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Manages employee data, payroll processing, and HR system administration using ADP Workforce Now platform.
Sources and recruits senior engineering and ML talent by identifying candidates through technical profiles, crafting personalized outreach, and maintaining talent pipelines.
EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.
We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.
EvenUp is a market-leading AI startup transforming personal injury law. As a Technical Sourcer, you’ll build the top of the funnel for our Engineering and ML teams, finding and engaging the senior, hard-to-find talent who will shape our product. You’ll work as a strategic partner to recruiters and hiring managers, not a list-builder.
Own proactive sourcing for Engineering and ML roles (software, infrastructure, data, applied ML/AI), generating consistent, high-quality pipeline for senior, niche, and hard-to-fill searches.
Partner with recruiters and hiring managers at intake to translate role requirements into sourcing strategy: target companies, talent pools, search criteria, and messaging that fits the role.
Evaluate technical profiles (GitHub, open-source contributions, publications, patents, conference talks, communities) to assess fit and prioritize outreach.
Craft personalized, compelling outreach and nurture sequences that earn replies from passive technical candidates, and run through screens and handoffs that give them an excellent experience.
Use data to drive your own approach: track response rates, funnel conversion, and pipeline health, then diagnose and re-engineer the moment a search stalls rather than waiting for direction.
Map talent markets and competitors, and share insight on market supply, compensation signals, and hiring trends to help hiring managers calibrate.
Build and maintain talent pipelines and communities for future needs, including diverse talent pools, referrals, and event and community engagement.
Model excellence in craft: clean ATS hygiene (Ashby), accurate notes and write-ups, and reliable reporting others can depend on.
Pilot new sourcing tools and AI-enabled approaches (e.g., Metaview) and share what works with the team.
Champion EvenUp’s values and an exceptional candidate experience in every interaction.
Experience sourcing technical talent (Engineering and/or ML) in a fast-paced startup or high-growth environment, including senior or niche roles.
Working technical fluency: you can read a resume, repo, or paper and tell a strong ML engineer from a keyword match, and you speak credibly with engineers about their work.
A track record of building pipeline from scratch with creative, multi-channel sourcing (LinkedIn Recruiter, GitHub, Boolean/X-ray search, communities, AI sourcing tools).
Strong data fluency, using metrics and benchmarks to diagnose issues and prioritize.
High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.
Resilience through pressure and change, sustaining quality and momentum through shifting priorities.
Deep ownership of craft and pride in your work, from outreach copy to data hygiene.
A growth mindset and curiosity about new tools, markets, and approaches.
Excellent, persuasive written and verbal communication that builds trust quickly with technical stakeholders and candidates.
Experience sourcing for AI/ML research or applied ML roles.
Experience with Ashby, Metaview, or similar ATS and AI recruiting tools.
Background in legal tech, SaaS, or AI-native companies.
Prior experience in a technical role or deep familiarity with engineering domains.
Benefits & Perks:
As part of our total rewards package, we offer attractive benefits and perks to our employees, including:
Choice of medical, dental, and vision insurance plans for you and your family.
Additional insurance coverage options for life, accident, or critical illness.
Flexible paid time off, sick leave, short-term and long-term disability.
10 US observed holidays, and Canadian statutory holidays by province.
A home office stipend.
401(k) for US-based employees and RRSP for Canada-based employees.
Paid parental leave.
A local in-person meet-up program.
Hubs in San Francisco and Toronto.
(Please note the above benefits & perks are for full-time employees)
Notice to Candidates:
To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .
Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.
EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Sources and recruits passive finance and accounting talent, builds candidate pipelines, and conducts initial screening for roles from staff accountant to senior leadership.
WHY JOIN ALO?
Mindful movement. It’s at the core of why we do what we do at ALO—it’s our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That’s the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life.
OVERVIEW
Alo is hiring a Recruiting Sourcer to build pipelines of finance and accounting talent, from staff accountants to senior FP&A, treasury, tax and controllership leaders. You will find and engage passive candidates, then hand recruiters slates of qualified, interested people.
RESPONSIBILTIES
QUALIFICATIONS
For CA residents, Job Applicant Privacy Policy HERE.
Source and engage senior engineering and ML talent for EvenUp, evaluating technical profiles and running personalized outreach campaigns to build qualified pipelines.
EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.
We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.
EvenUp is a market-leading AI startup transforming personal injury law. As a Technical Sourcer, you’ll build the top of the funnel for our Engineering and ML teams, finding and engaging the senior, hard-to-find talent who will shape our product. You’ll work as a strategic partner to recruiters and hiring managers, not a list-builder.
Own proactive sourcing for Engineering and ML roles (software, infrastructure, data, applied ML/AI), generating consistent, high-quality pipeline for senior, niche, and hard-to-fill searches.
Partner with recruiters and hiring managers at intake to translate role requirements into sourcing strategy: target companies, talent pools, search criteria, and messaging that fits the role.
Evaluate technical profiles (GitHub, open-source contributions, publications, patents, conference talks, communities) to assess fit and prioritize outreach.
Craft personalized, compelling outreach and nurture sequences that earn replies from passive technical candidates, and run through screens and handoffs that give them an excellent experience.
Use data to drive your own approach: track response rates, funnel conversion, and pipeline health, then diagnose and re-engineer the moment a search stalls rather than waiting for direction.
Map talent markets and competitors, and share insight on market supply, compensation signals, and hiring trends to help hiring managers calibrate.
Build and maintain talent pipelines and communities for future needs, including diverse talent pools, referrals, and event and community engagement.
Model excellence in craft: clean ATS hygiene (Ashby), accurate notes and write-ups, and reliable reporting others can depend on.
Pilot new sourcing tools and AI-enabled approaches (e.g., Metaview) and share what works with the team.
