, and draft and negotiate offer letters
• Build and maintain talent pipelines for hard-to-fill and recurring roles
• Track and report on recruitment metrics (time-to-fill, source of hire, pipeline conversion, etc.)
• Support employer branding initiatives, including career page content and participation in job fairs and campus recruiting
• Partner with hiring managers to forecast hiring needs and develop recruitment strategies

Onboarding

• Ensure new hires are set up in internal systems and prepared for their first day
• Lead HR onboarding sessions
• Collect feedback on the initial onboarding experience via a survey after the first week
• Serve as the primary point of contact for candidates and new hires
• Conduct 90-day check-ins with staff and share feedback with relevant managers
• Maintain and update onboarding documentation
• Monitor HR metrics related to recruitment and onboarding

Employee Relations & Performance Management

• Setting up and overseeing the performance review process
• Assisting managers with handling any performance concerns
• Respond to employee queries and provide support and assistance to staff
• Manage employee lifecycle changes, including title updates, managerial transitions, and promotions
• Process departures and terminations, as needed

HR Administration & Culture

• Maintaining HR records and updating employee personnel file accordingly

• Benefit Administration

• Support in-person social activities and corporate events, including health and wellness initiatives

• Work with the Learning & Development team on training initiatives

• Work closely and provide support to various stakeholders i.e. Other HR team members, Admin department, Employees, Managers, and Senior Leadership Team

• Provide suggestions on policy and process improvements

• Other related HR duties

• At least 2 – 6 years of relevant experience in an HR role, with demonstrated experience in full-cycle recruitment/talent acquisition

• Bachelor’s Degree in a relevant field of study

• Completed HR coursework

• Hands-on experience with an Applicant Tracking System (ATS) and candidate sourcing tools (e.g., LinkedIn Recruiter, Boolean search)

• Strong candidate assessment, interviewing, and negotiation skills

• Ability to come into the office at least 2 times per week

• Excellent communication skills

• Understanding of Canadian legislation

• Good organization and time management skills

• Ability to manage multiple open requisitions and competing priorities

• Ability to work independently and as part of a team

• Competitive benefits Package (including Health & Dental benefits)

• Paid vacation and personal days

• Townhall meetings where all employees are encouraged to participate in open discussions

• Located on York University’s campus, easily accessible by transit (TTC, GO, etc.), walking distance to shopping and restaurants

• Outdoor lunch space, including picnic tables

• An active Social Events Committee (past events include annual seasonal parties, pool and bowling tournaments, karaoke nights, Game nights, BBQ’s, and more)

• Health and Wellness webinars

• RRSP Matching Program after 2 years of employment

• Experience in a rapidly growing, socially responsible corporation

CMiC is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, CMiC will provide accommodation to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.

Flex is building the AI-native private bank for business owners. We’re re-architecting the entire financial system for entrepreneurs—from the first dollar a business earns to how that value compounds, moves,...

APPLICATION INSTRUCTIONS: If you’ve already completed the 20four7VA Recruiting Process—including the Final Interview—or have previously been contracted by a 20four7VA Client, please make sure to apply via the 20four7VA Team Portal for faster processing. Use any valid email address to log in.

If you’ve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below.

💡 Quick Tip: Upload your resume first—this will automatically populate most of the fields in the application form. Let the magic happen!

If you’re interested in this opportunity, click APPLY TO POSITION to proceed.

\*\*\******************************************************************

Title: Independent Contractor – DSP-CPT-11443 Recruiting & Driver Onboarding Virtual Assistant/Business Support VA/Junior-Senior Level (Remote).

Overview

20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia.

An Amazon DSP operator is seeking a full-time Recruiting & Driver Onboarding Virtual Assistant to support hiring for a temporary second location in Edgewood, Maryland. This position is expected to support the business through the approximately 16-week peak season, with hours potentially reduced following year-end based on hiring needs.

The immediate priority is recruiting and onboarding drivers for the new location. The VA will support the hiring process from candidate coordination and interviews through drug screening, background checks, and onboarding.

The ideal candidate has strong high-volume recruiting, onboarding, and logistics experience and is comfortable managing multiple candidates through a structured hiring process. The client is looking to begin as soon as possible ahead of the new location’s launch.

The objective of each engagement is to assist the client in improving business efficiency, enhancing service delivery, or supporting operational functions through high-quality, task-specific services rendered by a qualified contractor.

Scope of Services

Contractors will be required to provide services that align with the following client tasks:

Recruiting & Candidate Management

• Manage incoming applicants through Indeed and SmartRecruiters
• Review and organize driver candidates
• Conduct initial candidate screening and qualification
• Schedule and conduct interviews by phone or Zoom as directed
• Maintain accurate candidate statuses and hiring trackers
• Follow up consistently with candidates throughout the hiring process

Driver Onboarding

• Coordinate drug screenings and background checks
• Track completion of required onboarding steps
• Follow up with candidates regarding missing documents or outstanding requirements
• Maintain organized spreadsheets and candidate records
• Help move qualified candidates efficiently from application through onboarding
• Escalate issues or exceptions to the client as needed

Recruiting Administration

• Maintain accurate recruiting and onboarding documentation
• Update candidate spreadsheets and hiring records
• Track upcoming interviews, screenings, and onboarding requirements
• Assist with additional recruiting and hiring-related administrative tasks as needed

Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing.

