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Senior Talent Acquisition Partner owns the full recruitment lifecycle for Go-to-Market teams, sourcing passive candidates, managing hiring processes, and partnering with executives on talent strategy.
Who are we?
At UpGuard, we are replacing manual security bottlenecks with AI-driven precision. Fresh off a US$75M Series C, we are scaling our infrastructure to process 100 billion risk signals daily. This isnât just growth; itâs a total reimagining of how the world manages cyber risk.
We build the Cyber Risk Posture Management (CRPM) platform that security teams actually love. By integrating security ratings, threat intel, and agentic AI, we empower organisations to stay ahead of an ever evolving attack surface.
We arenât just building another tool; weâre defining a category. We provide the autonomy to ship world-class technology and the resources to do it at a global scale.
Our People team consists of Talent Acquisition and Team Member Experience. At UpGuard, we all deserve to work in an environment where we are treated with dignity and respect. Our People team is committed to creating such an environment, where everyone has the opportunity to be themselves and reach their fullest potential. Our Talent Acquisition team is committed to finding individuals who embody our values and are passionate about the work they do to help UpGuard continue to grow.
Where does this role fit in?
As a Senior Talent Partner, you will be responsible for recruiting for our Go-to-Market (GTM) teams across the US & EMEA. Youâll partner directly with leaders across teams, including Sales, Customer Success, and Marketing, to understand their hiring needs, build effective sourcing strategies, and hire top-tier talent that will shape the future of our company. This is a hands-on role where youâll manage the full recruitment lifecycle, from sourcing and screening to offer and onboarding.
$130,000 - $145,000 a year
#LI-BW1
UpGuard is a Certified Great Place to WorkÂź in the US, Australia, UK and India, establishing its position as a leading global technology employer. 99% of team members agree that UpGuard is a great place to work, apply now to find out why!
As an Equal Employment Opportunity and Affirmative Action Employer, qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status.
For applications to positions in the United States, please note, at this time we can only support hiring in the following US states: CA, MD, MA, IL, OR, WA, CO, TX, FL, PA, LA, MO, or DC.
Before starting work with us, you will need to undertake a national police history check and reference checks. Also please note that at this time, we cannot support candidates requiring visa sponsorship or relocation.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Recruiter manages full-cycle hiring for go-to-market functions including sales, sales engineering, customer success, and support teams.
About Us:
We love going to work and think you should too. Our team is dedicated to trust, customer obsession, agility, and striving to be better everyday. These values serve as the foundation of our culture, guiding our actions and driving us towards excellence. We foster a culture of performance and recognition, allowing us to transform growth as we enable our employees to do the best work of their careers.
This role is open to candidates based in or near Austin, TX. Our Austin office is based in the vibrant San Jacinto Center downtown with breathtaking views of Lady Bird Lake. At LogicMonitor, we hire within our Centers of Energyâvibrant locations where our teams connect, collaborate, and innovate.
To learn more about life at LogicMonitor, check out our Careers Page.
What Youâll Do:
LogicMonitorÂź is the AI-first hybrid observability platform powering the next generation of digital infrastructure. LogicMonitor delivers complete visibility and actionable intelligence across on-premises, cloud, and edge environments. By anticipating issues before they strike, optimizing resources in real time, and enabling faster, smarter decisions, LogicMonitor helps IT and business leaders protect margins, accelerate innovation, and deliver exceptional digital experiences without compromise.
Our customers love LogicMonitorâs ability to bring cloud and traditional IT together into one view, as seen in minimal churn rates, expansion business, and exciting new customer references. In fact, LogicMonitor has received the highest Net Promoter Score of any IT Infrastructure Management provider. LogicMonitor also boasts high employee satisfaction. We have been certified as a Great Place To WorkÂź, and named one of BuiltInâs Best Places to Work for the seventh year in a row!
The Go To Market Recruiting Specialist will be responsible for full lifecycle recruiting across all GTM functions including Enterprise & Commercial Sales, Sales Engineering, Channel & Customer Success & Support for the US business. Duties include: sourcing passive candidates from top tier software companies, attracting passive candidates, screening active candidates against predetermined hiring criteria, management of cognitive & behavioural assessments, coordinating interviews with multiple stakeholders and offer negotiation through to close. This person will act as a consultant and business partner for all recruiting-related activities, working collaboratively with all levels within the organisation.