Champion EvenUp’s values and an exceptional candidate experience in every interaction.
Experience sourcing technical talent (Engineering and/or ML) in a fast-paced startup or high-growth environment, including senior or niche roles.
Working technical fluency: you can read a resume, repo, or paper and tell a strong ML engineer from a keyword match, and you speak credibly with engineers about their work.
A track record of building pipeline from scratch with creative, multi-channel sourcing (LinkedIn Recruiter, GitHub, Boolean/X-ray search, communities, AI sourcing tools).
Strong data fluency, using metrics and benchmarks to diagnose issues and prioritize.
High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.
Resilience through pressure and change, sustaining quality and momentum through shifting priorities.
Deep ownership of craft and pride in your work, from outreach copy to data hygiene.
A growth mindset and curiosity about new tools, markets, and approaches.
Excellent, persuasive written and verbal communication that builds trust quickly with technical stakeholders and candidates.
Experience sourcing for AI/ML research or applied ML roles.
Experience with Ashby, Metaview, or similar ATS and AI recruiting tools.
Background in legal tech, SaaS, or AI-native companies.
Prior experience in a technical role or deep familiarity with engineering domains.
Benefits & Perks:
As part of our total rewards package, we offer attractive benefits and perks to our employees, including:
Choice of medical, dental, and vision insurance plans for you and your family.
Additional insurance coverage options for life, accident, or critical illness.
Flexible paid time off, sick leave, short-term and long-term disability.
10 US observed holidays, and Canadian statutory holidays by province.
A home office stipend.
401(k) for US-based employees and RRSP for Canada-based employees.
Paid parental leave.
A local in-person meet-up program.
Hubs in San Francisco and Toronto.
(Please note the above benefits & perks are for full-time employees)
Notice to Candidates:
To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .
Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.
EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Full-cycle recruiter sources, screens, interviews, and closes candidates across sales, IT, marketing, and operations functions.
About MISUMI Americas
MISUMI Americas, a division of MISUMI Group, is a leading provider of standard, configurable, and custom manufacturing solutions. By integrating a vast catalog of components with a world-class digital manufacturing platform, MISUMI Americas empowers engineers and procurement teams to accelerate innovation across the entire product lifecycle. With operations in the San Francisco Bay Area and Chicago, the company serves as a vital partner for the most innovative companies in the Americas.
Location: Remote (U.S.) | Travel: 0–10%
The Role
We’re hiring a full-cycle Recruiter to support hiring across the company. You’ll own your requisitions from intake through close: partnering with hiring managers to define the search, sourcing and assessing candidates, running the interview process, and negotiating and closing offers. You’ll manage your own pipeline and workload across a variety of functions, and advise hiring managers on market conditions, candidate fit, and compensation.
You will report to the Global Talent Acquisition Manager.
You’ll recruit across the company’s core functions:
What You’ll Bring
Work Environment
Remote position; standard computer-based work with extended periods of sitting. Reasonable accommodations are available for individuals with disabilities to perform the essential functions of this role. Travel expectations for this role are 0–10%.
Compensation & Benefits
Salary Range
$85,000 – $95,000 per year, depending on experience
We’re actively seeking teammates who:
We encourage applications from members of underrepresented groups, including but not limited to women, members of the LGBTQ community, people of color, people with disabilities, and veterans.
Find and engage senior engineering and ML talent for hard-to-fill roles by researching technical profiles, crafting personalized outreach, and building strategic pipelines.
EvenUp is on a mission to close the justice gap using technology and AI. We empower personal injury lawyers and victims to get the justice they deserve. Our products enable law firms to secure faster settlements, higher payouts, and better outcomes for victims injured through no fault of their own in vehicle collisions, accidents, natural disasters, and more.
We are one of the fastest-growing vertical SaaS companies in history, and we are just getting started. EvenUp is backed by top VCs, including Bessemer Venture Partners, Bain Capital Ventures, SignalFire, and Lightspeed. We are looking to expand our team with talented, driven, and collaborative individuals who seek to have a lasting impact. Learn more at www.evenuplaw.com.
EvenUp is a market-leading AI startup transforming personal injury law. As a Technical Sourcer, you’ll build the top of the funnel for our Engineering and ML teams, finding and engaging the senior, hard-to-find talent who will shape our product. You’ll work as a strategic partner to recruiters and hiring managers, not a list-builder.
Own proactive sourcing for Engineering and ML roles (software, infrastructure, data, applied ML/AI), generating consistent, high-quality pipeline for senior, niche, and hard-to-fill searches.
Partner with recruiters and hiring managers at intake to translate role requirements into sourcing strategy: target companies, talent pools, search criteria, and messaging that fits the role.
Evaluate technical profiles (GitHub, open-source contributions, publications, patents, conference talks, communities) to assess fit and prioritize outreach.
Craft personalized, compelling outreach and nurture sequences that earn replies from passive technical candidates, and run through screens and handoffs that give them an excellent experience.
Use data to drive your own approach: track response rates, funnel conversion, and pipeline health, then diagnose and re-engineer the moment a search stalls rather than waiting for direction.
Map talent markets and competitors, and share insight on market supply, compensation signals, and hiring trends to help hiring managers calibrate.
Build and maintain talent pipelines and communities for future needs, including diverse talent pools, referrals, and event and community engagement.
Model excellence in craft: clean ATS hygiene (Ashby), accurate notes and write-ups, and reliable reporting others can depend on.
Pilot new sourcing tools and AI-enabled approaches (e.g., Metaview) and share what works with the team.
Champion EvenUp’s values and an exceptional candidate experience in every interaction.
Experience sourcing technical talent (Engineering and/or ML) in a fast-paced startup or high-growth environment, including senior or niche roles.
Working technical fluency: you can read a resume, repo, or paper and tell a strong ML engineer from a keyword match, and you speak credibly with engineers about their work.