Skills

The Contractor must demonstrate proficiency in the following, depending on the Client’s requirements:

• Previous recruiting and onboarding experience required
• High-volume recruiting experience strongly preferred
• Logistics, transportation, delivery, warehouse, or similar workforce experience strongly preferred
• Experience recruiting drivers or other high-volume hourly workers is a plus
• Indeed experience required
• SmartRecruiters experience strongly preferred
• Strong spreadsheet and candidate-tracking skills
• Comfortable conducting candidate interviews by phone and Zoom
• Strong written and verbal English communication required

IDEAL CANDIDATE PROFILE

• Experienced with high-volume recruiting and onboarding
• Comfortable managing multiple candidates at different stages of the hiring process
• Strong phone and video-interview communication skills
• Highly organized with excellent follow-through
• Proactive with candidate communication and follow-up
• Comfortable working in a fast-paced logistics environment
• Able to quickly learn and follow an established hiring process
• Dependable and capable of working against aggressive staffing deadlines

APPLICATION SOFTWARE KNOWLEDGEABLE / REQUIRED

• Indeed
• SmartRecruiters – Preferred
• Microsoft Excel / Google Sheets
• Zoom / Video Interview Platforms
• Microsoft Office / Google Workspace

Work Schedule

• Contracted Hours per Week: 40 Hours
• Scheduled Working Days: Monday through Friday (unless otherwise mutually agreed in writing)
• Daily Working Time: 8 AM - 5 PM EST (with 1 hour lunch)

Note: The Company will make reasonable efforts to align the Assigned VA’s schedule with the Client’s preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW.

Terms of Engagement

• Contractors will operate under a Master Services Agreement and a Statement of Work
• This is not an offer of employment; contractors are not employees of 20four7VA or any client
• All compensation is processed through 20four7VA according to the terms of the engagement

Role Summary & Requirements

• REQUIRED SERVICE: Business Support
• REQUESTED EXPERIENCE TIER LEVEL: Junior, Senior Level
• Contracted Hours per Week: 40 hours/week
• Daily Working Time: 8 AM - 5 PM EST (with 1-hour lunch)
• Scheduled Working Days: Monday-Friday
• REPORTING TO/POC: To Be Determined
• Number of VAs: 1
• GENDER PREFERENCE: None
• LANGUAGES SPOKEN/PREFERENCE: English
• ACCENT PREFERENCE: Level A-B (Native or near-native English accent required)
• REGION PREFERENCES: Any

What we offer

• Competitive rates
• Weekly payments
• Various open roles are available
• Free training and upskilling
• Constant support and guidance
• A vibrant community always ready to support you
• And more!

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...

Shape the Future of AI At Labelbox, we’re building the critical infrastructure that powers breakthrough AI models at leading research labs and enterprises. Since 2018, we’ve been pioneering data-centric approaches...

Overview of the role:

We’re on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, we’re looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.

Joining a small, collaborative People & Culture team, you’ll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. You’ll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.

What you’ll be doing

• Own recruitment processes from beginning to end, including everything from intake and job-posting through sourcing, candidate communication, interviews, feedback, rejections, and close.
• Partner with hiring managers to clarify role requirements, design effective interview processes, calibrate on candidates, and keep searches moving.
• Develop sourcing strategies and build qualified pipelines for a variety of roles, with a strong focus on technical hiring (think, software engineers, some QA, product managers, etc.)
• Use LinkedIn Recruiter, Juicebox, professional communities, referrals, events, and other creative channels to source and engage candidates.
• Use data to drive how you recruit, including maintaining updated dashboards and organized processes within our ATS (currently Lever), tracking recruiting metrics and using funnel insights to improve how we recruit.
• Identify recruitment bottlenecks and implement practical improvements that reduce friction for candidates and hiring teams.
• Support employer-brand initiatives, including regular content for the PolicyMe LinkedIn page and careers content.
• Contribute to a thoughtful, inclusive, and consistent candidate experience at every stage of the process.

