HR & Recruiting Jobs

Technical Recruiter

Who We Are

Our mission is to make the world programmable. Sight is one of the key ways we understand the world, and soon this will be true for the software we use, too.

We’re building the tools, community, and resources needed to make the world programmable with artificial intelligence. Roboflow simplifies building and using computer vision models. Today, over 1M+ developers, including those from half the Fortune 100, use Roboflow’s machine learning open source and hosted tools. That includes counting cells to accelerate cancer research, improving construction site safety, digitizing floor plans, preserving coral reef populations, guiding drone flight, and much more.

Our team is small relative to our impact, and we believe our users’ success is our success (not the inverse). A team member summarized: “Roboflow is a company full of giant brains and tiny egos.” We find software has a multiplier effect on all roles (not only product and engineering), so Roboflow employs developers across the company in design, sales, customer support, marketing, and beyond.

We’re supported by great customers and investors, having raised over $63 million from Google Ventures, Y Combinator, Craft Ventures, Sam Altman, Lachy Groom, and other leading software investors.

What We're Looking For

Primarily, you like making great things with passionate colleagues. You prefer owning outcomes to completing tasks, and you're motivated by helping exceptional people find work where they can have outsized impact.

You're fascinated by how strong technical organizations are built. You enjoy understanding what makes great engineers, product managers, designers, and researchers effective—and helping hiring teams identify those signals early.

We are less concerned with the number of years you've spent recruiting than with the impact you've had. You know recruiting is not simply about filling open positions. Exceptional hiring compounds across an organization for years. You approach recruiting as a strategic function that helps shape the future of a company.

You are constantly asking, “How can this be better?” Whether improving sourcing approaches, candidate experience, interview design, or recruiting systems, you look for opportunities to raise the bar.

You understand how strong product and technical teams operate. You can distinguish genuine technical depth from interview performance and help hiring managers identify candidates who raise the bar rather than merely fill a role.

What You'll Do

As a Technical Recruiter, you'll own hiring across Product, Engineering, Design, and Research.

Success in this role means consistently identifying and hiring exceptional builders, creating candidate experiences that reflect Roboflow’s values, and improving the systems that help us scale hiring without sacrificing quality. You'll earn the trust of hiring managers, help shape hiring strategy, and ensure we continue building a team that ships quickly, cares deeply about users, and raises the bar for excellence.

• Own full-cycle recruiting across Product, Engineering, Design, and Research

• Partner with hiring managers to define success profiles, interview loops, and hiring strategy

• Build and maintain high-quality pipelines through sourcing, networking, referrals, and creative outreach

• Develop conviction around candidate quality through structured assessment and evidence-based evaluation

• Create exceptional candidate experiences from first conversation through close

• Improve recruiting systems, processes, and tooling to increase hiring quality and efficiency

• Partner with leadership on workforce planning and future hiring needs

• Continuously refine how Roboflow attracts, evaluates, and hires technical talent

• Take ownership of recruiting initiatives and strategic projects aligned with your experience and strengths, helping improve how Roboflow attracts, evaluates, and hires exceptional technical talent

Who You Are

• Demonstrated success recruiting technical talent in startup, SaaS, AI, developer-tool, or related technology environments. We are open to candidates across multiple experience levels, from experienced individual contributors to senior recruiting operators with a track record of shaping hiring strategy and recruiting systems.

• Experience hiring software engineers, machine learning engineers, researchers, product managers, designers, or similarly technical roles

• Strong sourcing instincts and a track record of building high-quality candidate pipelines

• Ability to evaluate technical and product-oriented candidates beyond keyword matching and résumé screening

• Excellent written and verbal communication skills

• Proven ability to earn trust with hiring managers, challenge assumptions when necessary, and drive hiring decisions through sound judgment and evidence

• Strong operational rigor and ability to manage multiple searches simultaneously while maintaining exceptional candidate communication

• Curiosity about technology and enthusiasm for learning how technical teams operate

• Bias toward action, ownership, and continuous improvement

Where You'll Work

Roboflow’s team is distributed across the world. We currently have Hubs in New York City, San Francisco, Brazil, and Singapore (and plan to open more as we grow density in new cities). We provide opportunities (like team onsites in different cities) and resources (like a $4000/yr travel stipend) to work in person with other team members as much as you'd like, while also supporting remote team members. You can work from one of our Hubs (we offer a relocation bonus), work from home, work at co-working spaces, etc. We want you to work where you work best!

What You'll Receive

To determine your compensation, we use a number of market- and data-driven salary sources. We review compensation every six months to ensure we remain aligned with the market.

We are open to exceptional candidates across multiple experience levels, from experienced individual contributors to senior recruiting operators.

The target base compensation for this role is $110,000–$225,000, with additional equity compensation.

Compensation, title calibration, and scope of ownership will be determined based on demonstrated capability, expected impact, and the needs of the business.

In addition to cash compensation, we offer:

• Equity in the company so we’re all invested in the future of computer vision

• $4,000/year Travel Stipend to work alongside other Roboflowers anywhere, anytime

• $350/month Productivity Stipend for things like high-speed internet or co-working space

• Up to 100% coverage of health insurance for you and your family

• Remote-first / flexible schedule

• Unlimited PTO (with a 2-week annual minimum)

• 12 weeks parental leave

Interview Process (~4 hours)

Before the Interview

We’ll review your application, LinkedIn, and any materials you share.

The strongest applications demonstrate curiosity about Roboflow, thoughtful research into our business, or examples of exceptional recruiting work.

Introduction Phase

• [45m] Meet with the hiring manager

• [45m] Meet with People Operations

Team Interview Phase

• [45m] Meet with an engineering leader

Final Stage

• [60m] Deep dive on your sourcing strategy, technical recruiting familiarity, and recruiting systems

Not Sure If This Is You?

We want a diverse, global team with a broad range of experiences and perspectives. If this role sounds exciting but you're unsure whether you meet every qualification, we encourage you to apply.

