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SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you’ll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You’ll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they’re deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We’re also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

What you’ll do

• Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches
• Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience
• Advise on compensation and offer strategy and close candidates in competitive markets
• Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec
• Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health
• Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions
• Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time
• Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions
• Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t
• Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
• Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team
• Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team
• Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

What you have

• 8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company
• Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates
• A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
• Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
• Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
• Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
• Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
• A reputation as a teammate who mentors, shares what they know, and raises the level of the team

Perks

• Equity stake
• Discretionary annual bonus
• Flexible work environment, allowing you to work as many days a week in the office as you’d like or 100% remotely
• A WFH stipend to support your home office setup
• Unlimited PTO
• Up to 16 weeks of fully-paid family leave
• 401(k) matching
• Student loan matching program
• Health, vision, dental, and life insurance
• Up to $25k towards family building, reproductive health services and Gender-affirming care
• $500 per year for wellness expenses
• Subscriptions to Headspace (meditation), Headspace Care (therapy), and One Medical
• $360 per quarter to spend on tickets to live events
• Annual subscription to Spotify, Apple Music, or Amazon music

The salary range for this role is $119,000 - $172,000 USD. This role is equity eligible. In addition, you may receive a discretionary annual bonus based on individual and company performance. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location.

SeatGeek is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. As an equal opportunities employer, we recognize that diversity is a positive attribute and we welcome the differences and benefits that a diverse culture brings. Come join us!

To review our candidate privacy notice, click here.

SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you’ll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You’ll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they’re deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We’re also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

What you’ll do

• Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches
• Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience
• Advise on compensation and offer strategy and close candidates in competitive markets
• Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec
• Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health
• Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions
• Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time
• Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions
• Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t
• Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
• Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team
• Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team
• Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

What you have

• 8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company
• Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates
• A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
• Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
• Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
• Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
• Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
• A reputation as a teammate who mentors, shares what they know, and raises the level of the team

Perks

• Equity stake
• Discretionary annual bonus
• Flexible work environment, allowing you to work as many days a week in the office as you’d like or 100% remotely
• A WFH stipend to support your home office setup
• Unlimited PTO
• Up to 16 weeks of fully-paid family leave
• 401(k) matching
• Student loan matching program
• Health, vision, dental, and life insurance
• Up to $25k towards family building, reproductive health services and Gender-affirming care
• $500 per year for wellness expenses
• Subscriptions to Headspace (meditation), Headspace Care (therapy), and One Medical
• $360 per quarter to spend on tickets to live events
• Annual subscription to Spotify, Apple Music, or Amazon music

The salary range for this role is $119,000 - $172,000 USD. This role is equity eligible. In addition, you may receive a discretionary annual bonus based on individual and company performance. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location.

SeatGeek is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. As an equal opportunities employer, we recognize that diversity is a positive attribute and we welcome the differences and benefits that a diverse culture brings. Come join us!

To review our candidate privacy notice, click here.

#LI-Remote

SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you’ll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You’ll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they’re deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We’re also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

What you’ll do

• Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches
• Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience
• Advise on compensation and offer strategy and close candidates in competitive markets
• Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec
• Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health
• Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions
• Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time
• Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions
• Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t
• Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
• Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team
• Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team
• Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

What you have

• 8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company
• Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates
• A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
• Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
• Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
• Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
• Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
• A reputation as a teammate who mentors, shares what they know, and raises the level of the team

Perks

• Equity stake
• Discretionary annual bonus
• Flexible work environment, allowing you to work as many days a week in the office as you’d like or 100% remotely
• A WFH stipend to support your home office setup
• Unlimited PTO
• Up to 16 weeks of fully-paid family leave
• 401(k) matching
• Student loan matching program
• Health, vision, dental, and life insurance
• Up to $25k towards family building, reproductive health services and Gender-affirming care
• $500 per year for wellness expenses
• Subscriptions to Headspace (meditation), Headspace Care (therapy), and One Medical
• $360 per quarter to spend on tickets to live events
• Annual subscription to Spotify, Apple Music, or Amazon music

The salary range for this role is $119,000 - $172,000 USD. This role is equity eligible. In addition, you may receive a discretionary annual bonus based on individual and company performance. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location.

SeatGeek is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. As an equal opportunities employer, we recognize that diversity is a positive attribute and we welcome the differences and benefits that a diverse culture brings. Come join us!

To review our candidate privacy notice, click here.

SeatGeek believes live events are powerful experiences that unite humans. With our technological savvy and fan-first attitude we’re simplifying and modernizing the ticketing industry.

