About Step

Step’s mission is to improve the financial future of the next generation. Millions of people use our banking and borrowing products to manage, build, and grow their money. Now that we’re part of Beast Industries – the company behind MrBeast – we’re poised for a new phase of growth to deliver financial literacy and tools at massive scale.

About the Role

Step is looking for an experienced Technical Recruiter to own end-to-end recruiting efforts for a variety of roles across Engineering, Product, and Design. Hiring amazing talent is one of the most important areas for the entire company and this is a unique opportunity to join our recruiting team at an early stage. Come and help us build and shape the future of Step as a top-tier fintech company.

In this role, you will:

• Own full-cycle recruiting across various pipelines in Engineering, Product, and Design
• Work directly with Step’s CTO, Founders, and the leadership team on recruiting strategy to attract and hire top talent
• Drive a variety of sourcing tools to engage passive talent, in addition to owning inbound application buckets
• Manage processes to ensure we are optimizing our tools, data, and reporting
• Create a white-glove candidate experience for all candidates who engage in the recruiting process

You might thrive in this role if you have:

• 5+ years of technical recruiting experience working in a dynamic, fast-growing company
• Care deeply about the experience of every candidate, no matter the outcome
• Passionate about getting to know each candidate’s background and motivations to align with the company’s hiring needs
• Collaborate well as a partner with hiring managers across Engineering, Product, and Design
• Hands-on experience making AI part of how you work — you already use AI tools daily to build faster and go deeper, you’ve automated real pieces of your own workflow, and you have a point of view on where AI can transform recruiting
• A demonstrated ability to take full ownership of a workstream and drive it independently from question to decision, without significant supervision
• The ability to bring structure to ambiguous problems and thrive in an unstructured, fast-moving environment
• An enthusiastic “roll up your sleeves” mentality — you act as an owner and move with urgency
• Sweat the details to master your craft in recruiting

Logistics

Location: Remote (US) or San Mateo, CA, with occasional travel for team offsites and key meetings

Education: Bachelor’s degree or an equivalent combination of education, training, and experience

We encourage you to apply even if you don’t meet every single qualification. Strong candidates rarely check every box, and we’d rather meet you than miss you.

How we’re different

We stand for the side hustlers, the creators, the freelancers, and the investors — people who are not afraid to take on challenges, especially when it comes to their finances. Step is focused on disrupting the banking industry by delivering a differentiated, mobile-first consumer experience, and we operate like the customers we serve: customer obsessed, acting as owners, moving with urgency, and breaking the norm.

Step is a wholly owned subsidiary of Beast Industries, the media and entertainment company founded by Jimmy Donaldson (MrBeast), the most-watched person in the world. Beast Industries spans digital media, consumer products, philanthropy, and new ventures, with an audience reach no consumer company has ever had — and Step is tasked with turning that reach into financial literacy and tools for the next generation at massive scale. With Beast’s distribution and brand behind it, Step is positioned to scale significantly over the next 12 months, and joining now means helping shape that trajectory from the inside.

Come work with us!

Step is a remote-first company building banking for the next generation. We offer competitive compensation and stock options, generous medical, dental, vision, and company-paid life insurance, a 401k plan with Safe Harbor company matching, a flexible vacation policy and paid company holidays, 12 weeks paid parental leave with flexible return to work, and a company-provided technology package. If you’re looking to join a fast-growing company with a strong mission and vision that puts people first, we want to meet you!

Step is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other status protected by applicable federal, state, or local law.

Step is committed to providing reasonable accommodations to qualified individuals with disabilities throughout the application and interview process. If you need an accommodation, please let us know at people@step.com and we’ll work with you to provide appropriate support.

Duties and Responsibilities:• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations.

About the Role

Come join us on our mission to build cultures where employees and companies thrive. Our product offers a solution that helps companies put people first. As a key member of our People team, you will play a pivotal role in shaping compensation strategies that support these principles.

Reporting to the VP leading the Talent Development team, the Compensation Partner will lead strategic initiatives that enhance our global compensation programs. You’ll help attract, reward, and retain top talent by designing equitable and competitive pay structures, evolving our job architecture, leading annual and off-cycle compensation programs, and serving as a trusted advisor to leaders and the People team.

This role is an opportunity to own the outcome, ensuring our compensation strategy drives both business success and employee engagement. As Lattice’s primary compensation subject matter expert, you’ll bring the judgment and expertise to independently guide compensation decisions while partnering closely with People leadership, Finance, and business leaders. We’re looking for someone with deep compensation expertise who combines strong analytical skills with practical judgment, operates with a high degree of autonomy, and is comfortable navigating complex compensation decisions with confidence.