Exceptional recruiters come from many backgrounds, and we care more about demonstrated capability, curiosity, judgment, and ownership than checking every box.

Learn More About Us

At Roboflow, we believe great ideas come from everywhere—and everyone.

We are proud to be an Equal Opportunity Employer committed to building a diverse and inclusive team.

About ElevenLabs

ElevenLabs is an AI research and product company transforming how we interact with technology.

We launched in January 2023 with the first human-like AI voice model. Today, we serve millions of users and thousands of businesses - from fast-growing startups to large enterprises like Deutsche Telekom and Meta. Our investors are some of the world's most prominent, including Andreessen Horowitz, ICONIQ Growth and Sequoia. We've raised $781M in funding and our last valuation was $11B - multiples of 11, always.

We have expanded from voice into three main platforms:

• ElevenAgents enables businesses to deliver seamless and intelligent customer experiences, with the integrations, testing, monitoring, and reliability necessary to deploy voice and chat agents at scale.

• ElevenCreative empowers creators and marketers to generate and edit speech, music, image, and video across 70+ languages.

• ElevenAPI gives developers access to our leading AI audio foundational models.

Everything we do is the result of the creativity and commitment of our team - builders doing the best work of their lives. We are researchers, engineers, and operators. IOI medalists and ex-founders. If you want to work hard and create lasting positive impact, we want to hear from you.

How we work

• High-velocity: Rapid experimentation, lean autonomous teams, and minimal bureaucracy.

• Impact not job titles: We don’t have job titles. Instead, it’s about the impact you have. No task is above or beneath you.

• AI first: We use AI to move faster with higher-quality results. We do this across the whole company—from engineering to growth to operations.

• Excellence everywhere: Everything we do should match the quality of our AI models.

• Global team: We prioritize your talent, not your location.

What we offer

• Innovative culture: You’ll be part of a generational opportunity to define the trajectory of AI, surrounded by a team pushing the boundaries of what’s possible.

• Growth paths: Joining ElevenLabs means joining a dynamic team with countless opportunities to drive impact - beyond your immediate role and responsibilities.

• Learning & development: ElevenLabs proactively supports professional development through an annual discretionary stipend.

• Social travel: We also provide an annual discretionary stipend to meet up with colleagues each year, however you choose.

• Annual company offsite: Each year, we bring the entire team together in a new location - past offsites have included Croatia and Italy.

• Co-working: If you’re not located near one of our main hubs, we offer a monthly co-working stipend.

About the role

ElevenLabs is building one of the world's fastest-growing AI companies - and we're looking for a GTM Recruiter to partner with our Revenue org. You'll run full-cycle recruiting across our high volumes roles, partnering with leaders across our Sales Development, Corporate, Mid-Market, and Partnerships team to hire world class talent.

This isn't a conventional recruiting role. You'll work alongside GTM leaders to shape role strategy, design world class candidate experiences, and close exceptional talent across North America. You know what great looks like in a Revenue org - whether from building GTM teams at exceptional tech companies or from your own experience exceeding hiring goals. This role is centered around high ownership, making data driven decisions, and building hiring processes and pipelines that scale.

What your day might look like

• Full-cycle recruiting for a broad range of GTM roles including Sales Development Representatives, Account Executives, and Revenue Partnerships.

• Partnering closely with GTM leadership to refine role requirements, set hiring strategy, and identify key success signals that elevate quality of hire.

• Designing and managing candidate pipelines with a focus on efficiency, transparency, and a white glove, high touch experience.

• Acting as a trusted advisor to hiring teams, providing market insights, role benchmarks, and data-driven recommendations.

• Representing ElevenLabs externally - every interaction with candidates is an opportunity to bring our brand and values to life.

Requirements

• Full-cycle GTM recruiting experience for a high growth startup, with a strong track record closing quota-carrying roles across Sales roles.

• Able to manage high volume and complex searches across multiple priorities without sacrificing quality or urgency.

• Strong partner to hiring leaders - you influence with clarity, data, and operational rigor.

• Exceptional communicator - you craft compelling role narratives and deliver a high-touch experience for candidates and stakeholders alike.

• Preference for this role to be based in New York City.

Location

This role is remote-first, so it can be executed from anywhere, with candidates based in New York City strongly preferred. If you prefer, you can work from our New York office.

#LI-Remote

We are an equal opportunity employer and do not discriminate on the basis of race, religion, national origin, gender, sexual orientation, age, veteran status, disability or other legally protected statuses.

Position Details

• Location: Remote (FL, CO, IL, MA, NH, RI, ME, CT, GA, SC, NC, TX)

• Type: Contract / 1099

• Work Model: Remote-first (Work From Where It Makes Sense – WFWIMS)

• Compensation: $50/hr, plus % of placement fee to fill

Who We Are livingHR is the remote-first, professional services "work agency" created to make work better. We partner with organizations to deliver human-centric, future-of-work-ready HR-managed services, professional services, and products. We believe in taking exceptional care of our people so they can deliver exceptional outcomes for clients, partners, and communities.

Position Overview Lead legal talent search, selection, and delivery efforts to help clients secure high-caliber legal leadership.

Responsibilities

Search Strategy & Selection

• Lead full-cycle searches for lateral law firm partners and practice groups

• Lead full-cycle searches for General Counsel and Deputy GC roles

• Conduct market mapping, competitive intelligence, and talent landscape analysis

• Develop search strategies aligned to client business objectives

Client Advisory & Account Management

• Serve as a trusted advisor to law firm leaders, corporate executives, and boards

• Partner with clients on succession planning and strategic legal talent needs

• Provide executive-level communication and search updates

• Deliver consultative guidance on compensation, law firm economics, and partner portability

Candidate Experience & Relationship Building

• Build and maintain deep relationships with high-performing legal leaders

• Deliver an exceptional, white-glove candidate experience

• Serve as a trusted advisor to candidates navigating confidential transitions

• Maintain accurate CRM documentation, search tracking, and reporting

Role Requirements

• Experience working directly with clients in legal, executive search, or agency settings

• Strong internal or functional expertise across legal recruiting and law firm structures

• Ability to operate independently in a fast-paced, client-facing environment

• Excellent communication, stakeholder management, and advisory skills

• Comfort working in flexible, project-based engagements

• 7+ years of legal or executive search experience preferred

• Willingness to travel occasionally as client needs require

What You Can Expect livingHR engages contract consultants on a project-by-project basis. Engagement timing, scope, and duration vary based on client needs. Consultants may be considered for multiple opportunities over time as part of our long-term talent community.