Hereâs a closer look at this key role:
What Youâll Need:
Residents of California, click Here to view our California Applicant Privacy Notice.
Anticipated Application Close Date: 08/02/26
LogicMonitor is an Equal Opportunity EmployerAt LogicMonitor, we believe that innovation thrives when every voice is heard and each individual is empowered to bring their unique perspective. Weâre committed to creating a workplace where diversity is celebrated, and all employees feel inspired and supported to contribute their best.
For us, equal opportunity means fostering a truly inclusive culture where everyone has the chance to grow and succeed. We donât just open doors; we invite you to step through and be part of something bigger. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Work Authorization:
At this time, we are able to consider candidates who are authorized to work in the United States on a full-time, permanent basis without requiring new or initial employer-sponsored work authorization.
Candidates who currently hold valid U.S. work authorization that can be transferred to a new employer (such as certain H-1B statuses) may be considered on a case-by-case basis.
We are not able to provide new sponsorship for employment-based visas that require an initial petition or application by the employer.
LogicMonitor is dedicated to fostering a culture of transparency and fairness, including our commitment to pay transparency. We provide the base salary ranges for all positions posted within the United States.
Compensation packages at LogicMonitor for eligible roles include base salary, a variable plan depending on role, along with comprehensive benefits. The range displayed on each job posting reflects the minimum and maximum base salary target for new hires in the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training. As part of our holistic compensation philosophy, your package will also include, but is not limited to: Comprehensive health, dental and vision coverage, generous parental leave policies, access to our Employee Assistance Program and various Wellness programs, a 401K with company matching, a Lifestyle Spending Account, and an unlimited vacation policy. For more information on our benefits, see our careers page.
The Base Salary range for this role is:
$1â$1 USD
Our goal is to ensure an accessible and inclusive experience for every candidate.
If you need a reasonable accommodation during the application or interview process under applicable local law, please submit a request via this Accommodation Request Form.
Know your rights: workplace discrimination is illegal. Please click here to review LogicMonitorâs U.S. Pay Transparency Nondiscrimination Provision.
Staff HR Business Partner develops people strategy and supports organizational development for a high-growth delivery team managing workforce complexity across FTEs, contractors, and geographically dispersed operations.
About Snorkel
At Snorkel, we believe meaningful AI doesnât start with the model, it starts with the data.
Weâre on a mission to help enterprises transform expert knowledge into specialized AI at scale. The AI landscape has gone through incredible changes between 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the worldâs largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!
Staff HR Business Partner
San Francisco, CA | Hybrid (3 days/week in office)
Weâre looking for a Staff HR Business Partner to build and own the people strategy for Snorkelâs Data as a Service (DaaS) organization. The DaaS org is a delivery-first team that has more than tripled in size over the last six months, with no signs of slowing. They deliver high-quality data operations and AI deployment outcomes for frontier labs and AI teams.
This org has a unique composition: forward deployed engineers, technical and operations delivery managers, a supply team managing a workforce comprised of multiple worker types at scale, and others. The people challenges here require an HRBP who has seen this kind of complexity before, such as workforce planning across FTEs and contractors, building a high performance culture rooted in delivery outcomes, and keeping a geographically dispersed, operationally complex team connected to Snorkelâs culture.
Youâll partner directly with our DaaS GM and leadership team, and youâll need to be as comfortable in the operational weeds as you are in strategic conversations. The ideal background is professional services, managed services, or a delivery-heavy tech org. Somewhere you learned to support talent that ships outcomes, not just features.
If youâre a generalist HRBP looking for your first exposure to delivery org complexity, this likely isnât the right fit. If youâve lived it and want to build something from a strong foundation at a company at the frontier of AI, weâd love to talk.
This role reports into the Senior Director, People Programs & Partnerships, and will focus on:
Strategic Business Partnership
Leadership Coaching and Development
HR Team Collaboration and Peer Leadership
Who you are
Salary Range
$192,000â$240,000 USD
Be Your Best at Snorkel
Joining Snorkel AI means becoming part of a company that has market proven solutions, robust funding, and is scaling rapidlyâoffering a unique combination of stability and the excitement of high growth. As a member of our team, youâll have meaningful opportunities to shape priorities and initiatives, influence key strategic decisions, and directly impact our ongoing success. Whether youâre looking to deepen your technical expertise, explore leadership opportunities, or learn new skills across multiple functions, youâre fully supported in building your career in an environment designed for growth, learning, and shared success.