A track record of building pipeline from scratch with creative, multi-channel sourcing (LinkedIn Recruiter, GitHub, Boolean/X-ray search, communities, AI sourcing tools).
Strong data fluency, using metrics and benchmarks to diagnose issues and prioritize.
High agency under ambiguity, with a record of unblocking stalled searches without waiting for direction.
Resilience through pressure and change, sustaining quality and momentum through shifting priorities.
Deep ownership of craft and pride in your work, from outreach copy to data hygiene.
A growth mindset and curiosity about new tools, markets, and approaches.
Excellent, persuasive written and verbal communication that builds trust quickly with technical stakeholders and candidates.
Experience sourcing for AI/ML research or applied ML roles.
Experience with Ashby, Metaview, or similar ATS and AI recruiting tools.
Background in legal tech, SaaS, or AI-native companies.
Prior experience in a technical role or deep familiarity with engineering domains.
Benefits & Perks:
As part of our total rewards package, we offer attractive benefits and perks to our employees, including:
Choice of medical, dental, and vision insurance plans for you and your family.
Additional insurance coverage options for life, accident, or critical illness.
Flexible paid time off, sick leave, short-term and long-term disability.
10 US observed holidays, and Canadian statutory holidays by province.
A home office stipend.
401(k) for US-based employees and RRSP for Canada-based employees.
Paid parental leave.
A local in-person meet-up program.
Hubs in San Francisco and Toronto.
(Please note the above benefits & perks are for full-time employees)
Notice to Candidates:
To ensure fairness and proper consideration, we do not accept resumes or expressions of interest via email or social media messages. If you’re interested in a role, please submit your application directly through our careers page .
Please note that EvenUp may use AI notetakers and other recording devices in the recruiting process. If you interview with us, with your consent, we may record your conversations and summarize them into notes for internal use. Recording is optional, and declining will not affect your candidacy.
EvenUp is an equal opportunity employer. We are committed to diversity and inclusion in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Recruits and sources legal professionals for contract positions across multiple states.
Conducts ongoing talent acquisition and recruiting for organizations needing additional hiring support during peak periods.
Coordinates recruiting interviews, candidate communications, ATS data, preboarding, onboarding support, and talent operations processes.
OnePay is the consumer fintech trusted by millions of Americans to make money better.
Our financial system is broken. High fees, low rates, and too few ways to actually grow your money. We’re fixing it. And we’re moving fast.
We’re an all-in-one financial services platform that brings together banking, high-yield savings, credit cards, point-of-sale lending, investing, and crypto in one place. We also partner with employers, HCM providers, gig platforms, and others to deliver embedded financial services to millions of employees and frontline workers.
We’re backed by Walmart, the world’s largest retailer, and Ribbit Capital, one of fintech’s most respected investors, giving us rare scale, distribution, and the opportunity to build something truly category-defining.
But what really sets OnePay apart is how we move. Our customers don’t have time to wait… and neither do we. This place moves fast, and we’re looking for people who are:
Ready to run
Hungry and driven by urgency
Exceptional at what they do, with low ego
Comfortable operating in motion
As our Talent Operations Coordinator, you’ll be the operational backbone of our hiring and onboarding efforts, blending hands-on coordination with process ownership. You’ll keep every candidate interaction running smoothly, make sure new hires start strong and stay supported after Day 1, and build the systems and data that help our teams scale. You will:
Master the art of interview scheduling across time zones, departments, and competing priorities with precision and efficiency
Own the interview lifecycle in Ashby end to end: keep stages, scorecards, and interviewer assignments accurate, and run regular data hygiene audits
Manage interviewer coordination and readiness, including scheduling, prep materials, feedback reminders, and calendar and room or video logistics
Be the go-to point of contact for candidates, providing clear communication, timely updates, and a professional experience throughout
Keep Ashby (our ATS) running smoothly and coordinate preboarding
Team up with the other Talent Operation team members to optimize processes, track key metrics, and turn recruiting data into actionable improvements
Get exposure to the broader People team and jump into various initiatives including talent research and onboarding support
Build and maintain templates, playbooks, and SOPs for scheduling, candidate communications, and preboarding to keep the process consistent and scalable
Track and report on core recruiting metrics (time to schedule, time to feedback, candidate NPS, offer acceptance rate) and flag bottlenecks
Partner with recruiters to source for a few select roles, including researching target companies, identifying and engaging prospects, and building talent pipelines
Plan and run post-onboarding sessions and check-ins, coordinating with managers, IT, and People Ops so new hires stay supported through their first weeks
Prepare presentations and training materials for onboarding and compliance programs.
We work smarter by leveraging AI. You should be comfortable with tools like Claude, Gemini, and Ashby’s AI features, whether that’s streamlining communication, automating repetitive tasks, or spotting efficiency wins. You’ll help champion AI adoption across the talent team and find new opportunities to improve how we work.
4-7 years of experience in talent operations and recruiting coordination
Exceptional organizational skills with an operations-first mindset: you thrive on systems, processes, and keeping multiple moving parts running seamlessly
Outstanding written and verbal communication: you’re articulate, clear, and professional in every interaction
An AI-native approach: you’re already using tools like Claude and Gemini effectively and you’re excited to expand their application
Proficiency with ATS platforms (Ashby experience is a plus) and Google Workspace
Drive and proactivity - everyone here is a builder and executor
Competitive salary, stock options, and benefits from Day 1
Comprehensive health insurance coverage (health insurance, accident and disability insurance, term life insurance), including mental health support and wellness programs
Hybrid work model (Bengaluru office three days a week), various time off programs (vacation, sick, other paid leaves, and paid regional holidays)
Monthly transport and work-from-home allowances
A high-growth, mission-driven, inclusive culture where your work has real impact
Our process varies by role. Most candidates go through:
AI-assisted initial screen
Interview with Talent Partner
Technical or Hiring Manager Interview
Team Interview
Executive Interview
Offer!