Strategic HR Executive Talent Pipeline — CHRO / Chief People Officer / Heads of HR / VP / SVP of HR

Summary

We are building a continuous pipeline of senior human capital leaders — including Chief Human Resources Officers (CHROs), Chief People Officers (CPOs), Heads of HR, Vice Presidents (VP), and Senior Vice Presidents (SVP) of HR — to support ongoing and future client and partner needs. These candidates will be considered for interim, fractional, and full-time executive engagements across a range of industries and organizational contexts.

Who We Are

livingHR is the remote-first, professional services “work agency” created to make work better. We partner with organizations to deliver human-centric, future-of-work-ready HR-managed services, professional services, and products. We believe in taking exceptional care of our people so they can deliver exceptional outcomes for clients, partners, and communities.

Position Overview

Generally our clients are looking for the senior HR executives that are strategic partners to executive leadership, responsible for shaping and driving people strategy, organizational culture, talent optimization, and business performance. They play a central role in aligning people initiatives with broader organizational goals, leading transformational change, and elevating the employee experience.

Responsibilities (demonstrative of roles we’re targeting):

• Strategic Leadership & Alignment: Lead the development and execution of enterprise-wide HR and people strategies aligned with overall business objectives.

• Talent Management & Acquisition: Design and oversee talent acquisition, retention, succession planning, and leadership development frameworks.

• Culture & Employee Experience: Shape organizational culture, engagement, and DEIB (diversity, equity, inclusion, belonging) initiatives to support innovation and retention.

• Organizational Design & Transformation: Partner with leadership on workforce planning, organizational design, and change management to drive growth and agility.

• HR Operations & Compliance: Ensure HR practices comply with regulatory and legal standards while managing HR operations and performance metrics.

Scope of Roles Included in Pipeline:

• Chief Human Resources Officer (CHRO) — Enterprise-wide HR strategy and execution leader.

• Chief People Officer (CPO) — Strategic people-centric executive focused on culture, engagement, and future workforce readiness.

• Head of HR / VP / SVP of HR — Senior HR leaders with operational and strategic oversight, reporting to C-suite.

Target Candidate Profile:

• Experience: 15+ years in HR with demonstrable progression to senior leadership roles (CHRO, CPO, SVP/VP of HR) in mid-to-large organizations.

• Strategic Mindset: Track record of driving organizational transformation, culture evolution, and people strategy that directly contributes to business outcomes.

• Industry Flexibility: Comfortable across a range of sectors (tech, professional services, healthcare, financial services, etc.).

• Leadership & Influence: Strong executive presence with proven ability to partner with CEOs and Boards.

• Future of Work: Demonstrated leadership in building human-centric, AI enabled workplaces and leverages new modern workforce models

What You Can Expect

livingHR engages candidates on a project-by-project basis. Engagement timing, scope, and duration vary based on client needs. Candidates may be considered for multiple opportunities over time as part of our long-term talent community.

Who we are

Help Scout started in 2011 with a simple premise: support software should treat customers like people, not tickets. 3+ billion conversations later, more than 10,000 companies use Help Scout to grow relationships with customers of all types, from clients to patients and beyond.

Now we’re in a new chapter: not only building AI that gives teams more space to focus on the customer experience, but also reimagining how we operate in an AI-native world. That means shipping and learning faster, without compromising on craft. Great work here carries a strong opinion and sweats the details, regardless of the tools we use to drive it.

We’ve been a fully remote team since day one, with 120+ teammates now all over the world. It’s a culture where you’ll be trusted to take ownership, stay curious, and raise the quality of work around you. It comes with clear expectations and a team that will push you to do some of the best work of your career.

If that kind of challenge gives you energy, we’d love to meet you.

This role is 100% remote and open to US-based candidates at this time.

Your Impact

Help Scout is at a pivotal moment. We've laid the foundation of a strong, customer-loved product with a distinct brand and a mission-driven team. Now we're becoming an AI-driven organization with a new strategic narrative, a redefined ICP, and a go-to-market motion built to match. Our 2026 strategy is focused, ambitious, and rooted in clear outcomes, from pipeline and trials to customer expansion.

As VP of People, you'll step into a company with a strong remote-first culture ready to scale its reach and influence. You'll shape how we grow and differentiate ourselves as an employer of choice and bring our values to life at every stage of the team member journey.

This is a great opportunity to lead the people function at a company that believes in craft, autonomy, and building things that matter. You will help determine which of our People practices are scalable as they exist, and which need to change in order to scale effectively.

This is a hands-on leadership role in a remote-first company. You should expect high accountability, meaningful autonomy, and the opportunity to build, test, and refine how people drive growth at Help Scout.

About the role

• You'll lead a team that owns all aspects of the employee lifecycle, from recruiting and onboarding to people and organizational development, as well as all programs including global compensation, organizational design, performance management, and employee retention and engagement.

• You'll ensure we have a robust and scalable culture. Being a remote-first company comes with unique opportunities and challenges. You and your team lead the charge in maintaining a strong values-driven and accountable culture. You'll also own the systems that support remote work and collaboration.

• You'll define how we measure the health of our people and our People programs, maintain that health, and regularly share progress at the leadership level and across the business. You'll use data to guide decisions, challenge assumptions, and adjust strategy when the signal changes.

• You'll build our talent strategy and execute against it to ensure all our people programs and practices are aligned and effective, including a robust recruiting strategy and partnership to support hiring managers through the process.