Snorkel AI is proud to be an Equal Employment Opportunity employer and is committed to building a team that represents a variety of backgrounds, perspectives, and skills. Snorkel AI embraces diversity and provides equal employment opportunities to all employees and applicants for employment. Snorkel AI prohibits discrimination and harassment of any type on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. All employment is decided on the basis of qualifications, performance, merit, and business need.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Coordinates interview scheduling, manages job openings in recruiting systems, and supports candidate experience by scheduling interviews and resolving logistics conflicts.
Weâre hiring a Recruiting Coordinator to join our People team in San Francisco. This is an execution-focused role that plays a critical part in delivering a smooth and organized candidate experience. Youâll partner closely with recruiters, interviewers, hiring teams, and cross-functional stakeholders to keep interview processes running efficiently and professionally. This role is ideal for someone who is highly organized, detail-oriented, calm under pressure, and energized by supporting candidates through important career moments.
The base salary offered for this role and level of experience will begin at $65,000 and up to $90,000. Full-time employees are also eligible for a bonus, competitive equity package, and benefits. The actual base salary offered may be higher, depending on your location, skills, qualifications, and experience.
What makes this role unique
#LI-EI1 #LI-Onsite
At Chime, we believe that everyone can achieve financial progress. We created Chimeâa financial technology company, not a bank*âon the premise that core banking services should be helpful, easy, and free. Through our user-friendly tools and intuitive platforms, we empower our members to take control of their finances and work towards their goals. Whether itâs starting a savings account, purchasing a first car or home, launching a business, or pursuing higher education, weâre proud to have helped millions unlock their financial potential.
Weâre a team of problem solvers, dreamers, and builders with one shared obsession: our members. From day one, Chimers have worked tirelessly to out-hustle and out-execute competitors to bring our mission to life. Their grit and determination inspire us to work harder every day to deliver the very best experience possible. We each bring an ownerâs mindset to our work, refusing to be outdone and holding ourselves accountable to meet and exceed the highest bars for our teams, our company, and our members.
We believe in being bold, dreaming big, and taking risks, while also working together, embracing our diverse perspectives, and giving each other honest feedback. Our culture remains deeply entrepreneurial, encouraging every Chimer to see themselves as stewards of our mission to help everyday Americans unlock their financial progress.
We know that to achieve our mission, we must earn and keep peopleâs trustâso we hold ourselves to the highest standards of integrity in everything we do. These arenât just words on a wallâour values are embedded in every aspect of our business, serving as a north star that guides us as we work to help millions achieve their financial potential.
Because if we donâtâwho will?
*Chime is a financial technology company, not a bank. Banking services provided by The Bancorp Bank, N.A. or Stride Bank, N.A., Members FDIC.
We know that great work canât be done without a diverse team and inclusive environment. Thatâs why we specifically look for individuals of varying strengths, skills, backgrounds, and ideas to join our team. We believe this gives us a competitive advantage to better serve our members and helps us all grow as Chimers and individuals.
Chime is proud to be an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, ancestry, religion, sex, national origin, sexual orientation, gender identity, age, marital or family status, disability, genetic information, veteran status, or any other legally protected basis under provincial, federal, state, and local laws, regulations, or ordinances. We will also consider qualified applicants with criminal histories in a manner consistent with the requirements of state and local laws, including the San Francisco Fair Chance Ordinance, Cook County Ordinance, NYC Fair Chance Act, and the LA City Fair Chance Ordinance, and consistent with Canadian provincial and federal laws. If you have a disability or special need that requires accommodation during any stage of the application process, please contact: benefits@chime.com.
To learn more about how Chime collects and uses your personal information during the application process, please see the Chime Applicant Privacy Notice.
Staff HR Business Partner builds people strategy and manages talent development for a rapidly scaling delivery organization, supporting workforce planning, culture, and operational complexity across FTEs and contractors.
About Snorkel
At Snorkel, we believe meaningful AI doesnât start with the model, it starts with the data.