As a Lead Technical Recruiter, you’ll own full lifecycle hiring for our most difficult and highest visibility technical searches, including senior and staff level engineers, data and ML specialists, product managers, and designers. Many of these are roles where the hiring bar, talent mapping, and the sourcing channel have not been defined. You’ll run them with a high degree of autonomy, build the playbooks the rest of the team uses, and serve as a voice R&D and Product leaders turn to when they’re deciding what to build and who should build it.

The ideal candidate operates as a talent advisor and strategic partner. They bring market data and pipeline evidence into every conversation, facilitate communication with executive stakeholders, and raise the standard of how the team operates. We’re also looking for someone with real curiosity about how AI is changing recruiting, and the appetite to put that curiosity to work. This role will report to the Director of Talent Acquisition.

What you’ll do

• Own complex technical and product searches from intake through close, including niche, emerging and confidential roles, partnering with recruiting leadership on executive searches
• Build sourcing strategies from scratch through market mapping, competitive research and targeted outbound campaigns, while managing multiple high complexity searches without sacrificing pipeline momentum or candidate experience
• Advise on compensation and offer strategy and close candidates in competitive markets
• Serve as a trusted advisor to senior engineering, data and product leaders, shaping role scope, leveling, interview design and hiring strategy rather than executing against a predefined spec
• Lead intake and calibration to establish the hiring bar, use market evidence to reset expectations when searches stall and provide leaders with clear insight into hiring health
• Influence headcount planning and role scoping by bringing market, compensation and organizational context to decisions
• Use funnel, pipeline and time to fill data to diagnose search challenges and adjust strategy in real time
• Bring root cause analysis and recommendations, not just flags, and independently make decisions on search strategy, process and stakeholder approach while escalating broader resourcing and headcount decisions
• Test and adopt AI across sourcing, screening, outreach and scheduling, scale what works and retire what doesn’t
• Help define where AI can improve hiring quality and speed while keeping human judgment where it matters, using automation to reduce administrative work and give recruiters more time with candidates and hiring managers
• Build reusable playbooks, market intelligence and best practices that elevate the broader recruiting team
• Mentor recruiters and sourcers on sourcing, stakeholder management and closing while sharing candidates, intelligence and pipeline across the team
• Set the standard for collaboration, adaptability and execution, especially as priorities shift and hiring pressure increases

What you have

• 8+ years of full lifecycle technical recruiting, including senior and staff level IC hiring at a fast growing technology company
• Depth across engineering, data and ML, product, and design, with the fluency to credibly engage senior candidates
• A track record of building the approach yourself on searches where the role, the bar, or the market was undefined
• Strategic sourcing skill: market mapping, talent intelligence, and outbound that builds pipeline without leaning on inbound or agencies
• Fluency with recruiting data and the tools behind it, including Greenhouse, Gem, LinkedIn Recruiter, and ModernLoop or similar. You build your own views and use metrics to make and defend decisions
• Executive presence and the ability to influence without authority, grounded in a real understanding of the business you support
• Curiosity and aptitude for new technology. You have put AI to work in your own workflow and can speak to what it changed
• A reputation as a teammate who mentors, shares what they know, and raises the level of the team

Perks

• Equity stake
• Discretionary annual bonus
• Flexible work environment, allowing you to work as many days a week in the office as you’d like or 100% remotely
• A WFH stipend to support your home office setup
• Unlimited PTO
• Up to 16 weeks of fully-paid family leave
• 401(k) matching
• Student loan matching program
• Health, vision, dental, and life insurance
• Up to $25k towards family building, reproductive health services and Gender-affirming care
• $500 per year for wellness expenses
• Subscriptions to Headspace (meditation), Headspace Care (therapy), and One Medical
• $360 per quarter to spend on tickets to live events
• Annual subscription to Spotify, Apple Music, or Amazon music

The salary range for this role is $119,000 - $172,000 USD. This role is equity eligible. In addition, you may receive a discretionary annual bonus based on individual and company performance. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location.

SeatGeek is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. As an equal opportunities employer, we recognize that diversity is a positive attribute and we welcome the differences and benefits that a diverse culture brings. Come join us!

To review our candidate privacy notice, click here.

#LI-Remote

Job Summary

The Manager, HR Systems serves as a trusted advisor and technical expert responsible for the design and optimization of the company’s HR systems and data integrity. This role is responsible for ensuring reliable data, efficient system operations, and meaningful insights that drive data-informed HR and business decisions across the organization.