To build technology and products that are used and loved by people and solve real-world problems, we need to build a team with many different perspectives and experiences. We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We encourage candidates from all backgrounds to apply. Applicants in need of special assistance or accommodation during the interview process or in accessing our website may contact us at talent@onepay.com.
Manages regulatory HR processes, SM&CR certifications, employee records, recertification, and related compliance registrations.
Evelyn Partners is a UK leader in wealth management, providing personalised, expert investment management and financial planning advice to support clients in embracing what’s next.
Our success hinges on our people and that’s our secret for longevity. We are a team of passionate professionals and everything we do is guided by our purpose – placing the power of good advice into more hands, we go further to understand the needs of our clients and what matters most to them. We’re here to help them make significant decisions with confidence, provide strong foundations for the future and guide them towards their goals.
What will you be doing ?
We are looking for an experienced Regulatory HR Specialist to join our team in London on a 6 month FTC. You will be responsible for supporting the Regulatory HR Manager in the management and oversight of the Senior Managers & Certification Regime and other regulatory body management while continuing to develop and support the relevant regulatory policies and procedures.
As Regulatory HR Specialist, your responsibilities will include among others:
To be successful in this role, you should:
Desired:
As a colleague here at Evelyn Partners you will have access to benefits that include:
We are proud to value the differences that a diverse workforce brings, representative of society and our clients. At Evelyn Partners we have a wide range of highly active employee resource groups and we’re delivering multiple diversity, equity and inclusion initiatives across the organisation. It is our commitment to provide a workspace where all colleagues, regardless of identity, background, or circumstance, feel respected as individuals and feel that they can achieve their full potential and work in a safe, supportive, and inclusive environment.
We are happy to make any reasonable adjustments to accommodate for your needs throughout the application process. Please let your Recruiter know.
Manages full-cycle recruiting, sources and screens candidates, partners with hiring managers, and maintains recruiting pipelines and ATS data.
JOB SUMMARY
The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.
The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.
The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
MINIMUM QUALIFICATIONS, SKILLS & ABILITIES
PREFERRED QUALIFICATIONS, SKILLS & ABILITIES
The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.
EMPLOYEE BENEFITS
THE COMPANY
B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.
While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.
We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.
Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.
For more information, visit bstock.com/careers/
OUR VALUES Make Each Dollar Count
Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.
Take Our Work Seriously, Not Ourselves
Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).
Do The Hard Things Today That Will Pay Off Tomorrow
We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.
Use Trust As The Best Measure Of Success
The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.
Find Strength In Numbers
Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.
No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.
Supports employee HR inquiries, HRIS data, payroll changes, benefits, parental leave, compliance, and people operations processes.
🌎 About Us
At TeamSnap, we believe when the world connects through sports; the world becomes better. TeamSnap is a sports and communication platform dedicated to taking the work out of play in youth sports. We also believe our jobs should excite us, our teammates should support us and our bosses should inspire us. We empower our people to bring big ideas and tiny egos, landing us on Outside Magazine’s list of “ Best Places to Work” and Built In’s “ 100 Best Remote-First Places to Work.”
TeamSnap is scaling fast, and our People Experience team needs a specialist who thrives on variety. Someone equally comfortable troubleshooting a benefits question, auditing HRIS data, and helping run orientation for new hires. This role exists to keep the day-to-day HR engine running cleanly across every function: operations, systems, benefits, compliance, and culture. You won’t own one lane; you’ll be the versatile, hands-on support that makes the whole People Experience team move faster. If you like learning across the full breadth of HR rather than specializing in one piece of it, this is your seat.
You’ll be a first line of support for employee and manager HR questions (policies, benefits, systems, employee lifecycle changes) resolving routine inquiries directly and routing anything complex to the right specialist, so nothing employee-facing falls through the cracks.
You’ll support HRIS (Paycor) data integrity across the employee lifecycle, processing new hires or offboarding employees, while updating data accurately and flagging discrepancies before they surface in an audit.
You’ll partner closely with Payroll to ensure every employee change (new hires, terminations, compensation adjustments, leaves, and status changes) is communicated and reflected accurately and on time, so paychecks are always right and nothing slips between systems.
You’ll own our parental leave practice end-to-end, walking employees through the process from the moment they share their news, coordinating timelines and paperwork, and serving as their main point of contact so they feel supported (not confused) through one of the biggest moments in their life. You’ll bring a strong understanding of Paid Leaves and FMLA requirements, ensuring employees receive the full benefits and protections they’re entitled to while maintaining clear communication throughout their leave.
You’ll own the execution of annual benefits, open enrollment, drafting communications, answering employee questions, uploading rates into our HRIS, and supporting the broker relationship so the process runs smoothly from your seat in the room. This includes coordinating with Finance and Payroll to ensure rates are accurately loaded and communicated to employees.
You’ll maintain compliance documentation (I-9s, leave paperwork, training trackers) so our records stay audit-ready across federal, state, and local requirements.
You’ll run onboarding, orientation, and culture programming, making sure new TeamSnappers feel set up for success and that remote team-building efforts actually land.
3-5 years of experience in an HR, People Operations, or HR Generalist-type role. You don’t need to have done everything here before, but you’ve touched at least a couple of these areas (employee support, HRIS, benefits, or compliance).
Comfort learning and working inside an HRIS platform (Paycor experience is a plus, not a requirement).
Careful attention to detail. You catch the small things before they become compliance or payroll problems.
Strong service instincts and communication skills. You can walk someone through a sensitive process, like parental leave, with clarity and empathy.
Ability to juggle several different types of work in the same week without losing track of details.