Weâre on a mission to help enterprises transform expert knowledge into specialized AI at scale. The AI landscape has gone through incredible changes between 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems. We work with some of the worldâs largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before. Excited to help us redefine how AI is built? Apply to be the newest Snorkeler!
Staff HR Business Partner
San Francisco, CA | Hybrid (3 days/week in office)
Weâre looking for a Staff HR Business Partner to build and own the people strategy for Snorkelâs Data as a Service (DaaS) organization. The DaaS org is a delivery-first team that has more than tripled in size over the last six months, with no signs of slowing. They deliver high-quality data operations and AI deployment outcomes for frontier labs and AI teams.
This org has a unique composition: forward deployed engineers, technical and operations delivery managers, a supply team managing a workforce comprised of multiple worker types at scale, and others. The people challenges here require an HRBP who has seen this kind of complexity before, such as workforce planning across FTEs and contractors, building a high performance culture rooted in delivery outcomes, and keeping a geographically dispersed, operationally complex team connected to Snorkelâs culture.
Youâll partner directly with our DaaS GM and leadership team, and youâll need to be as comfortable in the operational weeds as you are in strategic conversations. The ideal background is professional services, managed services, or a delivery-heavy tech org. Somewhere you learned to support talent that ships outcomes, not just features.
If youâre a generalist HRBP looking for your first exposure to delivery org complexity, this likely isnât the right fit. If youâve lived it and want to build something from a strong foundation at a company at the frontier of AI, weâd love to talk.
This role reports into the Senior Director, People Programs & Partnerships, and will focus on:
Strategic Business Partnership
Leadership Coaching and Development
HR Team Collaboration and Peer Leadership
Who you are
Salary Range
$192,000â$240,000 USD
Be Your Best at Snorkel
Joining Snorkel AI means becoming part of a company that has market proven solutions, robust funding, and is scaling rapidlyâoffering a unique combination of stability and the excitement of high growth. As a member of our team, youâll have meaningful opportunities to shape priorities and initiatives, influence key strategic decisions, and directly impact our ongoing success. Whether youâre looking to deepen your technical expertise, explore leadership opportunities, or learn new skills across multiple functions, youâre fully supported in building your career in an environment designed for growth, learning, and shared success.
Snorkel AI is proud to be an Equal Employment Opportunity employer and is committed to building a team that represents a variety of backgrounds, perspectives, and skills. Snorkel AI embraces diversity and provides equal employment opportunities to all employees and applicants for employment. Snorkel AI prohibits discrimination and harassment of any type on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. All employment is decided on the basis of qualifications, performance, merit, and business need.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Supports talent acquisition and recruitment efforts by assisting with candidate sourcing, screening, and hiring processes.
HR professional manages employee experience, drives operational excellence, and shapes workplace culture and policies.
Recruits and manages talent acquisition strategy for go-to-market team, building out hiring pipelines and closing senior roles.
Director leads global people operations strategy, designs compensation architecture, manages HR tech stack, and builds scalable talent infrastructure across distributed workforce.
Sonatype is the software supply chain security company. We provide the worldâs best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.
As founders of Nexus Repository and stewards of Maven Central, the worldâs largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.
More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.
The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatypeâs human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.
In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organizationâs preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.
Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.
Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.
Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.
Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.
Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.
Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.
Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.
Lead the People functionâs AI enablement and automation strategy across HR operations and employee support services.
Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.
Drive implementation of scalable manager and employee self-service capabilities.
Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.
Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.
Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.
Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.
Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.
Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.
Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.
Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.
Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.
Ensure operational data integrity, reporting accuracy, and strong governance standards globally.
Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.
Serve as the companyâs primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.
Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.
Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.
Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.
Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.
Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.
Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.
Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.
Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.
Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.
Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.
Build operational resilience, redundancy, and scalable support models across the People Operations function.
Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.
Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.
Build strong operational discipline, accountability, prioritization, and execution consistency across the function.
Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.
Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.
Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.
Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.
Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.
Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.
Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.
Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.
Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.
Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.
Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.
Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.
Strong analytical, systems-thinking, and problem-solving capabilities.
Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.
Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.
Strong program management, prioritization, and execution leadership skills.
Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.