• You'll bring an AI lens to everything, including how the People team uses AI to move faster and sharpen how they work, and helping all team members better leverage AI to work more effectively.

• You'll drive Help Scout's new strategic narrative forward through our people. Our business is nothing without our people. You’ll align our People programs to our business needs in a seamless and integrated way.

• You'll establish clear planning, prioritization, and execution rhythms that provide clarity to your teams so they can operate at their best.

About You

• You've served as a people leader at a scaling B2B SaaS company in the $30M–$150M ARR range.

• You've led organizations through a growth stage and you know what it takes to get people thinking differently about how to get work done in a changing environment.

• You've had hands-on experience as an HRBP in your career. You deeply understand what it means to be a partner to the business.

• You have a genuine point of view on how AI can advance organizations’ people practices – not just as a set of tools, but as a shift in how individuals and teams operate. You're excited to put that into practice.

• You are creative in thinking about people and people strategies. You leveraging innovative approaches in leadership to ensure people can perform at their best and have a great experience.

• You hold a high bar, elevate those around you, and communicate clearly and empathetically in a remote setting.

• You like to ship, measure, adjust. You aren't afraid of the tension between performance goals and long-term vision.

Who you’ll work with

• Shawna Fisher – you’ll report to Shawna, our COO

• Toby Gabriner – our CEO

• Great people team members like Heidi, Julie, and Allison

Company values

Happy to Help

Help is in our first name! We show up for each other — not out of obligation, but because we’re invested in the team’s collective success. We share knowledge freely, lead with generosity, and practice empathy with our teammates, customers, and community.

Craft over Convention

Our success relies on the quality and craft of the work we put into the world. The status quo simply won’t work. So we insist on narrow focus, sweating every detail, and relentless pursuit of customer delight.

Progress not Perfection

Achieving our true potential — collectively and individually — requires constant progress and forward momentum. By creating a culture of curiosity and openness, we aim to create a safe space for mistakes, the ability to identify them quickly, and use them to get better.

Own the Outcome

Own the outcome means taking full responsibility for the results of your work, decisions, and contributions. It reflects a mindset of accountability, proactiveness, and follow-through. If you “own the outcome,” you don’t just complete tasks, you ensure your work leads to meaningful results, and take initiative to solve problems rather than passing them along.

Read more about how we define, share, and live these values here.

Benefits And Perks

• Competitive salary and an internal, transparent salary formula based on market data

• Flexible time off – you choose the holidays and vacations that make sense for you

• 12 weeks of fully paid parental leave for all new parents, including adoption and foster care

• A home office stipend to help you get set up and productive

• A co-working stipend up to $300 a month if you choose to work out of your house

• A yearly professional development stipend of $1,800 to help you grow in your craft

• If you’re in the U.S. or Canada, we offer top tier health insurance for you and your dependents.

Hiring Guidelines:

All roles at Help Scout are fully remote. Some positions have specific location requirements. For roles outside the U.S. and Canada, we work with teammates as independent contractors under country-specific agreements.

We do not sponsor visas. Teammates must already be authorized to work from their home country.

We are an equal opportunity employer and are committed to building a company that embraces and celebrates diversity and inclusion. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity or expression, sexual orientation, age, marital status, veteran status, or disability status. We have read the studies and understand that diverse teams build better products, bring more perspective to the table, contribute to a company’s financial success, and help foster a more inclusive environment for all employees, but the bottom line is that it's the right thing to do.

To provide you with the best experience, we can support you with accommodations or adjustments at any stage of the recruitment process. Simply inform our recruitment team during your conversation with them.

A note on the use of AI in our interview process

While we understand that AI is an important tool in a modern skillset, we ask that you do not utilize AI assistants live on our interviews. Of course, use any tools you need to prepare! But we'd like for you to have a real human-to-human conversation with our team.

On our end, we utilize a platform called Brighthire as a notetaker and review tool to ensure a fair and transparent hiring process.

Beware of scammers! All legitimate communication from Help Scout regarding your application will come directly from an @helpscout.com email address and through our applicant tracking system, Ashby. We will never ask for personal financial information or conduct interviews outside of these official channels.

About Us

At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company.

At Cloudflare, we’re not looking for people who wait for a polished roadmap; we’re looking for the builders who see the cracks in the Internet that everyone else has simply learned to live with. We value candidates who have the instinct to spot a "normalized" problem and the AI-native curiosity to create a solution using the latest tools. Our culture is built on iteration, leveraging AI to ship faster today to make it better tomorrow, while ensuring that every improvement, no matter how small, is shared across the team to lift everyone up. If you’re the type of person who values curiosity over bureaucracy, and that AI is a partner in solving tough problems to keep the Internet moving forward, you’ll fit right in.

Available Locations

• US

Applications will be accepted until October 13, 2026.

About the Role

The Global GTM Strategy, Planning and Operations team at Cloudflare supports our high-growth Sales organization through scalable, AI supported GTM planning and operations. We focus on thoughtful planning of sales capacity, segmentation, territory carving, quota setting, and compensation design while ensuring clear rules of engagement for our Sales Team. Our goal is to establish a cohesive, consistent process framework that can support high growth, enable the Company's strategy, and accelerate Cloudflare's leadership in the developer and AI-native business segments.

As the Senior Principal, Sales Compensation Design & Strategy, you will design and manage Cloudflare's Sales Compensation Plans across all customer facing teams including Sales, Technical Sales, Partner Sales, and Customer Success & Experience, to ensure they are motivating, aligned with Cloudflare's strategy, and industry leading. This is a high visibility role with significant executive engagement, including leading C-level discussions with our CRO, CFO, CPO, and COO, and serving as the design authority on the Executive Compensation Steering Committee.

You will architect new compensation metrics that reflect how Cloudflare monetizes a developer first, AI supportive business - including consumption, adoption, and platform attach - and ensure roles, territories, and quotas align with compensation plans to achieve our GTM objectives. You will establish a governance framework for efficient compensation planning and partner closely with the Compensation Administration and Operations Teams to ensure effective implementation and accurate payouts. A strong understanding of SaaS bookings, monetization approaches, and consumption and adoption models is essential.