Comfort supporting a remote or distributed team.
Exposure to benefits administration or open enrollment cycles.
A natural eye for process improvement; you notice where a workflow is clunky and enjoy finding a better way to do it.
Familiarity with I-9 verification, leave administration, or other compliance documentation.
Got cold feet? If you’re thinking you don’t meet 100% of the above qualifications, you should still seriously consider applying. We’re all humans with special talents that go beyond what’s listed here.
Compensation
We’re committed to equitable compensation for all TeamSnappers. The minimum starting point for this role is $70,000, inclusive of base and bonus, with comp updated based on multiple factors. Our comp is highly competitive in our space and we adjust overall comp based on relevant experience, skills, certifications, and geographic location.
🖥 Location
TeamSnap is a fully remote company, so you need to be very comfortable working with people who aren’t in the same time zone as you. We are always expanding, but there is a small list of states we do not hire in, including Alabama, Alaska, Delaware, District of Columbia, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Rhode Island, South Dakota West Virginia and Utah and while we love all parts of the world, we can only hire permanent US residents at this time.
🚀 Opportunities to Grow
At TeamSnap, we work hard to provide a culture of trust, accountability, inclusivity, and boundless opportunities to grow, along with the chance to make a lasting impact and have some fun while doing it.
🎩 Total Rewards
• We’re proud to be remote-first . We’ve been remote since 2009, long before COVID made it cool
• Unlimited PTO and paid parental leave for ALL parents (not just primary or secondary)
• 100% premium coverage of medical/dental/vision for you and your family
• 401K to help you invest for the future
• $1,500 annual learning and development stipend
• Travel to fun locations for all-company meetings and team events
• Generous home office allowance to set you up for success
• TeamSnap SWAG to our store upon starting and a $50 credit on every work anniversary thereafter
• A monthly stipend reimbursement for health & wellness and so much more!
• TeamSnap Total Rewards
🏆 Working at TeamSnap
At TeamSnap, you’re not a culture fit, you’re a culture add. Check out our Culture Playbook and learn how we succeed at being remote-first, what makes our company so unique, and how we’re inspired by our people, our customers, and our values.
🧡 Inclusion and Diversity
Creativity and innovation can’t thrive when we’re cookie-cutter images of each other. We’re quickly growing more diverse, but there’s always room for improvement. We are committed to inclusion and diversity at TeamSnap, and we hold ourselves accountable for building an environment where everyone feels valued. If you need any disability-related adaptation during the recruitment process, just let us know! We are an Equal Employment Opportunity Employer.
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.
Manages full-cycle recruiting, candidate pipelines, hiring-manager partnerships, interviews, offers, and recruiting data for assigned roles.
JOB SUMMARY
The Recruiter is a hands-on individual contributor responsible for managing full cycle recruiting across a variety of roles and functions at B-Stock. This role owns multiple searches and the relationships that come with them, partnering closely with candidates, hiring managers, and hiring teams to keep recruiting processes moving with clarity, consistency, and appropriate urgency.
The Recruiter brings strong judgment, organization, and curiosity to how we hire, using market insights, recruiting data, and AI-enabled tools and workflows to inform their approach and work more efficiently. As a member of B-Stock’s HR team, they also provide thoughtful handoffs and consider the downstream impact of recruiting activity on the broader employee experience.
The Recruiter reports to the Senior Manager, Recruiting. This individual will work in a hybrid function at our Boston office location 2-3 days per week.
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
MINIMUM QUALIFICATIONS, SKILLS & ABILITIES
PREFERRED QUALIFICATIONS, SKILLS & ABILITIES
The pay rate for this role will range between $72,000 to $78,000, per annum. We consider many factors when determining salary offers, such as the applicant’s work experience, education and training, skills, market data, and internal equity.
EMPLOYEE BENEFITS
THE COMPANY
B-Stock is the world’s largest B2B re-commerce platform, connecting sellers and buyers of returned, trade-in, and overstock inventory. Our customers range from today’s top brands and retailers that want best-in-class inventory resale management to tens of thousands of entrepreneurs looking to purchase valuable merchandise for their resale businesses.
While the amount of returned and overstock inventory continues to grow, there is also growing pressure on retailers and consumers to adopt a more circular economy and keep products in use as long as possible. Accordingly, the need for re-commerce solutions - to find products a second life - has never been greater! At B-Stock we’re proud to play a large part in powering resale, reuse, and the circular economy through our platform: annually we sell over 130 million items across all categories and conditions, equating to 400 million pounds of inventory.
We believe there is tremendous value in and demand for this inventory - no matter the category, condition, or location. With hundreds of thousands transactions completed annually, B-Stock gives buyers a simple and direct way to buy valuable products directly from retailers and offers sellers a technology-driven replacement for traditional resale methods, while boosting operational efficiency, recovery rates, and cycle time.
Led by eBay veterans and backed by top investors including Spectrum Equity, True Ventures, and Susquehanna Growth Equity, B-Stock shows no signs of slowing down. Our core values have shaped the company we are today and will continue to drive our success for many years to come.
For more information, visit bstock.com/careers/
OUR VALUES Make Each Dollar Count
Whether it’s the recovery amount or a buyer’s budget, money matters to all of our clients. And because each dollar matters to them, it matters to us.
Take Our Work Seriously, Not Ourselves
Everything at B-Stock continues to grow - everything but our egos, that is. We’re not afraid to let loose and laugh (often at ourselves).
Do The Hard Things Today That Will Pay Off Tomorrow
We’re willing to sacrifice and endure, fail and adapt to reach our long-term goals.
Use Trust As The Best Measure Of Success
The trust we earn along the way is more valuable than money. Without trust from both our buyers and sellers, our business won’t succeed.