Things that we are proud of
2025 AI Compliance Solution of the Year - AI Breakthrough Awards
2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology
2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)
2023 Fast Company Best Places for Innovators
2023 Gartnerâs Magic Quadrant
2023 Software Reportâs Top 100 Software Companies
2023 BuiltIn Best Places to Work
2022 Frost & Sullivan Technology Innovation Leader Award
2022 PeerSpot Silver Peer Award in Software Composition Analysis
2022 Tech Ascension Best DevOps Security Solution Award
2022 NVCT Cyber Company of the Year
Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.
Paid Volunteer Time Off (VTO)
At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Coordinates recruitment operations, manages interview scheduling, tracks candidate pipelines, and supports hiring workflows for a venture-backed AI startup.
Human Resources / Recruiting Operations / AI & Technology
Fully Remote
Full-Time
40 hours per week, aligned with US Pacific Time (flexibility required)
Philippines (PH), Latin America (LATAM), Anywhere remote
Pearl works with the top 1% of candidates from around the world and connects them with the best startups in the US and EU. Our clients have raised over $5B in aggregate and are backed by companies like OpenAI, a16z, and Founders Fund. Theyâre looking for the sharpest, hungriest candidates who they can consistently promote and work with over many years. Candidates weâve hired have been flown out to the US and EU to work with their clients, and even promoted to roles that match folks onshore in the US.
Hear why we exist, what we believe in, and who weâre building for: WATCH HERE
At Pearl, weâre not just another recruiting firmâwe connect you with exceptional opportunities to work alongside visionary US and EU founders. Our focus is on placing you in roles where you can grow, be challenged, and build long-term, meaningful careers.
Our client is a fast-growing, venture-backed startup operating at the intersection of artificial intelligence and the sciences. They are building innovative, high-impact products and scaling rapidly across multiple functions. The team is lean, high-performing, and operates with a strong sense of urgency and precision in hiring top-tier talent globally.
Our client is seeking a Recruiting Coordinator to serve as the operational backbone of their hiring function. This role is responsible for ensuring a seamless, high-quality candidate experience while maintaining speed and efficiency across all recruiting workflows. You will manage interview coordination, pipeline tracking, and stakeholder communication while supporting continuous process improvement.
This is a highly execution-focused, cross-functional role that requires strong ownership, attention to detail, and responsiveness. You will work closely with recruiting and internal teams, ensuring alignment and momentum across all hiring activities. This role is ideal for someone who thrives in fast-paced startup environments and proactively identifies opportunities to improve systems and workflows.
You will ensure that every candidate progresses smoothly through the hiring pipeline, resulting in a consistently positive and professional experience. Your work will directly improve hiring velocity by maintaining accurate coordination and proactive communication across stakeholders. You will enable recruiters to focus on sourcing and decision-making by owning the operational layer of hiring. Additionally, you will contribute to increased efficiency by identifying and implementing workflow improvements and automation where appropriate.
Additional ATS or HRIS platforms
Google Workspace
Calendar and scheduling tools
Workflow automation tools (e.g., Zapier)
Competitive Salary: Based on experience and skills
Remote Work: Fully remoteâwork from anywhere
Performance Bonus: Based on data accuracy, reporting timeliness, and overall sales efficiency
Team Incentives: Recognition for maintaining 100% CRM hygiene and on-time reporting
Generous PTO: In accordance with company policy
Health Coverage for PH-based talents: HMO coverage after 3 months for full-time employees
Direct Mentorship: Guidance from international industry experts
Learning & Development: Ongoing access to resources for professional growth
Global Networking: Connect with professionals worldwide
If this role aligns with your skills and goals, apply now to take the next step in your journey with Pearl.
Director designs and delivers high-impact professional learning and coaching programs to develop emerging campus leaders and improve teacher practice across the charter school network.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texasâfounded in Houston in 1994 and operating as KIPP Texas since 2018âwe hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to ârun to school,â the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texasâs promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelorâs degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texasâs mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPPâs values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
â Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
â Competitive vacation and flexible paid time off (PTO) policies.
â Paid family leave.
â Flexible spending account or high-yield HSA.
â Employee assistance programs.
â KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director designs and delivers professional learning programs, coaches emerging campus leaders, and ensures alignment to organizational frameworks to improve teacher practice and student outcomes.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texasâfounded in Houston in 1994 and operating as KIPP Texas since 2018âwe hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to ârun to school,â the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texasâs promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelorâs degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texasâs mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPPâs values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
â Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
â Competitive vacation and flexible paid time off (PTO) policies.