What You Will Do

• Serve as a trusted advisor to senior leaders and HRBPs, understanding business needs and providing thoughtful compensation recommendations that balance market competitiveness, internal equity, and business objectives.
• Own the planning and execution of annual and off-cycle compensation programs, including market analysis, budget modeling, calibration support, and executive recommendations.
• Lead complex cross-functional compensation initiatives from planning through execution, ensuring milestones, stakeholders, and timelines stay on track.
• Collaborate with Finance, Legal, and People Operations teams to improve systems and processes supporting compensation programs
• Leverage AI and automation to improve compensation workflows, reporting, and analysis, identifying opportunities to reduce manual work, increase accuracy, and scale team operations
• Act as a trusted partner and advisor internally to develop our own compensation product: this role will uniquely support and contribute to Lattice’s products by leveraging compensation expertise to provide feedback for our engineering, product, and design teams
• Refine career frameworks and leveling guidelines to align with Lattice’s growth and organizational needs
• Conduct cash and stock equity modeling, benchmarking, and reporting to ensure alignment with market trends and retention goals
• Own the preparation and coordination of quarterly compensation committee materials, including equity modeling and executive recommendations.
• Maintain governance over compensation data, structures, and documentation to ensure consistency, auditability, and operational excellence.

What You Will Bring to the Table

• 6+ years of progressive compensation experience, including ownership of compensation programs and business partnerships
• Experience with equity compensation, market benchmarking, and compensation modeling
• Strong business acumen with the ability to make sound compensation recommendations and influence senior stakeholders in ambiguous situations.
• Experience advising business leaders on compensation decisions with the ability to explain tradeoffs, challenge assumptions, and build alignment.
• Experience independently leading annual compensation review cycles and partnering cross-functionally to drive successful execution.
• Strong communication, collaboration, and influencing skills; you are able to build meaningful relationships with employees at all levels across the organization
• Advanced analytical skills, including proficiency with modern analytics and AI-enabled tools, with the ability to translate complex data into actionable insights
• Deep knowledge of compensation best practices, market trends, and regulatory requirements
• Strong attention to detail and an ability to manage multiple projects and deadlines
• Experience designing or administering incentive compensation programs, including sales and/or corporate bonus plans
• Fluency with AI tools and emerging technologies, with the judgment to apply them thoughtfully to improve analysis, workflows, documentation, and operational efficiency
• Comfort with ambiguity, autonomy, and responsibility; you enjoy figuring out what needs to be done and then doing it
• Bachelor’s degree required; Advanced degree or relevant certification (CCP, GRP) preferred
• Experience supporting fast-growing SaaS organizations is nice to have, but not required

\_\_\_

The estimated annual cash salary for this role is $133,500 - $167,000. This position is also eligible for incentive stock options, subject to the terms of Lattice’s applicable plans.

Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: Medical insurance; Dental insurance; Vision insurance; Life, AD&D, and Disability Insurance; Emergency Weather Support; Wellness Apps; Paid Parental Leave, Paid Time off inclusive of holidays and sick time; Commuter & Parking Accounts; Lunches in the Office; Internet and Phone Stipend; One time WFH Office Set-Up Stipend; 401(k) retirement plan; Financial Planning; Learning & Development Budget.

*Note on Pay Transparency:

Lattice provides an estimate of the compensation for roles that may be hired as required by state regulations. Compensation may vary based on (a) location, as Lattice factors in specific location when benchmarking compensation for most roles; (b) individual candidate skills and qualifications; and © individual candidate experience.

Additionally, Lattice leverages current market data to determine compensation, so posted compensation figures are subject to change as new market data becomes available. The salary, other compensation, and benefits information is accurate as of the date of this posting. Lattice reserves the right to modify this information at any time, subject to applicable law.

#LI-Remote

About Lattice

Lattice is on a mission to build cultures where employees and their companies thrive. In an age where employees have more choices than ever before, businesses that put employees first are winning 🏅– and Lattice is building the tools to empower those people-centric companies.

Lattice is a people success platform that offers performance reviews, employee engagement surveys, real-time feedback, weekly check-ins, goal setting, and career planning in a way that allows companies to focus on employee development, growth, and engagement – yielding stronger employee retention, performance, and impact to the bottom line 📈. Since launching in 2016, we have grown to over 5,000+ customers globally, including brands like Loom, Robinhood, and Gusto.

Lattice is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to gender, race, religion, national origin, ethnicity, disability, gender identity/expression, sexual orientation, veteran or military status, or any other category protected under the law. Lattice is an equal opportunity employer; committed to a community of inclusion, and an environment free from discrimination, harassment, and retaliation.

By clicking the “Submit Application” button below, you consent to Lattice processing your personal information for the purpose of assessing your candidacy for this position in accordance with Lattice’s Job Applicant Privacy Policy__.