What we are looking for

• 2–5 years of recruiting experience in a fast-paced, high-growth technology, startup, scale-up, agency, or similar environment.
• Bachelor’s degree in business, human resources, or a related field, or equivalent experience.
• End-to-end recruiting experience, from intake through offer and close, with strong partnerships across hiring managers and recruiting teams.
• Hands-on technical recruiting experience across software engineering, product, QA, and design roles.
• Highly organized and detail-oriented, with the ability to manage multiple searches, projects, timelines, and stakeholders.
• Proactive, clear communicator who builds trust with candidates and cross-functional partners while effectively surfacing progress, priorities, and risks.
• Analytical and action-oriented problem solver who diagnoses issues, recommends solutions, and follows through.
• Experience with LinkedIn Recruiter, Juicebox or similar sourcing tools, Brighthire, and Lever or another ATS.
• Curious and committed to continuously improving recruiting skills, tools, and processes, including a keen interest in using AI in how we build best-in-class recruitment and candidate experiences.
• Preference for Toronto-based, with interest in coming into our office on Thursdays (office is in Yorkville, there is no mandate to come in!).

Why join us:

• Generous PTO - 20 vacation days
• A comprehensive benefits plan with premiums paid in full by PolicyMe
• Investment in your professional development, including an L&D budget, AI tooling budget, performance reviews twice a year and ongoing feedback to ensure you reach your highest potential
• An extremely high performing, low-ego, remote-first team that is truly disrupting an old industry
• Option to work from home or our Toronto-based office (bonus: we cover the costs to bring all our employees in-person twice a year for experiential socials!)
• Access to stock options based on performance
• Compensation: The total target cash compensation for this role is $88,000–$100,000 CAD, based on experience. We’ll walk through the details together during the interview.

About PolicyMe:

At PolicyMe, we are Canada’s leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadians’ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.

We are proud of the team we’ve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If you’re looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.

Additional Notes:

• Job Vacancy: This role reflects growth in our team and expanded operational scope. We’re hiring to support increasing demand and continue delivering an exceptional customer experience.
• Commitment to Equal Opportunity: PolicyMe is an equal opportunity employer. We welcome applicants of all backgrounds and provide fair consideration regardless of race, colour, religion, sex, sexual orientation, gender identity, national origin, or disability.
• Accessibility Statement: We are committed to providing an accessible hiring experience. If you require accommodations during the application process, please indicate this in the “Additional Information” section of your application.

We thank all applicants for their interest, however, only those selected for an interview will be contacted.

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.

Overview of the role:

We’re on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, we’re looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.

Joining a small, collaborative People & Culture team, you’ll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. You’ll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.

What you’ll be doing

• Own recruitment processes from beginning to end, including everything from intake and job-posting through sourcing, candidate communication, interviews, feedback, rejections, and close.
• Partner with hiring managers to clarify role requirements, design effective interview processes, calibrate on candidates, and keep searches moving.
• Develop sourcing strategies and build qualified pipelines for a variety of roles, with a strong focus on technical hiring (think, software engineers, some QA, product managers, etc.)
• Use LinkedIn Recruiter, Juicebox, professional communities, referrals, events, and other creative channels to source and engage candidates.
• Use data to drive how you recruit, including maintaining updated dashboards and organized processes within our ATS (currently Lever), tracking recruiting metrics and using funnel insights to improve how we recruit.
• Identify recruitment bottlenecks and implement practical improvements that reduce friction for candidates and hiring teams.
• Support employer-brand initiatives, including regular content for the PolicyMe LinkedIn page and careers content.
• Contribute to a thoughtful, inclusive, and consistent candidate experience at every stage of the process.

What we are looking for

• 2–5 years of recruiting experience in a fast-paced, high-growth technology, startup, scale-up, agency, or similar environment.
• Bachelor’s degree in business, human resources, or a related field, or equivalent experience.
• End-to-end recruiting experience, from intake through offer and close, with strong partnerships across hiring managers and recruiting teams.
• Hands-on technical recruiting experience across software engineering, product, QA, and design roles.
• Highly organized and detail-oriented, with the ability to manage multiple searches, projects, timelines, and stakeholders.
• Proactive, clear communicator who builds trust with candidates and cross-functional partners while effectively surfacing progress, priorities, and risks.
• Analytical and action-oriented problem solver who diagnoses issues, recommends solutions, and follows through.
• Experience with LinkedIn Recruiter, Juicebox or similar sourcing tools, Brighthire, and Lever or another ATS.
• Curious and committed to continuously improving recruiting skills, tools, and processes, including a keen interest in using AI in how we build best-in-class recruitment and candidate experiences.
• Preference for Toronto-based, with interest in coming into our office on Thursdays (office is in Yorkville, there is no mandate to come in!).

Why join us:

• Generous PTO - 20 vacation days
• A comprehensive benefits plan with premiums paid in full by PolicyMe
• Investment in your professional development, including an L&D budget, AI tooling budget, performance reviews twice a year and ongoing feedback to ensure you reach your highest potential
• An extremely high performing, low-ego, remote-first team that is truly disrupting an old industry
• Option to work from home or our Toronto-based office (bonus: we cover the costs to bring all our employees in-person twice a year for experiential socials!)
• Access to stock options based on performance
• Compensation: The total target cash compensation for this role is $88,000–$100,000 CAD, based on experience. We’ll walk through the details together during the interview.