â Paid family leave.
â Flexible spending account or high-yield HSA.
â Employee assistance programs.
â KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director leads talent development and professional learning initiatives to build leadership proficiency, improve teacher practice, and drive student outcomes across KIPP Texas schools.
About KIPP Texas Public Schools
KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Texas, we work together with our families and communities to prepare students for college, career, and beyond! Our schools provide a high-quality, well-rounded education built on academic success and personal growth, where all students learn and thrive in a productive, safe, and joyful way!
As one of the earliest charter networks in Texasâfounded in Houston in 1994 and operating as KIPP Texas since 2018âwe hire dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in academic success and joy. If you are passionate about joining a mission-driven community that wants every child to ârun to school,â the KIPP Texas Team and Family is for you!
KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni.
The Director of Talent Development plays a key role in accelerating student achievement across KIPP Texas by driving excellence in formal and on-the ground professional learning.. Reporting to the Managing Director, this leader is responsible for implementing high-impact, data-driven professional learning and coaching experiences that build the proficiency and retention of our emerging campus leaders and ensure alignment to our KTX frameworks. The Director directly supports KIPP Texasâs promise to families by ensuring leaders are equipped to improve teacher practice and student outcomes.
ROLE RESPONSIBILITIES:
Design & Deliver High-Impact Professional Learning
Design and facilitate professional learning aligned to the KIPP Texas Professional Learning Criteria Success and 70/20/10 learning model.
Support the planning and delivery of statewide and regional development experiences tailored to the needs of returning and novice leaders.
Drive systems for ensuring all professional learning created by the Academics team is high quality and meets the bar of excellence in design.
Drive excellence in professional learning logistics to ensure that the focus is on content delivery
Serve as Site Lead for large scale professional learning events such as Summer Professional Learning.
Ensure quality facilitation of professional learning by creating and executing train the trainer and feedback systems across the Academics team.
Support the design and execution of asynchronous learning across the state with a focus on required training and supporting mid-year instructional hires.
Drive Academic Excellence through Strategic Cross-Departmental Collaboration
Partner with the Academics (Instructional Excellence, Curriculum & Instruction) and School Management teams to ensure novice leaders are supported in delivering academic results and developing proficiency as instructional leaders.
Align coaching and learning experiences to meet the following system-level goals:
85% of professional learning participants agree the experience supported their growth in alignment with the Framework for Effective Teaching.
70% of Critical Need Teachers coached earn an Effective+ rating on priority indicators on the teacher coaching and evaluation rubric. .
Coach & Develop Instructional Leaders
Provide responsive, role-specific coaching and support to a portfolio of leaders across the state, with a focus but not limited to novice instructional coaches, in the following areas:
Leading teacher quality through the Framework for Effective Teaching
Leading content through curriculum-aligned practices
Leading assessment through strong data practices
Support leaders in using student and teacher performance data to drive decision-making and adapt leadership practices.
Provide required coaching and support for current Year 2 Principals in Residence and PIR alums.
Use Data to Drive a Multi-Tiered Approach to Development & Intervention
Monitor leader progress and proactively identify areas for targeted support and coaching.
Leverage real-time data to adjust coaching strategy, differentiate support, and inform broader learning designs.
Track and report on the impact of professional learning and coaching initiatives for their assigned portfolio
Using data to partner with regional and school leaders to ensure all teachers get the required observations as part of the KTX Teacher Evaluation System, in partnership with Talent Management.
Contribute to a Strong, Inclusive Team Culture
Participate in team planning, calibration, and continuous improvement efforts
Contribute to a culture of feedback, innovation, and shared responsibility for student success.
Support the vision of the Managing Director by aligning day-to-day coaching with long-term talent development strategy.
QUALIFICATIONS:
Bachelorâs degree required
Experience in school leadership and campus management preferred
Proven track record designing and facilitating high-impact professional learning for educators and leaders
Experience coaching and developing teachers and leaders through observation and feedback cycles
Demonstrated ability to lead cross-departmental initiatives and drive results through influence rather than direct authority
Evidence of developing and executing against a strategy with measurable outcomes
Proficiency in Microsoft Office applications (Word, Excel, PowerPoint, and Outlook)
COMPETENCY AND SKILLS:
Alignment with KIPP Texasâs mission and commitment to providing safe, clean, well-maintained learning environments for students and staff.