Partnering closely with HR, IT, and business leaders, the Manager, HR Systems ensures systems, integrations, and reporting capabilities effectively support enterprise goals and a seamless employee experience.

Duties & Responsibilities

• HRIS Design & Optimization: Lead the design, configuration, and continuous improvement of HR systems and processes to ensure efficiency, accuracy, and scalability. Serve as the primary subject matter expert for HR technology, guiding system strategy and optimization efforts. Explore and apply emerging technologies, including AI-driven tools, to enhance automation, data accuracy, and user experience.
• System Administration & Governance: Oversee the day-to-day HRIS administration, data integrity, and user access management. Conduct regular audits, maintain system security, ensure compliance, and uphold data governance standards.
• Cross-Functional Collaboration & Business Partnership (20%): Partner with HR, Finance, IT and business leaders to understand needs, translate requirements into system and reporting solutions, and deliver accurate, timely data for decision-making. Serve as the primary point of contact to ensure alignment on system integrations, data governance, and technical enhancements.
• Process Improvement & Integrations: Identify and implement opportunities to streamline HR processes, enhance system functionality, and improve data accuracy through integrations and workflow optimization. Leverage AI to enhance efficiency and decision-making.
• Special Projects & Initiatives: Lead or support cross-functional projects such as system upgrades, process redesigns, or enhancements to data and analytics capabilities. Begin exploring AI capabilities.

Supervisory Responsibilities: This role does not have formal people leadership responsibilities but may provide guidance, mentorship, or subject matter expertise to others.

Knowledge, Skills & Abilities

• Deep understanding of HRIS concepts, data structures, and integration principles
• Expertise in HR data analysis, reporting, and visualization to drive data-informed decisions
• Strong analytical and technical skills, including proficiency with spreadsheets and reporting tools
• Ability to translate business needs into system requirements and analytics solutions
• Excellent communication and consultation skills to partner effectively with stakeholders at all levels
• Strong project management, organization, and prioritization skills in a fast-paced environment
• Ability to identify and implement process and system improvements
• Awareness of emerging HR technologies, including AI and automation, and the ability to evaluate and integrate new tools that enhance efficiency, data accuracy, and insights.
• Commitment to data accuracy, integrity, and governance

Minimum Qualifications

• Bachelor’s Degree in Human Resources, Information Systems, Business, or related field, or equivalent work experience.
• 7+ year of relevant experience in HR systems administration, reporting, and analytics
• Proficient working with ADP

Preferred Qualifications

• Master’s Degree in Human Resources, Business Analytics, or related discipline
• 7+ year of relevant experience with HRIS implementation, optimization, or reporting
• Certified in HR or HR technology (e.g., HRIP, SHRM-SCP, or equivalent)

Other Requirements

• This position primarily involves sedentary work, requiring long periods of sitting, regular use of a computer, and occasional standing or walking, with reasonable accommodations available.
• Perform other functions, duties and projects as assigned
• Regular and punctual attendance

Ability to travel up to: 10% of the time

#LI-Remote #LI-MB1

Additional Information

Work Environments

F&G believes in an employee-centric flexible environment, which is why we offer the ability for in-office, hybrid and remote work arrangements. During the hiring process, you’ll work with your leader to decide what works best for your role.

F&G complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities, unless such accommodation would cause an undue hardship for F&G.  If reasonable accommodation is needed to participate in the job application or interview process, please contact talentacquisition@fglife.com.

Join our employee-centric hybrid work environment: F&G Careers

About F&G

Since 1959, Fidelity & Guaranty Life Insurance Company (F&G) has offered annuity and life insurance products to those who are seeking security in retirement and protection during life’s unexpected events.

As a national Top Workplace1, an Iowa Top Workplace2 and a proud equal opportunity employer, F&G team members are empowered, collaborative, dynamic and authentic. We believe that by embracing these values, we will continue to build and strengthen the company while continuing to be a great place to work.

1 Top Workplaces USA 2022 – 2023

2 Des Moines Register Top Workplaces 2018 – 2022

Notice for all Applicants who are California residents under the California Privacy Rights Act. Please click here to review the policy.

Grove Collaborative is a sustainability-focused consumer products company creating household and personal care essentials that are effective, beautifully designed, and healthier for people and the planet. We are a certified...