The scope of executive influence, the architectural work required to support our developer/AI business model, and the AI-native transformation of the compensation design function make this seat fundamental to our GTM execution strategy.

Responsibilities

Executive Leadership & Design Authority

• Lead the Sales Compensation Design Process with the Executive Steering Committee, including CRO, CFO, and CPO level stakeholders.
• Drive C-level discussions on compensation philosophy, pay-for-performance outcomes, and strategic trade-offs; develop recommendation decks and own the narrative through approval.
• Architect new metrics that align seller incentives with Cloudflare's developer platform and AI product strategy (e.g., Workers consumption, AI Gateway adoption, platform attach, multi-product penetration).
• Create a 3-year roadmap for the Sales Compensation Design function.

AI-Native Compensation Design

• Build the AI Compensation Design Framework and Application - an internal capability that uses AI to accelerate plan modeling, scenario simulation, payout forecasting, and what-if analysis across thousands of sellers and territories.
• Leverage AI to design high-quality SPIFFs and incentive structures, including generating candidate designs, simulating seller behavior, and stress-testing against historical data before launch.
• Track ROI of comp plans, SPIFFs, and incentive programs using AI-driven analytics - moving from lagging reporting to predictive measurement of plan effectiveness, seller behavior change, and revenue lift.
• Develop AI-powered pay-for-performance reporting that surfaces insights for executives, managers, and sellers in real time, replacing static quarterly reviews with continuous intelligence.

Cross-Functional Execution

• Collaborate with GTM Strategy, Operations, Finance, HR, IT, and Product to ensure effective deployment of compensation plans and GTM strategy.
• Lead compensation enablement and change management for the global Sales team, including AI-assisted communications, FAQ generation, and plan-acceptance workflows.
• Design SPIFFs and incentive strategies that balance long-term strategic bets with short-term revenue goals.
• Partner with the Compensation Administration and Operations Teams to ensure design intent translates into accurate, auditable payouts.

Required Experience & Skills

• 15+ years of experience in Sales Compensation Design in a fast-paced tech company or as a management consultant.
• Demonstrated fluency with AI tools and AI-augmented workflows - whether through prior comp design work, analytics, or strategic projects. Comfort building or directing the build of AI-powered internal applications is strongly preferred.
• Strong analytical skills, including the ability to architect new metrics for emerging business models (consumption, AI monetization).
• Exceptional presentation and communication skills, with proven experience presenting to and influencing C-level executives.
• Proven experience driving Executive Steering Committee meetings and owning the decision narrative end-to-end.
• Experience leading cross-functional initiatives to completion across Finance, HR, IT, Product, and GTM.
• Detail-oriented with a strategic mindset.
• Bachelor's degree required.

Bonus Points

The ideal candidate combines a strong background in sales strategy and compensation design with genuine curiosity about applying AI to transform the function. Candidates will have exceptional stakeholder management skills, executive presence, and the confidence to manage evolving strategies in a high-growth company.

Compensation

Compensation may be adjusted depending on work location.

• For San Francisco based hires: Estimated annual salary of $230,000 - $317,000
• For California (excluding Bay Area), Washington, Washington DC, NY and NJ based hires: $220,000 - $303,000
• For Colorado based hires: Estimated annual salary of $200,000 - $275,000

Equity

This role is eligible to participate in Cloudflare's equity plan.

Benefits

Cloudflare offers a complete package of benefits and programs to support you and your family. Our benefits programs can help you pay health care expenses, support caregiving, build capital for the future and make life a little easier and fun! The below is a description of our benefits for employees in the United States, and benefits may vary for employees based outside the U.S.

Health & Welfare Benefits

• Medical/Rx Insurance
• Dental Insurance
• Vision Insurance
• Flexible Spending Accounts
• Commuter Spending Accounts
• Fertility & Family Forming Benefits
• On-demand mental health support and Employee Assistance Program
• Global Travel Medical Insurance

Financial Benefits

• Short and Long Term Disability Insurance
• Life & Accident Insurance
• 401(k) Retirement Savings Plan
• Employee Stock Participation Plan

Time Off

• Flexible paid time off covering vacation and sick leave
• Leave programs, including parental, pregnancy health, medical, and bereavement leave

What Makes Cloudflare Special?

We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.

Project Galileo: Since 2014, we've equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers--at no cost.

Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we've provided services to more than 425 local government election websites in 33 states.

1.1.1.1: We released 1.1.1.1 to help fix the foundation of the Internet by building a faster, more secure and privacy-centric public DNS resolver. This is available publicly for everyone to use - it is the first consumer-focused service Cloudflare has ever released. Here’s the deal - we don’t store client IP addresses never, ever. We will continue to abide by our privacy commitment and ensure that no user data is sold to advertisers or used to target consumers.

Sound like something you’d like to be a part of? We’d love to hear from you!

Please note that applicants who progress to the offer stage of the interview process may be asked to attend an in-person interview within one of the Cloudflare Offices or Cloudflare Hubs. More details about this will be available at that stage of the interview process.

This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.

Cloudflare is proud to be an equal opportunity employer. We are committed to providing equal employment opportunity for all people and place great value in both diversity and inclusiveness. All qualified applicants will be considered for employment without regard to their, or any other person's, perceived or actual race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.

Cloudflare provides reasonable accommodations to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job. Examples of reasonable accommodations include, but are not limited to, changing the application process, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. If you require a reasonable accommodation to apply for a job, please contact us via e-mail at hr@cloudflare.com or via mail at 101 Townsend St. San Francisco, CA 94107.

Job Title: HR Enablement Lead

Job Location:

• US Remote — This is a fully remote opportunity and can be worked from any location in the United States.

ABOUT THE COMPANY:

Salesloft is building the next era of enterprise revenue — one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we're building the industry's first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth.

With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won — the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate.