About PolicyMe:

At PolicyMe, we are Canada’s leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadians’ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.

We are proud of the team we’ve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If you’re looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.

Additional Notes:

• Job Vacancy: This role reflects growth in our team and expanded operational scope. We’re hiring to support increasing demand and continue delivering an exceptional customer experience.
• Commitment to Equal Opportunity: PolicyMe is an equal opportunity employer. We welcome applicants of all backgrounds and provide fair consideration regardless of race, colour, religion, sex, sexual orientation, gender identity, national origin, or disability.
• Accessibility Statement: We are committed to providing an accessible hiring experience. If you require accommodations during the application process, please indicate this in the “Additional Information” section of your application.

We thank all applicants for their interest, however, only those selected for an interview will be contacted.

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.

Applied Intuition, Inc. is powering the future of physical AI. Founded in 2017 and now valued at $15 billion, the Silicon Valley company is creating the digital infrastructure needed to...

Who we are?

Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.

Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.

Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.

In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.

Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.

Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.

How would you support our success?

Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.

You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.

You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.

Alongside your day-to-day partnering, you’ll partner on a number of projects:

• Helping organise our Leadership Days.

• Organising AI impact workshops with departments across the business, to help support our AI transformation.

• Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.

• Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.

You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.

Your responsibilities

• Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.

• Change & Transformation Support:

Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.

• Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.

• Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.

• Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.

• DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.

• HR Generalist & Employee Relations Support:

As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.

• HR Data & Reporting: Help improve how we use HR data, turning it into insights that support more meaningful conversations with business stakeholders.

Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.

• Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.

• Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.

What would success look like?

Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.

What will support our success?

Experience and Qualifications

• Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.

• Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.

• Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.

• Comfortable using HR data to inform decisions and support conversations with stakeholders.

• Experienced in working in an international context, with a working knowledge of UK employment practices.

• Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.

• Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.

• Available for a 12-month assignment starting early January 2027 through end of January 2028.

Skills and knowledge

• Solid coaching and advisory skills to support and develop people managers.

• Good grasp of change management, and comfortable partnering with stakeholders on this.

• Comfortable working with HR data and turning it into useful insights.

• Exceptional communication and influencing skills.

• Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.

• Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.

• High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.

• Solid problem-solving skills to work through people issues with capability and attentiveness.

• Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.

Attitude and personality-related traits

• Hands-on and pragmatic, comfortable rolling up your sleeves.

• Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.

• Communicative, and quick to build trust and credibility with managers and teams.

• Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.

• Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.

• Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.

We care for you

• Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.

• A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.

• Grow with us- Take advantage of career development opportunities and a personal training allowance to support your growth.

• Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).

• Fair compensation- Receive a competitive rewards package with benefits tailored to your role.

• Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.

£63,750 - £86,250 a year

Please note:

Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.

How we work

At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.

We have a unique culture with our values ​​as the backbone:

Who we are - Authentically human

How we think - With a growth mindset

How we act - Bravely,  side by side

How we win - By doing what we love

At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.

At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.

We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.

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.

Who we are?

Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.

Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, we’ve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.

Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.

In 2023, Silverfin became part of the Visma Group, joining one of Europe’s leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.

Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.

Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), we’re a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.

How would you support our success?

Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and we’re looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.

You’ll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, you’ll also be the go-to point of contact for HR-related questions from across the UK business more broadly – in practice the role carries a somewhat more generalist flavour than the title suggests, even though that’s not the intention behind it.

You’ll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though you’ll stay aligned to these topics as they intersect with your day-to-day partnering.

Alongside your day-to-day partnering, you’ll partner on a number of projects:

• Helping organise our Leadership Days.

• Organising AI impact workshops with departments across the business, to help support our AI transformation.

• Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs – helping teams through those changes with attentiveness and clarity.

• Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.

You’ll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As you’ll be the only HR presence in the UK day-to-day, you’ll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.

Your responsibilities

• Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.

• Change & Transformation Support:

Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.

• Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the company’s success.

• Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.

• Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end – running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.

• DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.

• HR Generalist & Employee Relations Support:

As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. You’ll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.

• HR Data & Reporting: Help improve how we use HR data, turning it into insights that support more meaningful conversations with business stakeholders.

Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.

• Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.

• Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.

What would success look like?

Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellen’s maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. We’ll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel – not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.

What will support our success?

Experience and Qualifications

• Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.

• Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.

• Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.

• Comfortable using HR data to inform decisions and support conversations with stakeholders.

• Experienced in working in an international context, with a working knowledge of UK employment practices.

• Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.

• Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.

• Available for a 12-month assignment starting early January 2027 through end of January 2028.

Skills and knowledge

• Solid coaching and advisory skills to support and develop people managers.

• Good grasp of change management, and comfortable partnering with stakeholders on this.

• Comfortable working with HR data and turning it into useful insights.

• Exceptional communication and influencing skills.

• Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.

• Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.

• High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.

• Solid problem-solving skills to work through people issues with capability and attentiveness.

• Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.

Attitude and personality-related traits

• Hands-on and pragmatic, comfortable rolling up your sleeves.

• Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.

• Communicative, and quick to build trust and credibility with managers and teams.

• Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.

• Adaptability and steadiness – comfortable stepping into an ongoing role and juggling multiple priorities from day one.

• Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.

We care for you

• Be part of something bigger - Join a growing SaaS company that’s now proudly part of Visma, Europe’s leader in mission-critical cloud software.

• A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.

• Grow with us- Take advantage of career development opportunities and a personal training allowance to support your growth.

• Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).

• Fair compensation- Receive a competitive rewards package with benefits tailored to your role.

• Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.

£63,750 - £86,250 a year

Please note:

Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.

How we work

At Silverfin, we’re an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. We’re committed to elevating talent by creating an environment where we can all thrive together.

We have a unique culture with our values ​​as the backbone:

Who we are - Authentically human

How we think - With a growth mindset

How we act - Bravely,  side by side

How we win - By doing what we love

At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.

At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.

We want you to reach your full potential. To get you there, we don’t want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.

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 Pair Team

At Pair Team, we’re an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.

We’re building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.

Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.

We’re one of the largest Enhanced Care Management providers in California and are on track to build the nation’s largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.

At Pair Team, were not just delivering care - we’re building the future of more equitable, community-driven healthcare.

Our Values

• Lead with integrity: We keep our commitments and take responsibility for our actions. We are dependable and choose authenticity over perfection.
• Embrace challenges: We leave our egos at the door and step forward into discomfort instead of back into safety. We help each other to learn and provide feedback using candor and kindness.
• Break through walls: We go the extra mile for our patients, partners and one another, and we run toward hard things. We are resilient in our push for consistent improvement and challenge the status quo.
• Act beyond yourself: We build each other up and respect boundaries. We seek first to understand and assume positive intent.
• Care comes first: We hold ourselves to the highest standards for our patients. We are relentless in the pursuit of our mission, and ensure that we are taking care of ourselves in order to care for others.

In the News

• Forbes: For Pair Team, Accessibility Is About Delivering Healthcare To Those Who Need It The Most
• TechCrunch: Building for Medicaid’s regulatory moment with Neil Batlivala from Pair Team
• Axios: Pair Team collects $9M for Medicaid-based care

About the Opportunity

Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. You’ll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.

In this role, you’ll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. You’ll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.

What You’ll Do

• Partner closely with Clinical and Operations leaders to drive people strategy that supports business growth, team effectiveness, and organizational health
• Coach managers through performance management, employee relations, team development, engagement, retention, and other day-to-day people matters
• Support and strengthen core people infrastructure, with ownership or partnership on programs like performance reviews, talent assessments, succession planning, and organizational planning
• Lead and support cross-functional projects that improve how the business operates, including policy updates, job description work, organizational design, team planning, and process improvements
• Partner with leaders to translate company and team OKRs into people strategies that drive execution and business outcomes
• Identify organizational risks, talent gaps, and manager support needs, and proactively recommend solutions
• Partner with leaders through change management efforts as teams evolve, scale, or reorganize
• Partner with the Employee Relations Specialist to identify employee relations trends, surface risks, and recommend solutions that improve manager support and team effectiveness
• Use data, trends, and business context to guide recommendations and solve complex people challenges
• Ensure compliance with applicable employment laws, policies, and people practices across a distributed workforce

What You’ll Need

• 5+ years of experience in HR or People roles, including direct experience as a People Business Partner or HR Business Partner
• Experience supporting large, non-exempt employee populations, ideally in healthcare, clinician-facing, or other licensure-driven environments
• Strong knowledge of California labor laws and HR best practices
• Prior startup experience, ideally within Seed to Series B companies during periods of rapid growth
• Strong business partnership skills with the ability to build credibility and trust with leaders across operations-heavy teams
• Proven experience coaching managers through performance management, employee relations, team effectiveness, and organizational change
• Experience building or improving people programs and infrastructure, not just maintaining existing processes
• Strong project management and execution skills, with the ability to move between strategy and detail seamlessly
• Data-driven mindset with the ability to use metrics and trends to inform decisions and recommendations
• Strong judgment, follow-through, and problem-solving skills
• Excellent communication skills with the ability to navigate sensitive situations with empathy, clarity, and discretion
• Highly organized and self-directed, with the ability to work effectively in a remote environment
• Mission-driven and excited by the opportunity to support teams improving healthcare access and outcomes for underserved communities

Because We Value You

• Base salary: $115,000 – $130,000
• Equity compensation package
• Flexible vacation policy – take the time you need to recharge
• Comprehensive medical, dental, and vision coverage
• 401(k)
• 100% company-sponsored short and long-term disability and life insurance
• Subsidized backup childcare and caregiver supports through Wellthy
• Work entirely from the comfort of your own home
• Monthly $100 work from home expense stipend
• We provide the equipment needed for the role
• Opportunity for rapid career progression with plenty of room for personal growth!

Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.

Pair Team participates in E-Verify to verify employment eligibility for new hires.

Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.

We do not conduct any TA business outside of our @pairteam.com emails. If you’re ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.

Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, we’re unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!

Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.

At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world.

The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding.

Great engineering teams aren’t built by waiting for exceptional talent to apply – they’re built by finding it.

As a Contract Technical Sourcer, you’ll spend 90 days identifying and engaging exceptional software engineering talent. You’ll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance.

The best sourcers don’t simply run the same searches as everyone else – they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. That’s the energy and creativity we’re looking for in this role.

Some of the Problems You’ll Solve:

🎯 Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.

🔍 How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.

🧩 What does “great” look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.

💬 How do we earn an engineer’s attention? Craft personalized, technically credible outreach that connects a candidate’s specific systems experience and career motivations with the opportunity — not a generic “exciting opportunity” template.

📈 How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.

🤖 How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.

🤝 How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.

How You’ll Make an Impact:

🚀 Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.

🔎 Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.

🧠 Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook — including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.

💬 Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.

🤝 Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.

📊 Track sourcing activity, candidate engagement, pipeline progress, and search effectiveness to understand what is working and where to iterate.

🗂 Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.

🏆 Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.

You’ll Probably Thrive Here If You:

🕵️ Love the hunt. You genuinely enjoy sourcing. Finding the right engineer – especially someone others might miss – is the part of recruiting that energizes you most.

💡 Search creatively. You think beyond job titles and familiar company lists. You use adjacent tech stacks, GitHub activity, career patterns, technical communities, conference speaker rosters, and other signals to uncover great engineering talent.

🎯 Recognize exceptional technical talent. You can read a technical background thoughtfully, identify transferable systems experience, and distinguish between candidates who match keywords and engineers who could truly excel at a Staff+ level — even without a deep engineering background yourself, you know how to research and calibrate.

✍️ Know how to engage engineers. You write concise, personalized, technically credible outreach that feels human, earns attention, and starts meaningful conversations with a notoriously hard-to-reach audience.

🔄 Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a search strategy isn’t producing the right results.

🤖 Use technology thoughtfully. You’re excited to use AI tools such as Claude, Codex, or similar platforms to make your technical research and outreach more creative, efficient, and effective.

🤝 Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers — including engineering leaders who expect precision and technical fluency.

🛠 Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter and Ashby is a plus, but curiosity, resourcefulness, and sourcing craft matter most. Great tools can accelerate a search. Great sourcers know where — and how — to look, including on GitHub, technical forums, and engineering communities.

A Note About Benefits

This is a 90-day, 1099 independent contractor engagement and is not eligible for employee benefits or equity. There may be an opportunity to extend the contract or transition into a full-time position based on business needs and performance, but neither is guaranteed.

If this engagement results in an eligible full-time position, the benefits outlined below would apply in accordance with the terms of the applicable plans and company policies.

Benefits:

🤑 Competitive Compensation: Competitive salary and equity packages for all employees

🏥 Healthcare Plan: Platinum medical, dental, and vision

🛡️ Free life insurance: Including long-term disability & short-term disability

🏄 Unlimited PTO: Uncapped vacation days & paid holidays

👶 Family Leave: Maternity & paternity

📈 401(k) Contribution: Assured contributes 3% of your income, even if you don’t contribute

🏠 WFH Benefits: Lunch on us 2x/week, monthly phone stipend & other home office perks

👪 Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses

🤝 Team events & Offsites: We’re remote, but we regularly get together

**We have been made aware of individuals falsely posing as recruiters from Assured Insurance Technologies Inc. Please note that we only contact candidates from official @ assured.claims email addresses and all interviews are conducted through verified company channels. If you are unsure whether a message is legitimate, please contact us directly at recruiting-ops@assured.claims before sharing any personal information**

Our Commitment:

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.

About Pair Team

At Pair Team, we’re an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.

We’re building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.

Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.

We’re one of the largest Enhanced Care Management providers in California and are on track to build the nation’s largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.

At Pair Team, were not just delivering care - we’re building the future of more equitable, community-driven healthcare.

Our Values

• Lead with integrity: We keep our commitments and take responsibility for our actions. We are dependable and choose authenticity over perfection.
• Embrace challenges: We leave our egos at the door and step forward into discomfort instead of back into safety. We help each other to learn and provide feedback using candor and kindness.
• Break through walls: We go the extra mile for our patients, partners and one another, and we run toward hard things. We are resilient in our push for consistent improvement and challenge the status quo.
• Act beyond yourself: We build each other up and respect boundaries. We seek first to understand and assume positive intent.
• Care comes first: We hold ourselves to the highest standards for our patients. We are relentless in the pursuit of our mission, and ensure that we are taking care of ourselves in order to care for others.