The role

HelloFresh is seeking a Lead Equity & Incentives Compensation Partner to drive the strategy and execution of our global equity programs, short- and long-term incentive plans, executive compensation, and rewards governance framework. This is a senior individual contributor role for someone who has been deep in the mechanics of compensation in a high-growth technology company and is now ready to own a portfolio that spans program design, governance, and cross-functional influence. You will play a foundational role in defining our global rewards strategy and structuring defensible compensation frameworks.

Reporting to the Global Director, Compensation Strategy, you will serve as the subject matter expert across equity, incentives, and executive pay - working at the intersection of people, finance, legal, and the business. This role is central to building scalable, market-competitive compensation programs that support HelloFresh’s continued growth across global markets.

What you’ll do

Equity Program Design & Execution

• Program Ownership: Lead the design, administration, and continuous improvement of HelloFresh’s global equity programs - including RSUs, performance shares, and any new equity vehicles - ensuring they are competitive, compliant, and well-understood by employees.
• Platform & Data Integrity: Serve as the operational lead for the equity compensation platform, ensuring accurate data bridges between Workday, Payroll, and external equity administration tools.
• Equity Education: Develop scalable education materials - guides, FAQs, webinars - that help employees across all markets understand their equity awards and the broader compensation philosophy

Incentive Plans & Variable Pay

• STI & LTI Design: Lead the design and annual refresh of short-term and long-term incentive structures, including corporate bonus plans, sales incentive frameworks, and performance-based equity programs.
• Plan Modelling: Build and maintain incentive compensation models to evaluate cost, dilution, payout scenarios, and competitive positioning; translate model outputs into clear recommendations for senior leadership.
• Goal-Setting & Calibration: Partner with Finance and HR Business Partners during the annual goal-setting cycle to ensure incentive metrics are appropriately rigorous, measurable, and aligned to business priorities.
• Pay Mix Analysis: Conduct ongoing analysis of total compensation pay mix across roles, levels, and geographies to identify gaps and recommend design adjustments.

Executive Compensation

• C-Suite Support: Support executive compensation reviews, including benchmarking for C-suite and director-level roles, peer group analysis, and preparation of materials for Compensation Committee review.
• Benchmarking & Market Data: Manage relationships with compensation survey vendors; lead annual and ad-hoc benchmarking exercises to keep HelloFresh’s executive pay competitive.
• Offer Construction: Partner with Talent Acquisition and senior HR leadership to structure competitive offers for executive hires, including equity, sign-on, and ongoing compensation considerations.
• Disclosure & Reporting: Support preparation of executive compensation disclosures and Compensation Committee materials, ensuring accuracy and regulatory compliance.

Rewards Governance & Compliance

• Governance Framework: Develop and maintain HelloFresh’s global compensation governance framework — including salary band structures, job architecture, and pay approval workflows — ensuring consistency, fairness, and auditability.
• Regulatory Compliance: Ensure all compensation programs comply with applicable securities law, tax regulations, and reporting requirements across jurisdictions (DE, US, UK, and others); lead preparation for the EU Pay Transparency Directive.
• Pay Equity: Design and execute regular pay equity analyses across gender, ethnicity, and tenure; surface findings and drive remediation plans in partnership with HR leadership and Legal.
• SOX & Audit Support: Maintain rigorous controls and documentation for equity and incentive programs to support internal and external audit requirements.
• Process Improvement: Identify and implement opportunities to automate and streamline compensation operations, including tooling, workflows, and AI-assisted analytics.

Strategic Partnership & Program Building

• Cross-Functional Influence: Act as the compensation expert for HR Business Partners, Finance, and Legal — providing timely, data-driven guidance on compensation decisions across the employee lifecycle.
• M&A and Expansion: Support compensation due diligence and integration work for acquisitions and new market entries, ensuring programs can scale with the business.
• Stakeholder Communication: Translate complex compensation concepts into clear narratives for senior leaders, the Compensation Committee, and employees at all levels.
• Team Mentorship: Provide guidance and mentorship to more members of the compensation team, including the Senior Equity Compensation Analyst.