Join us to help transform how companies around the world run revenue — and build the platform that will guide leading revenue teams into the future.

THE OPPORTUNITY:

At Salesloft, our HR Enablement Lead owns the learning programs that ramp our managers, onboard new hires, and equip the People team, building a cohesive learning journey for our global workforce. You'll own designated programs end to end, from conception through execution, with hands-on support from leadership as the team builds out its capabilities.

This role moves beyond administrative operations to strategic partnership and the integration of AI. You'll help architect a system of learning that holds together across every level, working closely with our People Business Partners, our Associate People Business Partner, and an L&D coordinator who supports the learning platform and content production.

On a day-to-day basis, you will:

• Own end-to-end program lifecycles, from planning and development through delivery and assessment.
• Design and facilitate enablement workshops and learning solutions for employees at all levels.
• Partner with People Business Partners to identify talent gaps and build manager and leadership programs that help new and developing managers coach, handle performance conversations, and lead with confidence.
• Own onboarding and new-hire enablement so new employees become productive faster.
• Build playbooks, training, and job aids for PBPs and Shared Services on topics such as calibration, employee relations, and change management.
• Experiment with and implement AI-powered tools to automate workflows and personalize curriculum, and use data on completions and impact to inform learning strategy.

This role lives at the heart of how we Lead From the Front: you'll experiment with emerging learning technology and AI, and ship programs rather than roadmaps. And in the spirit of how we Make Your Mark, you'll build a learning architecture that scales with the company instead of a string of one-off sessions.

WHAT WE ARE LOOKING FOR:

We are looking for a strategic, results-driven partner who moves beyond operations to become a consultant to the business. You understand how individual success drives company-wide goals, you're comfortable embedding with the business and the People team, and you're equally at home designing a strategy and running the session.

You embody what we call Evidence Over Ego: you care about proving that what you build works, measure program impact, and report the results honestly to leaders. You bring systems thinking to learning and understand how each initiative affects the broader organization and culture.

This is the right role if you want to build how a fast-growing company learns and grows.

THE TEAM:

Salesloft's People team is made up of results-oriented People professionals with a strong desire to make an impact. You'll work alongside People Business Partners, an Associate People Business Partner, and an L&D coordinator who supports the LMS, content library, and production.

The team Moves as One: enablement, business partners, and shared services build programs together and share ownership of how managers and employees grow. And we are relentlessly Customer-Inspired: well-prepared managers lead teams that serve our customers better.

THE SKILL SET:

• 5+ years of combined experience in learning and development, enablement, organizational development, HR, or a related field, ideally in a technology-driven environment.
• Proven ability to lead engaging enablement workshops across live, in-person, and remote formats.
• Experience designing and delivering manager development and onboarding programs.
• A strong foundation in instructional design methodologies and adult learning principles, with experience developing structured curriculum and learning objectives.
• Experience using AI to automate workflows, analyze insights, or create curriculum, and an aptitude for maintaining learning technology systems.
• Skill at building trust and credibility with senior leaders and cross-functional stakeholders, and at communicating findings to audiences at every level.
• Strong project management skills and a track record of shipping programs and learning assets on deadline, from concept to delivery.
• Experience measuring program impact and reporting results to leaders.

BENEFITS:

For more information about our company's comprehensive benefits please visit: https://salesloftbenefits.com/

At Salesloft, we are committed to creating an inclusive and supportive workplace where everyone belongs and can thrive. We focus on culture add, not culture fit, and believe our teams are made stronger by the unique perspectives, experiences, and identities each person brings.

We are proud to be an Equal Opportunity Employer and provide employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, pregnancy, or any other characteristic protected by law.

If you're excited about this role even though your experience may not perfectly match every requirement, we encourage you to apply. We are actively hiring across multiple geographies and would love to welcome passionate, curious, and mission-driven individuals to our growing team. Explore our open roles and consider joining us!

#LI-Remote

Please note that all official communication regarding job opportunities at Salesloft will come from an @salesloft.com email address. If you receive messages on LinkedIn or other job platforms claiming to be from Salesloft, they may not be legitimate. To verify the authenticity of any job-related communication, please visit our official Careers Page.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, notetaking, or summarizing responses. These tools assist our recruitment team but do not replace human judgment — all hiring decisions are made by people. If you would like more information about how your data is processed or prefer to opt out of any AI-assisted tools, please let your recruiter know. Opting out will not impact your experience or consideration.

It is Salesloft’s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable. The goal of Salesloft’s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization.

Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.

The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans.

Base Pay Range

$85,000—$110,000 USD

NetBox Labs is seeking a Contract Recruiter to support accelerated hiring across our engineering organization. This is a 6-month, full-time (~40 hours/week) engagement with potential to extend. Reporting to our Senior Manager of Talent Acquisition, you will carry a portfolio of primarily engineering roles from day one, with some flex to support other teams as priorities shift.

In this role you will:

• Own a portfolio of product and engineer reqs end to end, from intake to signed offer, with flex to support non-technical roles as needed
  Proactively source and engage passive candidates to build strong, diverse pipelines quickly

• Run intake with engineering hiring managers to lock scorecards and technical requirements before sourcing starts

• Source and engage passive engineering talent through GitHub, open source communities, and technical networks to build strong, diverse pipelines quickly

• Coordinate technical interview loops, facilitate debriefs, and drive timely hiring decisions

• Hold offers inside approved comp bands and partner with Finance on exceptions

• Partner with hiring managers across the US, UK, and EMEA on role requirements and priorities

• Keep Ashby data accurate and report on pipeline health and progress against hiring goals

The ideal candidate will have:

• 5+ years of full-cycle recruiting experience focused on technical roles

• 2+ years working in a fast paced, early stage (<400 employees) startup environment

• Proven track record of sourcing and closing technical talent, especially with Python, Go, and enterprise software experience

• Ability to ramp quickly and deliver results with minimal onboarding

• Experience using Ashby, LinkedIn Recruiter, Wellfound, and other job boards

• Strong verbal and written communication skills

• Excellent organization and attention to detail, which are critical to keep up with a high volume of open roles and applicants

• Ability to work independently and manage multiple roles, applicants, and priorities at once

• Availability to work during US East Coast or Central business hours for the duration of the contract

• Desire to get things done and win the best candidates

About NetBox Labs:

NetBox Labs helps companies build and manage complex networks. We help customers accelerate network automation by delivering open, composable products and supporting the network automation community.