In the News

• Forbes: For Pair Team, Accessibility Is About Delivering Healthcare To Those Who Need It The Most
• TechCrunch: Building for Medicaid’s regulatory moment with Neil Batlivala from Pair Team
• Axios: Pair Team collects $9M for Medicaid-based care

About the Opportunity

Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. You’ll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.

In this role, you’ll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. You’ll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.

What You’ll Do

• Partner closely with Clinical and Operations leaders to drive people strategy that supports business growth, team effectiveness, and organizational health
• Coach managers through performance management, employee relations, team development, engagement, retention, and other day-to-day people matters
• Support and strengthen core people infrastructure, with ownership or partnership on programs like performance reviews, talent assessments, succession planning, and organizational planning
• Lead and support cross-functional projects that improve how the business operates, including policy updates, job description work, organizational design, team planning, and process improvements
• Partner with leaders to translate company and team OKRs into people strategies that drive execution and business outcomes
• Identify organizational risks, talent gaps, and manager support needs, and proactively recommend solutions
• Partner with leaders through change management efforts as teams evolve, scale, or reorganize
• Partner with the Employee Relations Specialist to identify employee relations trends, surface risks, and recommend solutions that improve manager support and team effectiveness
• Use data, trends, and business context to guide recommendations and solve complex people challenges
• Ensure compliance with applicable employment laws, policies, and people practices across a distributed workforce

What You’ll Need

• 5+ years of experience in HR or People roles, including direct experience as a People Business Partner or HR Business Partner
• Experience supporting large, non-exempt employee populations, ideally in healthcare, clinician-facing, or other licensure-driven environments
• Strong knowledge of California labor laws and HR best practices
• Prior startup experience, ideally within Seed to Series B companies during periods of rapid growth
• Strong business partnership skills with the ability to build credibility and trust with leaders across operations-heavy teams
• Proven experience coaching managers through performance management, employee relations, team effectiveness, and organizational change
• Experience building or improving people programs and infrastructure, not just maintaining existing processes
• Strong project management and execution skills, with the ability to move between strategy and detail seamlessly
• Data-driven mindset with the ability to use metrics and trends to inform decisions and recommendations
• Strong judgment, follow-through, and problem-solving skills
• Excellent communication skills with the ability to navigate sensitive situations with empathy, clarity, and discretion
• Highly organized and self-directed, with the ability to work effectively in a remote environment
• Mission-driven and excited by the opportunity to support teams improving healthcare access and outcomes for underserved communities

Because We Value You

• Base salary: $115,000 – $130,000
• Equity compensation package
• Flexible vacation policy – take the time you need to recharge
• Comprehensive medical, dental, and vision coverage
• 401(k)
• 100% company-sponsored short and long-term disability and life insurance
• Subsidized backup childcare and caregiver supports through Wellthy
• Work entirely from the comfort of your own home
• Monthly $100 work from home expense stipend
• We provide the equipment needed for the role
• Opportunity for rapid career progression with plenty of room for personal growth!

Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.

Pair Team participates in E-Verify to verify employment eligibility for new hires.

Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.

We do not conduct any TA business outside of our @pairteam.com emails. If you’re ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.

Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, we’re unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!

Position Summary We’re hiring a People Generalist on a six-month fixed-term basis to give our People team real capacity during a busy stretch. This is hands-on, high-volume work: you’ll own...

▶︎ Job Details:

・Job Title: Recruitment Consultant / Agency Recruiter

・Working Location: Remote

・Employment Type: Full-time / Permanent

・Language: English/Japanese

▶︎ What will you do:

・Conduct intake meetings with clients to understand hiring needs and establish candidate qualification criteria

・Publish job advertisements on careers pages, job boards, and social media

・Source and approach passive candidates through online platforms such as LinkedIn

・Build and maintain strong relationships with candidates and prospective clients

・Screen resumes and job applications and identify qualified candidates

・Conduct candidate interviews, including phone screenings and in-person interviews

・Provide clients with shortlists of qualified candidates based on established criteria

・Keep clients updated on hiring progress, including the number of candidates sourced and screened

・Prepare candidates for client interviews and support them throughout the hiring process

・Build talent pipelines of high-potential candidates for future opportunities

・Maintain accurate and detailed records of candidates, including resumes, assignments, and interview evaluations

・Manage a portfolio of clients and maintain strong, long-term client relationships

・Support clients in reducing time-to-hire by consistently providing high-quality candidates in a timely manner

▶︎ Required Qualifications & Skills:

・Proven work experience as an agency recruiter and in a sales-related role

・Ability to manage the full initial recruitment process, including job posting, sourcing, screening, and interviewing

・Experience recruiting for a variety of positions across different departments and seniority levels

・Experience with various interview formats, including phone screening calls and in-person interviews

・Ability to effectively evaluate candidates based on role requirements and seniority

・Knowledge of resume databases and Applicant Tracking Systems (ATS)

・Excellent communication and relationship-building skills

・Strong organizational and time-management skills

・Sales and/or coaching experience is preferred

・Bilingual in Japanese and English, with the ability to speak, read, and write both languages

・IT recruiting experience or knowledge of the IT industry is preferred

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...