Find Strength In Numbers
Use our passion for data to provide value to our customers, improve ourselves, and develop new ways to delight our buyers and sellers.
No applicant will face discrimination/harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” B-Stock also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at B-Stock. Work Authorization required.
Recruits and evaluates technical candidates for contract roles, managing sourcing, screening, and hiring coordination.
Coordinates employee programs, internal events, onboarding initiatives, HR communications, vendor relationships, and employee support workflows.
At Northwestern Medicine, every patient interaction makes a difference in cultivating a positive workplace. This patient-first approach is what sets us apart as a leader in the healthcare industry. As an integral part of our team, you’ll have the opportunity to join our quest for better health care, no matter where you work within the Northwestern Medicine system. We pride ourselves on providing competitive benefits: from tuition reimbursement and loan forgiveness to 401(k) matching and lifecycle benefits, our goal is to take care of our employees. Ready to join our quest for better?
The Employee Programs Coordinator reflects the mission, vision, and values of NM, adheres to the organization’s Code of Ethics and Corporate Compliance Program, and complies with all relevant policies, procedures, guidelines and all other regulatory and accreditation standards.
Under the direction of the Employee Experience Program Director, the role of the Employee Programs Coordinator assists in the operation of all non-benefited internal programs, internal events, and activities at a system level, coordinated through the Corporate Human Resources division for employees, physicians and volunteers. Must demonstrate superior organizational skills, strong interpersonal and communication skills, and attention to detail. Will work as part of a team. Acts as one of the administrators of the Human Resources NMI pages that fall under the responsibility of the Employee Experience Program Director, assists in the purchase of materials and facilitates external vendor relationships.
The incumbent must use independent judgment and authority to execute projects and maintain workflow. Must be advanced in Microsoft applications (Word, Excel and PowerPoint) and be highly flexible and adaptable.
This role coordinates and executes system initiatives to support the new hire experience including the Day One orientation event held downtown approximately every two weeks.
RESPONSIBILITIES:
Required:
Preferred:
Northwestern Medicine is an equal opportunity employer (disability, VETS) and does not discriminate in hiring or employment on the basis of age, sex, race, color, religion, national origin, gender identity, veteran status, disability, sexual orientation or any other protected status.
Background Check
Northwestern Medicine conducts a background check that includes criminal history on newly hired team members and, at times, internal transfers. If you are offered a position with us, you will be required to complete an authorization and disclosure form that gives Northwestern Medicine permission to run the background check. Results are evaluated on a case-by-case basis, and we follow all local, state, and federal laws, including the Illinois Health Care Worker Background Check Act.
Artificial Intelligence Disclosure
Artificial Intelligence (AI) tools may be used in some portions of the candidate review process for this position, however, all employment decisions will be made by a person.
Benefits
We offer a wide range of benefits that provide employees with tools and resources to improve their physical, emotional, and financial well-being while providing protection for unexpected life events.
Click on or copy and paste URL to your browser to view detailed benefits information https://jobs.nm.org/benefits
Please refer to the Benefits Eligibility by Employment Classification to determine benefits eligibility for job postings.
If sign-on bonus is included in a job posting eligibility is as followed: Internal employees and rehires who left Northwestern Medicine within 1 year are not eligible for the sign-on bonus. Exception: New graduate internal employees seeking their first licensed clinical position as a Registered Nurse at NM may be eligible.
Manages end-to-end recruitment for technical, AI, research, infrastructure, leadership, and other specialized roles while partnering with hiring managers.
Diabolocom is the leading European sovereign cloud contact center (CCaaS) and customer experience management (CX) platform. It helps organizations transform customer experience by augmenting agents’ capabilities through AI-human collaboration, automating routine customer interactions, and delivering personalized experiences at scale. Built on proprietary AI, private cloud, and native telecom infrastructure, the platform automates workflows, improves data quality, and empowers customer service and sales teams across every channel.
Backed by more than two decades of experience and twice recognized by Frost & Sullivan for AI technology innovation and customer experience technology leadership, Diabolocom is trusted by more than 400 organizations—including BPCE, Carrefour, Nikon, and Mitsubishi—to power mission-critical customer operations in over 60 countries, helping organizations strengthen customer loyalty and accelerate growth.
To support our growth, we are looking for a Talent Acquisition Manager to join our HR team in Paris.
You will manage recruitment processes end-to-end, from understanding the hiring need and identifying the right sourcing strategy to interviewing candidates, managing the selection process and closing the hire.
A significant part of your activity will involve recruiting technical and highly specialized profiles, including Software Engineers, AI and Research profiles, Infrastructure experts, senior technical specialists and, depending on business needs, leadership and C-level positions.
You will work with a wide variety of stakeholders across the company: experienced hiring managers, technical experts, senior leaders and managers who may need more guidance throughout the recruitment process. Being able to adapt your approach, challenge when necessary and keep recruitment processes moving will therefore be an important part of your role.
You will join a collaborative Talent Acquisition team composed of a Talent Acquisition Team Lead, another Talent Acquisition Manager and an HR team member combining recruitment with broader HR projects, within the HR department.
We are looking for someone who is already comfortable managing recruitment independently, while remaining curious and eager to learn, develop their expertise and adopt our recruitment practices.
Manage recruitment processes from A to Z, from the initial briefing with the hiring manager through sourcing, interviews, coordination of the selection process, offer management and contract signature.
Partner with hiring managers to understand their needs, challenge requirements when relevant and translate them into an effective recruitment and sourcing strategy.
Recruit across a variety of roles, with a strong focus on technical and complex profiles, including senior Software Engineers, AI/Research profiles, Infrastructure specialists, technical leadership and other hard-to-find profiles.
Take ownership of direct sourcing and headhunting, identifying and engaging passive candidates rather than relying primarily on inbound applications.