NetBox Labs is the commercial steward of open source NetBox, the world’s most popular network source of truth, and Orb, the next-generation open source network observability platform. Our products include NetBox Enterprise, a fully supported self-managed NetBox with advanced features, and NetBox Cloud, a secure, scalable, and reliable SaaS edition of NetBox.

NetBox powers thousands of companies, and NetBox Labs is backed by investment from Notable Capital (formerly GGV), Grafana Labs CEO Raj Dutt, Flybridge, IBM, Salesforce Ventures, and Mango Capital.

Our culture and values:

• We own and solve problems with high attention to detail.

• Our open source contributors, users, customers & team are all part of our community. When our community wins, we win.

• We prioritize simplicity and think twice before adding complexity

• Clear communication helps keep our team aligned and collaborating smoothly.

NetBox Labs is proud to be an equal opportunity employer. We believe diverse teams build better software, and we welcome applicants of every race, color, religion, gender identity, sexual orientation, national origin, age, disability, and veteran status. If you need accommodation at any point in the process, just let us know.

Infisical is the open source security infrastructure platform that engineers use for secrets management, certificates, and privileged access management. We help developers and organizations securely manage billions of secrets every month including application configuration, database credentials, certificates, and more.

We’ve raised $19M from Y Combinator, Google, and Elad Gil, and our customers include Hugging Face, OpenRouter, LG, and NVIDIA.

Join us on a mission to make security easier for all developers — starting with secrets management. We’re looking to hire exceptional talent to join us in building the open source security infrastructure stack for the AI era.

About the role

We’re looking for a Technical Recruiter to help us build the team behind the open source security infrastructure stack. You’ll own technical hiring end to end, focusing on Engineering, Product, Design and more!

You’ll be working closely with our CTO and engineering team leads to:

• Define role requirements, align on talent bar and present well-calibrated candidate slates.

• Map talent across developer tools, infrastructure, and security companies, and build pipelines of both active and passive candidates through direct outreach, referrals, and open source communities.

• Run a fast, rigorous interview process that keeps candidates, interviewers, and hiring managers excited.

• Structure and negotiate offers, guiding candidates through to close.

• Track funnel metrics and use them to spot issues early and improve how we hire.

• Use and build AI tools across sourcing, outreach, and screening to move faster without compromising candidate experience.

• Shape recruitment marketing and nurture campaigns that tell Infisical’s story to the engineers we want to hire.

Requirements

• 3+ years of full-cycle technical recruiting experience, ideally at high-growth startups.

• Proven success hiring in niche, competitive technical talent markets, with hires you can point to from your own outreach.

• Strong technical literacy: comfortable discussing infrastructure, distributed systems, and developer tooling with engineers.

• Exceptional attention to detail and clear, compelling written and verbal communication.

• A bias toward action: able to make decisions with incomplete information, iterate quickly, and take calculated risks.

• Experience with Ashby.

• Based in the US or Canada.

Nice to have

• Experience recruiting for developer tools, infrastructure, or security companies.

• Experience as an early recruiter, building recruiting processes and systems from the ground up.

• Hands-on experience coding or building AI tools in your recruiting workflow.

• Familiarity with open source communities and developer-led hiring channels.

• Previous founder or startup experience.

Team, values & benefits

Our team brings experience from companies like Databricks, AWS, Red Hat, and more. We operate primarily as a remote team, but maintain a strong presence in San Francisco, where we have an office. We also get together in person throughout the year for off-sites, conferences, and team gatherings.

At Infisical, we offer competitive compensation, including both salary and equity options. Additional benefits, such as a lunch stipend and a work setup budget, are available with more details to be found on our careers page.

About the role

NetBox Labs is hiring a People Operations Manager to run the day to day operations behind a globally distributed team. We are 135 people across the US, UK, Canada, Australia, France, and Spain, and we are still growing. Every hire, change, and exit creates a contract, a benefits enrollment, a system record, and a compliance obligation under that country's rules. This role owns that work, mostly in Justworks and Deel.

Most of our headcount is in the US, so that is where the transaction volume sits. Our international population is smaller and considerably more complex, with different filing requirements and employment rules in each country. International work is a meaningful share of this job, not an occasional task.

You will also build. You will help us consolidate into a single system of record and keep people data clean enough so that the team can plan against it. You will stand up the operational infrastructure behind our leveling and compensation framework, and you will automate the manual cycles that currently take a week every quarter. You will work directly with the VP of People with real ownership of how the work gets done rather than a queue of tasks to route.

Who this is for

This role is for someone who takes real pride in the craft of operations. You are fast and precise inside an HR system and you trust the record you leave behind. You notice when two systems disagree and you want to know why. You also spot the problem behind the ticket.

When something breaks twice you come back with a fix and a recommendation instead of a flag. Hand you a messy, half-defined project and you turn it into a plan. You already use AI in your own work and you would rather teach a tool to handle the repetitive part than build a better spreadsheet.

Much of this work is detailed, and it matters most when nobody has to think about it. This role is focused on making the operational foundation solid, with real latitude in how you get there.