What you’ll bring

• Experience: 8+ years of progressive compensation experience, with at least 4 years focused on equity, incentives, or executive compensation in a high-growth global technology or e-commerce company.
• Program Builder: Demonstrated track record of designing and scaling compensation programs from the ground up — not just administering inherited ones.
• Technical Depth: Strong command of equity mechanics (RSUs, options, performance shares), incentive plan design, and executive pay practices. Familiarity with SOX, EU Pay Transparency, and multi-jurisdictional compliance requirements.
• Analytical Rigour: Expert-level proficiency in financial modelling and data analysis (Excel/Google Sheets required; SQL, Python, or BI tools a plus). Comfortable building models that inform multi-million dollar decisions.
• Governance Mindset: Experience developing or maintaining global compensation governance frameworks, job architectures, and pay equity programs.
• Stakeholder Influence: Proven ability to work effectively with Finance, Legal, Talent, and senior executives; capable of presenting complex analyses in simple, compelling terms.
• Qualifications: Bachelor’s degree in Finance, HR, Economics, or a related field. Certifications such as Certified Compensation Professional (CCP) or Certified Equity Professional (CEP) are highly preferred.
• Adaptability: Comfortable operating in ambiguity and navigating rapid change; thrives in a fast-paced, high-ownership environment.

What we offer

Elevate your lifestyle! Join one of Europe’s fastest-growing tech powerhouses in a dynamic phase of expansion.

• Immerse yourself in a diverse global community of 90+ nationalities.
• Enjoy a competitive compensation package that goes beyond the norm, with perks like a HelloFresh- subsidized Pension Scheme, Berlin relocation support, and a Hybrid working model.
• Elevate your lifestyle with exclusive discounts on your weekly HelloFresh box and office meals.
• Invest in your growth with an annual learning & development budget, German language learning budget, and access to the HelloFresh Academy.
• Plus, we’ve got your well-being covered with mental health support, transportation perks, and working-parent-friendly benefits. From our 24⁄7 gym access,wellbeing platforms like Headspace and Spill, to sabbatical leave options, HelloFresh is not just a workplace; it’s a lifestyle of perks and possibilities!

Are you up for the challenge?

Please submit your complete application below including your salary expectations and earliest starting date.

After submitting an application our team will review this and get back to you within 5 business days.

At Jamf, we believe in an open, flexible culture based on respect and trust. Our track record and thriving work environment all stem from the freedom we grant ourselves to...

Job SummaryAs the leader of the Remote CDL Admissions Department, the Director- CDL Admissions motivates, trains and coaches remote admissions personnel on expected behaviors aligned with focus on the Ancora mission and Core Values.

Impact• In this role, you will help NIQ create a more connected and effective approach to talent strategy, performance and growth.

About Tailscale

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

About the Role

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

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

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

Key Responsibilities

Lead & Develop Talent Acquisition Partners

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

Drive Recruiting Strategy & Performance

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

Partner with Business Leaders

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

Use Data & Market Intelligence

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

Partner Across Talent Acquisition

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

What We Are Looking For

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

Nice to Have

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

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

CAN Pay Range

$211,720—$263,980 CAD

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

What We Offer

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

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

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

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

About Tailscale

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

About the Role

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

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

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

Key Responsibilities

Lead & Develop Talent Acquisition Partners

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

Drive Recruiting Strategy & Performance

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

Partner with Business Leaders

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

Use Data & Market Intelligence

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

Partner Across Talent Acquisition

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

What We Are Looking For

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

Nice to Have

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

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

US Pay Range

$158,000—$197,000 USD

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

What We Offer

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

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

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

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

About Tailscale

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

About the Role

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

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

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

Key Responsibilities

Lead & Develop Talent Acquisition Partners

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

Drive Recruiting Strategy & Performance

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

Partner with Business Leaders

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

Use Data & Market Intelligence

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

Partner Across Talent Acquisition

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

What We Are Looking For

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

Nice to Have

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

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

CAN Pay Range

$211,720—$263,980 CAD

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

What We Offer

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

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

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

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

About Tailscale

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

About the Role

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

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

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

Key Responsibilities

Lead & Develop Talent Acquisition Partners

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

Drive Recruiting Strategy & Performance

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

Partner with Business Leaders

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

Use Data & Market Intelligence

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

Partner Across Talent Acquisition

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

What We Are Looking For

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

Nice to Have

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

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

US Pay Range

$158,000—$197,000 USD

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

What We Offer

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

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

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

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

About Us_// At Masabi, we’re driving the fare payment revolution, powering the journeys of millions all over the world. We build fare collection platforms that allow riders to seamlessly buy...

The Baldwin Group is an award-winning entrepreneur-led and inspired insurance brokerage firm delivering expertly crafted Commercial Insurance and Risk Management, Private Insurance and Risk Management, Employee Benefits and Benefit Administration, Asset and Income Protection, and Risk Mitigation strategies to clients wherever their passions and businesses take them throughout the U.

We are seeking a results-driven Sr Staff Recruiter to manage full-cycle recruiting across a variety of roles and departments.