Build relevant talent pools and continuously explore new sourcing channels, tools and approaches.
Conduct structured interviews to assess candidates’ experience, skills, motivations and potential fit with the role and environment.
Provide hiring managers with clear, fact-based candidate assessments and recommendations throughout the selection process.
Manage candidate communication throughout the recruitment journey and contribute to a professional, transparent and engaging candidate experience.
Adapt your way of working to different stakeholders, from very experienced senior leaders to managers who require more support in structuring their recruitment process.
Keep our ATS and recruitment data accurate and up to date and contribute to the monitoring of key recruitment indicators.
Share market insights with the team and hiring managers, including candidate availability, compensation expectations, competitive dynamics and sourcing challenges.
Contribute to continuous improvement projects within Talent Acquisition, such as sourcing practices, interview methodologies, candidate experience, automation, documentation and recruitment processes.
Work closely with the rest of the Talent Acquisition and HR team, sharing knowledge, candidates, sourcing techniques and best practices.
You already have a first solid experience in Talent Acquisition, ideally around 3 to 5 years, either in-house or in a recruitment agency/search environment.
You are able to manage a recruitment process independently from initial briefing to hire, while knowing when to ask for input or collaborate with the team.
You have already recruited technical and/or particularly complex profiles. Previous exposure to Software Engineering, AI/Data, Infrastructure, Research or senior technical positions would be particularly relevant.
You are comfortable working on senior and hard-to-find profiles and understand that some searches require persistence, creativity and a highly targeted approach.
Direct sourcing is part of your recruiter DNA: you are comfortable approaching passive candidates and using tools and techniques such as LinkedIn Recruiter, Boolean searches, talent mapping and other relevant sourcing channels.
You are comfortable interacting with stakeholders at different levels of seniority, including senior leaders and C-level executives, and can adapt your communication and level of guidance accordingly.
You know how to manage several recruitment processes simultaneously, prioritize effectively and maintain momentum even when working with busy stakeholders.
You combine autonomy with a strong team mindset: you take ownership of your searches but naturally share information, help colleagues and contribute to collective recruitment goals.
You are curious and eager to keep developing your recruitment expertise. You already have strong foundations, but you are still keen to learn new approaches, tools and practices.
You have strong interpersonal and communication skills and care about building high-quality relationships with both candidates and hiring managers.
Ability to build, manage and improve recruitment dashboards would be a strong plus for this role.
You are fluent in French and English, both written and spoken.
Spanish would be a strong plus, as would experience recruiting across several European or international markets.
A structured onboarding program to discover our product, technology, teams and culture.
The opportunity to work on challenging searches across Software Engineering, AI, Infrastructure, Product, business and leadership roles.
Exposure to an international environment and stakeholders across multiple countries.
A Talent Acquisition team where you can operate autonomously while continuing to learn and develop your expertise.
The opportunity to contribute to the evolution of our recruitment practices and have a visible impact on how we attract and hire talent.
An office in the heart of Paris, close to Opéra Garnier.
A hybrid working model, with up to 2 days of remote work per week.
Lunch vouchers (€11/day via Swile).
High-quality IT equipment.
Regular company and team events
Salary range for the role
An annual gross package (fix +performance based bonus) ranging from 50 000 euros to 55 000 euros.
Interested in joining us? Let’s talk.
As part of our hiring process, please note that any employment offer will be subject to a background check, including verification of your identity, educational credentials, and previous employment history.
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.
Manages end-to-end recruitment for technical, specialized, leadership, and C-level positions while partnering with hiring managers and stakeholders.
Diabolocom is the leading European sovereign cloud contact center (CCaaS) and customer experience management (CX) platform. It helps organizations transform customer experience by augmenting agents’ capabilities through AI-human collaboration, automating routine customer interactions, and delivering personalized experiences at scale. Built on proprietary AI, private cloud, and native telecom infrastructure, the platform automates workflows, improves data quality, and empowers customer service and sales teams across every channel.
Backed by more than two decades of experience and twice recognized by Frost & Sullivan for AI technology innovation and customer experience technology leadership, Diabolocom is trusted by more than 400 organizations—including BPCE, Carrefour, Nikon, and Mitsubishi—to power mission-critical customer operations in over 60 countries, helping organizations strengthen customer loyalty and accelerate growth.
To support our growth, we are looking for a Talent Acquisition Manager to join our HR team in Paris.
You will manage recruitment processes end-to-end, from understanding the hiring need and identifying the right sourcing strategy to interviewing candidates, managing the selection process and closing the hire.
A significant part of your activity will involve recruiting technical and highly specialized profiles, including Software Engineers, AI and Research profiles, Infrastructure experts, senior technical specialists and, depending on business needs, leadership and C-level positions.
You will work with a wide variety of stakeholders across the company: experienced hiring managers, technical experts, senior leaders and managers who may need more guidance throughout the recruitment process. Being able to adapt your approach, challenge when necessary and keep recruitment processes moving will therefore be an important part of your role.
You will join a collaborative Talent Acquisition team composed of a Talent Acquisition Team Lead, another Talent Acquisition Manager and an HR team member combining recruitment with broader HR projects, within the HR department.
We are looking for someone who is already comfortable managing recruitment independently, while remaining curious and eager to learn, develop their expertise and adopt our recruitment practices.
Manage recruitment processes from A to Z, from the initial briefing with the hiring manager through sourcing, interviews, coordination of the selection process, offer management and contract signature.
Partner with hiring managers to understand their needs, challenge requirements when relevant and translate them into an effective recruitment and sourcing strategy.
Recruit across a variety of roles, with a strong focus on technical and complex profiles, including senior Software Engineers, AI/Research profiles, Infrastructure specialists, technical leadership and other hard-to-find profiles.