What you will own

Employee lifecycle operations

• Own new hire setup end to end in Justworks, including onboarding records, and tax setup, benefits enrollment, and systems access

• Own exits end to end, including termination processing, final pay, benefits continuation, equity coordination with Finance, and access removal

• Process every employee change, including comp, title, level, manager, location, and employment status, with clean documentation behind each one

• Manage employment documentation, contracts, amendments, and letters across our US and international entities

• Serve as first line support for employee questions on pay, benefits, leave, time off, and policy

• Maintain and improve the people operations knowledge base and process documentation

International employment and compliance

• Own the people compliance calendar across every country we operate in, including filings, registrations, statutory deadlines, and annual returns

• Run the operational relationship with our EOR partners, including hires, changes, exits, invoicing, and issue resolution

• Track country specific employment requirements, including statutory leave, notice, probation, and termination rules, and escalate to Legal where judgment is needed

• Support new country openings end to end from the operational side, working with our EOR and legal partners

• Serve as the operational point of contact for our EMEA and APAC employees

• Keep employee records accurate, complete, and audit ready across every entity

Benefits administration

• Administer US and international benefits day to day, including enrollments, changes, terminations, invoicing, and vendor coordination

• Execute open enrollment, from setup and communications through employee support and audit

• Administer leaves of absence in coordination with our PEO, EOR, and Legal

Systems and data

• Own data integrity in our HR system of record, including audits, permissions, workflows, and integrations

• Execute our consolidation onto a single global system of record, partnering with the VP of People on sequencing

• Build and maintain recurring people reporting, including headcount, attrition, and org data used by Finance and leadership

• Maintain the level, band, and job architecture data behind our leveling and compensation framework, so the numbers leadership plans against hold up

• Automate manual work. If a process runs on a spreadsheet and a calendar reminder, redesign it with the tools available, AI included

• Use AI in the operational work you own, including drafting documentation and letters, summarizing country policy differences, auditing records against source systems, and first-pass reporting

• Bring what works back to the People team as prompts, templates, and short walkthroughs, so the whole team gets faster

What you bring

• 4+ years in people operations, ideally in a high growth software company under 500 people

• Direct, hands on experience running people operations for a multi country workforce. UK and US required. Canada, EU, or APAC a strong plus

• Benefits administration experience, including running a PEO or HRIS platform as the system of record. Justworks is a strong plus

• Fluency with spreadsheets and HR data

• Working fluency with AI tools in day to day operational work, with specific examples of what you automated or made faster

• Follow through. Things you own do not fall through, and you close the loop without being asked

• Excellent judgment with confidential information

• Clear, direct written communication

Nice to have

• Total rewards exposure such as comp cycle admin or benefits renewal support

• Experience with an HRIS migration or consolidation

• Familiarity with Deel, Culture Amp, Carta, or Ashby

• Working knowledge of international employment mechanics, including EOR models, statutory entitlements, and country level filing obligations

Our stack

• Justworks, US PEO

• Justworks International and Deel, international employment

• Culture Amp, performance management

• Carta, equity

• Ashby, recruiting

• Notion and Slack, everything else

About NetBox Labs:

NetBox Labs helps companies build and manage complex networks. We help customers accelerate network automation by delivering open, composable products and supporting the network automation community.

NetBox Labs is the commercial steward of open source NetBox, the world’s most popular network source of truth, and Orb, the next-generation open source network observability platform. Our products include NetBox Enterprise, a fully supported self-managed NetBox with advanced features, and NetBox Cloud, a secure, scalable, and reliable SaaS edition of NetBox.

NetBox powers thousands of companies, and NetBox Labs is backed by investment from Notable Capital (formerly GGV), Grafana Labs CEO Raj Dutt, Flybridge, IBM, Salesforce Ventures, and Mango Capital.

Our culture and values:

• We own and solve problems with high attention to detail.

• Our open source contributors, users, customers & team are all part of our community. When our community wins, we win.

• We prioritize simplicity and think twice before adding complexity

• Clear communication helps keep our team aligned and collaborating smoothly.

NetBox Labs is proud to be an equal opportunity employer. We believe diverse teams build better software, and we welcome applicants of every race, color, religion, gender identity, sexual orientation, national origin, age, disability, and veteran status. If you need accommodation at any point in the process, just let us know.

This position is part of livingHR’s talent community. By applying, you are expressing interest in joining our network of trusted professionals who partner with us on a contract basis when client project needs arise. This is not an immediate or guaranteed opening. Engagements are project-based, and livingHR will reach out when an opportunity aligns with your experience, availability, and location.

Position Details

Location: Remote (FL, CO, IL, MA, NH, RI, ME, CT, GA, SC, NC, TX)
Type: Contract / Fractional
Work Model: Remote-first (Work from Where it Makes Sense – WfWiMS)

Compensation: $50 - $75/hr

Who We Are

livingHR is the remote-first, professional services “work agency” created to make work better. We partner with organizations to deliver human-centric, future-of-work-ready HR-managed services, professional services, and products. We believe in taking exceptional care of our people so they can deliver exceptional outcomes for clients, partners, and communities.

Position Overview

Lead HR technology selection, implementation, and optimization efforts to enable scalable, human-centric people operations.

Responsibilities

• Deliver modern, human-centric HR solutions that improve workplace experiences

• Support client engagements with a focus on delivery excellence, strategic alignment, and outcomes

• Serve as a trusted advisor throughout the engagement lifecycle

• Apply consulting, project management, and communication best practices

• Partner with livingHR Principals and client stakeholders to deliver value

• Track billable work and maintain accurate project documentation

• Align people strategies with broader business objectives

HR Tech Strategy & Selection

• Lead requirements gathering and vendor selection

• Advise on HR systems architecture and roadmap

Implementation & Optimization

• Oversee configuration, testing, and deployment

• Drive adoption through change management and training

Data & Analytics

• Enable reporting, analytics, and insights through HR systems

Role Requirements

• Experience working directly with clients in consulting, professional services, PEOs, or agencies

• Strong internal HR or functional expertise across relevant disciplines

• Ability to operate independently in a fast-paced, client-facing environment

• Excellent communication, stakeholder management, and advisory skills

• Comfort working in flexible, project-based engagements

• HR certifications or platform certifications preferred where applicable

• Willingness to travel occasionally as client needs require

What You Can Expect

livingHR engages contract consultants on a project-by-project basis. Engagement timing, scope, and duration vary based on client needs. Consultants may be considered for multiple opportunities over time as part of our long-term talent community.