HackerOne is a global leader in Continuous Threat Exposure Management (CTEM). The HackerOne Platform unites agentic AI solutions with the ingenuity of the world’s largest community of security researchers to continuously discover, validate, prioritize, and remediate exposures across code, cloud, and AI systems. Through solutions like bug bounty, vulnerability disclosure, agentic pentesting, AI red teaming, and code security, HackerOne delivers measurable, continuous reduction of cyber risk for enterprises. Industry leaders, including Anthropic, Crypto.com, General Motors, Goldman Sachs, Lufthansa, Uber, UK Ministry of Defence, and the U.S. Department of Defense, trust HackerOne to safeguard their digital ecosystems. HackerOne was recognized in Gartner’s Emerging Tech Impact Radar: AI Cybersecurity Ecosystem report for its leadership in AI Security Testing and has been named a Most Loved Workplace for Young Professionals (2024).

HackerOne is at a pivotal inflection point in the security industry. Offensive security is no longer optional – it is the standard for forward-thinking companies that want to build trust and resilience in a world where AI-driven innovation and adversaries are moving faster than ever. With the industry shifting, HackerOne stands apart: we combine the ingenuity of the largest security research community with a best-in-class AI-powered platform, trusted by the world’s top organizations.

HackerOne Values

HackerOne is dedicated to fostering a strong and inclusive culture. HackerOne is Customer Obsessed and prioritizes customer outcomes in our decisions and actions. We Default to Disclosure by operating with transparency and integrity, ensuring trust and accountability. Employees, researchers, customers, and partners Win Together by fostering empowerment, inclusion, respect, and accountability.

Global Benefits Senior Manager

Location: Remote, based in Boston, MA; Austin, TX; or Washington, DC metro areas

Position Summary

At HackerOne, we know that competitive, thoughtfully designed benefits are essential to attracting and retaining world-class talent. We’re seeking a Global Benefits Senior Manager to lead the strategy, administration, and continuous improvement of our global benefits programs while ensuring an exceptional employee experience across all regions where we operate. In this role, you’ll partner closely with People, Payroll, Finance, Legal, and external vendors to design scalable, compliant, and data-informed benefits programs that support HackerOne’s global workforce. This is a hands-on individual contributor role for someone who enjoys solving complex problems, improving processes, and building modern global benefits programs that grow with the business.

At HackerOne, we embrace a Flexible Work approach that gives us the freedom to do our best work while also fostering the connections and community that make us stronger. Reflecting this philosophy, this is a remote role targeted for candidates within ~50 miles of Washington, DC, Austin, TX, or Boston, MA. We believe this balance of proximity and flexibility gives Hackeronies the chance to occasionally come together – fostering collaboration, connection, and in-person moments that enrich our culture – while still preserving the benefits of remote work.

What You Will Do

Success in the Senior Benefits Manager role will be accomplished by delivering on the responsibilities below in alignment with HackerOne’s Talent Principles.

• Lead the strategy, administration, communication, and continuous improvement of HackerOne’s global benefits programs across all regions while ensuring a consistent and competitive employee experience.

• Demonstrate AI First by identifying opportunities to automate benefits administration, improve employee self-service, and leverage AI-enabled tools to increase operational efficiency and enhance the employee experience.

• Practice Change Agility by guiding benefits programs through organizational growth, regulatory changes, acquisitions, and international expansion while ensuring employees remain informed and supported.

• Apply Data-Driven Decision Making by analyzing utilization, employee feedback, market benchmarking, and cost trends to recommend improvements to program design, vendor performance, and employee engagement.

• Lead global benefits renewals, annual enrollment, wellness initiatives, and vendor governance while partnering with brokers to negotiate competitive, scalable programs.

• Serve as the primary owner for employee leaves of absence globally, including disability, parental leave, FMLA, and regional statutory leave programs in partnership with third-party administrators.

• Partner with Legal, Payroll, Finance, HRIS, and People Operations to ensure compliance with federal, state, and international regulations while maintaining accurate benefit configuration within Workday.

• Apply First Principles Problem Solving to simplify benefits processes, improve operational effectiveness, and design scalable solutions that support HackerOne’s growing global workforce.

Minimum Qualifications

• 7+ years of progressive experience administering and improving employee benefits programs in a fast-paced global organization.

• Demonstrated experience managing benefits programs across multiple countries and partnering with international brokers and vendors.

• Deep knowledge of U.S. benefits regulations (ERISA, ACA, HIPAA, COBRA, FMLA) with exposure to international benefits compliance.

• Experience leading employee leave programs including disability, parental, and statutory leave administration.

• Experience managing vendor relationships, renewals, performance, and contract negotiations.