Communication: Clear, concise, compelling communication.
Professionalism and trusting relationships: Operate with professional demeanor in even the most challenging situations. Work with teammates, teachers, leaders, and regional stakeholders, in a way that demonstrates confidence, initiative, and dedication to meeting commitments. Expresses professional presence with external stakeholders in a way that exemplifies KIPPâs values in person, verbally, in writing, on social media, and at events.
Critical thinking, problem solving, and decision making: Ability to analyze data and make strategic interventions to help close gaps in data being presented (student achievement, school culture, etc).
Organizational ability and accuracy (strategic planning and prioritization): excellent attention to detail in written communication, exemplary calendar management, commitment to data fidelity, and consistency in executing next steps.
Impact and influence: Ability to impact and influence stakeholders to action based on compelling recommendations based in data
Continuous learning: Investing in one self to continually learn and make impactful growth in focus areas.
Systems thinking and change management: Ability to develop problem statements, analyze data and provide recommendations at a systems level that designs talent development systems to appropriate scale and helps stakeholders navigate through change and evolutions
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The person in this position needs to be able to move about inside and outside the school throughout the workday.
The candidate is expected to attend conferences, meetings and training sessions both virtually and in person within the Region.
Additional Requirements:
Reliable transportation is needed for travel between campuses
Ability to maintain emotional control under stress.
Work with frequent interruptions.
Work Environment:
Hybrid work - Reports to the central office or schools at least three days a week
Travel Requirements:
Some travel: May travel to other school sites or regional offices for professional learning, meetings and other work related activities.
What We Bring to the Table:
â Comprehensive medical, dental, and vision plans with coverage options for employees and their families.
â Competitive vacation and flexible paid time off (PTO) policies.
â Paid family leave.
â Flexible spending account or high-yield HSA.
â Employee assistance programs.
â KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance.
EEO:
KIPP Texas is an Equal Opportunity Employer. KIPP Texas ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation, or disability. Any individual needing assistance in making an application for any opening should contact the Talent Team.
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job duties. Examples of reasonable accommodation include making a change to the application process or work procedures, providing
documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Director designs and governs global people operations infrastructure, managing compensation architecture, HR tech stack, and compliance across a distributed workforce.
Sonatype is the software supply chain security company. We provide the worldâs best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.
As founders of Nexus Repository and stewards of Maven Central, the worldâs largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.
More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.
The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatypeâs human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.
In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organizationâs preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.
Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.
Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.
Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.
Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.
Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.
Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.
Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.
Lead the People functionâs AI enablement and automation strategy across HR operations and employee support services.
Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.
Drive implementation of scalable manager and employee self-service capabilities.
Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.
Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.
Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.
Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.
Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.
Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.
Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.
Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.
Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.
Ensure operational data integrity, reporting accuracy, and strong governance standards globally.
Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.
Serve as the companyâs primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.
Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.
Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.
Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.
Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.
Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.
Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.
Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.
Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.
Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.
Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.
Build operational resilience, redundancy, and scalable support models across the People Operations function.
Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.
Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.
Build strong operational discipline, accountability, prioritization, and execution consistency across the function.
Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.
Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.
Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.
Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.
Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.
Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.
Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.
Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.
Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.
Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.
Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.
Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.
Strong analytical, systems-thinking, and problem-solving capabilities.
Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.
Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.
Strong program management, prioritization, and execution leadership skills.
Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.
Things that we are proud of
2025 AI Compliance Solution of the Year - AI Breakthrough Awards
2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology
2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)
2023 Fast Company Best Places for Innovators
2023 Gartnerâs Magic Quadrant
2023 Software Reportâs Top 100 Software Companies
2023 BuiltIn Best Places to Work
2022 Frost & Sullivan Technology Innovation Leader Award
2022 PeerSpot Silver Peer Award in Software Composition Analysis
2022 Tech Ascension Best DevOps Security Solution Award
2022 NVCT Cyber Company of the Year
Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.
Paid Volunteer Time Off (VTO)
At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Coordinates recruitment operations, manages interview scheduling, tracks candidate pipelines, and maintains communication between recruiting teams and stakeholders to support hiring efficiency.