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 Smartcat

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world’s leading enterprises.

We’re on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren’t generic copilots. They’re fully trained digital teammates that learn from your best people, your content, and your business strategy—ready to get to work from day one.

Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you’re launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale.

Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world—instantly, accurately, and in every language. As a Series C company with consistently high year-over-year growth, we’re scaling fast and investing in people who want to shape the future of work with us.

Join us in unlocking global potential, one human and agent team at a time.

Mission

Increase Smartcat’s talent density by hiring exceptional talent through an AI-first, data-driven recruiting approach.  You will partner closely with leaders across Go-to-Market, Product, Engineering, and G&A to identify, attract, assess, and close high-performing talent who thrive in high-growth, high-accountability environments.  You will also help shape the future of recruiting at Smartcat by leveraging AI, automation, and market intelligence to continuously improve how we hire.

What You’ll Own

Talent Density

• Hire high-performing talent who raise the bar across the organization
• Independently manage complex searches from Individual Contributor to Director level across multiple functions
• Drive rigorous evaluation processes focused on capability, motivation, adaptability, and long-term impact
• Influence hiring decisions with data, market insights, and strong judgment

AI-First Recruiting

• Use AI tools to improve sourcing, outreach, interview preparation, market mapping, process efficiency, and decision-making
• Continuously experiment with new workflows, automations, and recruiting technologies
• Help evolve Smartcat into a world-class AI-native Talent Acquisition organization

Talent Delivery

• Consistently meet or exceed quarterly hiring goals in a fast-scaling environment
• Drive urgency and accountability across hiring teams
• Anticipate bottlenecks early and proactively solve them before they impact business outcomes

Strategic Partnership

• Act as a trusted advisor to hiring managers and executives
• Use talent market intelligence to influence hiring strategy, compensation positioning, and org design discussions
• Challenge assumptions when needed and advocate for high hiring standards

Candidate Experience & Employer Brand

• Deliver a high-touch, high-quality candidate experience grounded in transparency, responsiveness, and respect
• Represent Smartcat’s culture, ambition, and mission with authenticity
• Build long-term relationships with exceptional talent globally

Your outcomes

By Day 30

• Build strong partnerships with hiring managers and key stakeholders
• Develop a deep understanding of Smartcat’s business, products, culture, and AI-native operating model
• Learn Smartcat’s recruiting workflows, systems, and hiring philosophy
• Begin owning active searches independently

By Day 60

• Independently manage multiple active searches across functions
• Demonstrate strong proficiency in Greenhouse and recruiting workflows
• Begin integrating AI tools and automation into your daily recruiting operations
• Establish credibility as a responsive and strategic partner

By Day 90

• Successfully close high-impact hires
• Be recognized as a trusted advisor by hiring managers
• Influence hiring decisions through data, market insights, and strong talent judgment
• Contribute process improvements that increase recruiting efficiency or hiring quality

What You’ve Accomplished

• 10+ years of full-cycle recruiting experience in a high-growth SaaS, AI, or startup environment
• Experience hiring across both GTM and R&D organizations
• Proven success managing complex and high-priority searches in fast-changing environments
• Demonstrated ability to use AI tools to increase productivity and improve recruiting outcomes
• Strong sourcing and talent mapping capabilities across multiple channels and markets
• Excellent written communication and cold outreach skills
• Strong stakeholder management and influencing capabilities across manager to executive level
• Experience using recruiting metrics and market insights to guide decision-making
• Ability to operate independently with high ownership and accountability
• Comfortable navigating ambiguity, shifting priorities, and intense growth environments

What Makes Someone Successful at Smartcat

• Strong sense of urgency and bias toward action
• Results-oriented and highly accountable
• Curious, adaptable, and continuously learning
• Open to direct feedback and willing to challenge others constructively
• Passionate about building exceptional teams and raising talent density
• Thrives in fast-paced, high-performance environments
• Communicates clearly, directly, and transparently
• Uses AI as a force multiplier, not a novelty

Why joining Smartcat might be your best move so far

• A global, connected team We’re a team of 200+ people across 30+ countries, working together through a hub-and-spoke model anchored in eight key locations: New York, London, Lisbon, Costa Rica, Serbia, Armenia, Georgia, and Spain.  Most of our roles are remote-friendly, giving you the flexibility to do your best work from where you thrive. For customer-facing teams, we prioritize proximity to our customers, ensuring we stay deeply connected to their needs and deliver an exceptional experience.  No matter where you’re based, you’ll be part of a highly collaborative, globally-distributed team that values ownership, speed, and meaningful impact.
• Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you’ll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation.
• Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow,  traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost.
• Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn’t for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here.
• Smartcat Culture Code: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual’s unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.