Take ownership of direct sourcing and headhunting, identifying and engaging passive candidates rather than relying primarily on inbound applications.
Build relevant talent pools and continuously explore new sourcing channels, tools and approaches.
Conduct structured interviews to assess candidates’ experience, skills, motivations and potential fit with the role and environment.
Provide hiring managers with clear, fact-based candidate assessments and recommendations throughout the selection process.
Manage candidate communication throughout the recruitment journey and contribute to a professional, transparent and engaging candidate experience.
Adapt your way of working to different stakeholders, from very experienced senior leaders to managers who require more support in structuring their recruitment process.
Keep our ATS and recruitment data accurate and up to date and contribute to the monitoring of key recruitment indicators.
Share market insights with the team and hiring managers, including candidate availability, compensation expectations, competitive dynamics and sourcing challenges.
Contribute to continuous improvement projects within Talent Acquisition, such as sourcing practices, interview methodologies, candidate experience, automation, documentation and recruitment processes.
Work closely with the rest of the Talent Acquisition and HR team, sharing knowledge, candidates, sourcing techniques and best practices.
You already have a first solid experience in Talent Acquisition, ideally around 3 to 5 years, either in-house or in a recruitment agency/search environment.
You are able to manage a recruitment process independently from initial briefing to hire, while knowing when to ask for input or collaborate with the team.
You have already recruited technical and/or particularly complex profiles. Previous exposure to Software Engineering, AI/Data, Infrastructure, Research or senior technical positions would be particularly relevant.
You are comfortable working on senior and hard-to-find profiles and understand that some searches require persistence, creativity and a highly targeted approach.
Direct sourcing is part of your recruiter DNA: you are comfortable approaching passive candidates and using tools and techniques such as LinkedIn Recruiter, Boolean searches, talent mapping and other relevant sourcing channels.
You are comfortable interacting with stakeholders at different levels of seniority, including senior leaders and C-level executives, and can adapt your communication and level of guidance accordingly.
You know how to manage several recruitment processes simultaneously, prioritize effectively and maintain momentum even when working with busy stakeholders.
You combine autonomy with a strong team mindset: you take ownership of your searches but naturally share information, help colleagues and contribute to collective recruitment goals.
You are curious and eager to keep developing your recruitment expertise. You already have strong foundations, but you are still keen to learn new approaches, tools and practices.
You have strong interpersonal and communication skills and care about building high-quality relationships with both candidates and hiring managers.
Ability to build, manage and improve recruitment dashboards would be a strong plus for this role.
You are fluent in French and English, both written and spoken.
Spanish would be a strong plus, as would experience recruiting across several European or international markets.
A structured onboarding program to discover our product, technology, teams and culture.
The opportunity to work on challenging searches across Software Engineering, AI, Infrastructure, Product, business and leadership roles.
Exposure to an international environment and stakeholders across multiple countries.
A Talent Acquisition team where you can operate autonomously while continuing to learn and develop your expertise.
The opportunity to contribute to the evolution of our recruitment practices and have a visible impact on how we attract and hire talent.
An office in the heart of Paris, close to Opéra Garnier.
A hybrid working model, with up to 2 days of remote work per week.
Lunch vouchers (€11/day via Swile).
High-quality IT equipment.
Regular company and team events
Salary range for the role
An annual gross package (fix +performance based bonus) ranging from 50 000 euros to 55 000 euros.
Interested in joining us? Let’s talk.
As part of our hiring process, please note that any employment offer will be subject to a background check, including verification of your identity, educational credentials, and previous employment history.
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.
Manages employee-focused people programs supporting organizational engagement, development, and HR initiatives.
Conducts English interviews, evaluates applicants, documents screening results, and guides candidates through Toptal’s selection process.
Headquarters: Remote
URL: https://www.toptal.com/
Job Description
Summary:
Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. Top companies hire Toptal freelancers for their most important projects.
We’re currently looking for a new member of our English Screening Team. In this hourly, remote engagement, you will serve as one of the first points of contact for applicants entering the Toptal network. Your ability to communicate clearly, assess candidates effectively, and create a positive experience will play a key role in maintaining Toptal’s high talent bar.
Responsibilities:
Conduct English screening assessments through live interviews and recorded video submissions, evaluating candidates’ English proficiency, professionalism, as well as their overall fit for the Toptal network
Provide notes and documentation after each interview
Guide candidates through the screening process and ensure a smooth and positive experience
Collaborate with the team to ensure alignment on screening standards and processes
Contribute to continuous improvement of screening workflows and candidate experience
What to Expect:
Engage with candidates from diverse professional backgrounds (developers, designers, finance experts, etc.)
Represent Toptal as a first touchpoint, ensuring a strong and professional brand impression
Work in a fast-paced, fully remote environment with a focus on efficiency and quality
Handle multiple screenings per day while maintaining high evaluation standards
Work under an hourly engagement structure
Workload may vary, but you can generally expect up to 8 hours of work per day depending on team needs and your availability
Requirements:
Excellent written and verbal English communication skills
Strong interpersonal and interviewing skills
Experience conducting interviews or candidate assessments is preferred
Comfortable handling video calls and engaging with global candidates
Highly organized with strong time management skills
Ability to work independently and manage workload effectively
Comfortable using tools such as Slack and other collaboration platforms
Experience in remote work environments is a plus
Preferred Qualifications:
Background in recruitment, HR, BPO, or talent operations
Experience working with international candidates
Familiarity with screening or evaluation frameworks
Availability:
Ability to commit to a consistent schedule
Flexibility to cover key time zones (APAC, EU and US time zones)
Availability to support an hourly engagement model, with capacity to work up to 8 hours per day as needed
To apply: https://weworkremotely.com/remote-jobs/toptal-english-screener-1
Recruits and screens candidates for high-volume hiring needs in a fully remote role.