Human Resources / Recruiting Operations / AI & Technology
Fully Remote
Full-Time
40 hours per week, aligned with US Pacific Time (flexibility required)
Philippines (PH), Latin America (LATAM), Anywhere remote
Pearl works with the top 1% of candidates from around the world and connects them with the best startups in the US and EU. Our clients have raised over $5B in aggregate and are backed by companies like OpenAI, a16z, and Founders Fund. Theyâre looking for the sharpest, hungriest candidates who they can consistently promote and work with over many years. Candidates weâve hired have been flown out to the US and EU to work with their clients, and even promoted to roles that match folks onshore in the US.
Hear why we exist, what we believe in, and who weâre building for: WATCH HERE
At Pearl, weâre not just another recruiting firmâwe connect you with exceptional opportunities to work alongside visionary US and EU founders. Our focus is on placing you in roles where you can grow, be challenged, and build long-term, meaningful careers.
Our client is a fast-growing, venture-backed startup operating at the intersection of artificial intelligence and the sciences. They are building innovative, high-impact products and scaling rapidly across multiple functions. The team is lean, high-performing, and operates with a strong sense of urgency and precision in hiring top-tier talent globally.
Our client is seeking a Recruiting Coordinator to serve as the operational backbone of their hiring function. This role is responsible for ensuring a seamless, high-quality candidate experience while maintaining speed and efficiency across all recruiting workflows. You will manage interview coordination, pipeline tracking, and stakeholder communication while supporting continuous process improvement.
This is a highly execution-focused, cross-functional role that requires strong ownership, attention to detail, and responsiveness. You will work closely with recruiting and internal teams, ensuring alignment and momentum across all hiring activities. This role is ideal for someone who thrives in fast-paced startup environments and proactively identifies opportunities to improve systems and workflows.
You will ensure that every candidate progresses smoothly through the hiring pipeline, resulting in a consistently positive and professional experience. Your work will directly improve hiring velocity by maintaining accurate coordination and proactive communication across stakeholders. You will enable recruiters to focus on sourcing and decision-making by owning the operational layer of hiring. Additionally, you will contribute to increased efficiency by identifying and implementing workflow improvements and automation where appropriate.
Additional ATS or HRIS platforms
Google Workspace
Calendar and scheduling tools
Workflow automation tools (e.g., Zapier)
Competitive Salary: Based on experience and skills
Remote Work: Fully remoteâwork from anywhere
Performance Bonus: Based on data accuracy, reporting timeliness, and overall sales efficiency
Team Incentives: Recognition for maintaining 100% CRM hygiene and on-time reporting
Generous PTO: In accordance with company policy
Health Coverage for PH-based talents: HMO coverage after 3 months for full-time employees
Direct Mentorship: Guidance from international industry experts
Learning & Development: Ongoing access to resources for professional growth
Global Networking: Connect with professionals worldwide
If this role aligns with your skills and goals, apply now to take the next step in your journey with Pearl.
Processes payroll calculations, manages employee compensation records, and handles HR administration including contracts and leave tracking.
Manages human resources administration, organizational structure, and employee well-being for a financial institution.
Processes payroll calculations, manages employee compensation records, and handles HR documentation including contracts and leave administration.
Manages employee records, supports onboarding/offboarding processes, and handles HR administrative tasks while ensuring compliance and data accuracy.
We are currently hiring a Remote Human Resources Assistant to support core HR operations within a distributed team. This fully remote role focuses on maintaining accurate employee records, supporting onboarding processes, and ensuring HR workflows are completed efficiently and in compliance with internal standards.
You will play a key role in keeping HR systems organized, handling sensitive information responsibly, and assisting with day-to-day administrative tasks that support a smooth employee experience. This position is ideal for someone detail-oriented, dependable, and comfortable working with structured processes in a remote environment.
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Key Responsibilities (Daily and Ongoing):
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Performance Standards:
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Requirements:
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Benefits:
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Career Development and Progression:
This role provides a strong foundation in Human Resources and people operations, offering hands-on experience in employee data management, onboarding coordination, compliance processes, and administrative support. High-performing individuals may progress into roles such as HR Coordinator, Talent Acquisition Assistant, HR Generalist, or People Operations Specialist, depending on performance and business needs.
Manages human resources administration, organizational structure, and employee well-being while ensuring structural efficiency for the bank.