• Strong analytical skills with experience using benefits data to drive program improvements and influence decision-making.

• Experience partnering cross-functionally with Payroll, Finance, HRIS, Legal, and People teams.

• Experience administering Workday Benefits and supporting benefits audits and regulatory reporting.

Preferred Qualifications

• Experience designing or scaling global benefits strategies within a high-growth SaaS or technology company.

• CEBS, CBP, SHRM, WorldatWork, or equivalent certification.

• Experience leading global benefits harmonization projects during rapid organizational growth.

• Experience leveraging AI and automation tools to improve HR or benefits operations.

• Experience supporting M&A integrations or international entity expansion.

#LI:IJ

Job Benefits:

• Health (medical, vision, dental), life, and disability insurance*

• Equity stock options

• Retirement plans

• Paid public holidays and unlimited PTO

• Paid maternity and parental leave

• Leaves of absence (including caregiver leave and leave under CO’s Healthy Families and Workplaces Act)

• Employee Assistance Program

*Eligibility may differ by country

We’re committed to building a global team! For certain roles outside the United States, India, the U.K., and the Netherlands, we partner with Remote.com as our Employer of Record (EOR).

Visa/work permit sponsorship is not available.

Employment at HackerOne is contingent on a background check.

HackerOne is an Equal Opportunity Employer in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, pregnancy, disability or veteran status, or any other protected characteristic as outlined by international, federal, state, or local laws.

This policy applies to all HackerOne employment practices, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. HackerOne makes hiring decisions based solely on qualifications, merit, and business needs at the time.

For US based roles only: Pursuant to the San Francisco Fair Chance Ordinance, all qualified applicants with arrest and conviction records will be considered for the position.

We are looking for a Senior Employee Success Manager focused on performance, leadership development, and talent pipelines. This role helps us think through our organizational structure — the roles our teams need, and the distinct pathways for individual contributors and managers within them — then builds the talent development pipeline for each primary pathway. You’ll help define the first-time manager program that turns strong ICs into confident Coaches; an evidence-based picture of elite individual-contributor performance and the development that gets people there; onboarding that brings new hires to full performance faster; and an early career pipeline for homegrown talent.

People Operations Overview

People Operations at Wealthfront exists to advance the health and fitness of the organization. Operating within a distributed organizational model, we aggregate best practices innovated by functional leaders and redeploy them throughout the organization. We work in partnership with functional leads acting as trusted advisors to ensure we have the right people, processes, and tools to improve the financial futures of our clients and further set Wealthfront apart.

About the Role

• Help us think through structure. Partner with People Operations leadership on organizational design, leveling, and career pathways — the roles a function needs, and distinct tracks for individual contributors and managers, with a clear picture of what success looks like at each stage.

• Build a talent development pipeline for each pathway. Turn each primary pathway in that structure into a working pipeline — the content, assessments, and practices that move people from one stage to the next — so development is deliberate rather than left to chance.

• Grow homegrown talent. Design the early career and apprenticeship pipeline that builds our next generation of talent.

• Develop our coaches: Build the first-time manager program that turns strong ICs into confident coaches. Managing is its own craft here, with managers chosen for ability and appetite. Maintain a rolling cadence of manager and hiring manager training to bring everyone up to standard.

• Define and develop the “Elite IC.” Research an evidence-based picture of elite individual-contributor performance, and build the development pathways that help our best ICs get there.

• Bring new hires to full performance faster. Own the industry and company onboarding curriculum. A core part of the craft: breaking down complex financial concepts so anyone can understand them.

• Support the performance cycle. Assist with goal setting, reviews, and calibration so the process stays rigorous and the focus stays on the conversations rather than the paperwork.

• Build product-area fluency. Partner with each team’s leadership on the technical and business knowledge specific to their product area — deep fluency in how our products actually work, so performance in role is continuously improving.

About You

• You have 6–8 years of experience across talent development, performance management, leadership development, organizational development, or change management; consulting and organizational psychology or sociology backgrounds are welcome.

• You’ve built and shipped real talent programs: leveling or job architecture frameworks, a company-wide performance review or calibration cycle, a first-time manager or leadership development program, a development pipeline or curriculum with real assessments, or an early career program.

• Prior experience at a relevant consulting practice (Human Capital, Organizational Performance, People Strategy, Talent Management, Management Consulting, Organizational Development, HR Transformation, or HR Effectiveness) or on an innovative People team of a high-growth technology company is a strong signal.

• You are an exceptional writer — most of this job’s output is words, from curricula and scripts to guides and communications — and the bar is high.

• You’re comfortable in front of a room: facilitating a session, hosting an orientation, and holding an audience are part of the craft here.

• You have an academic mindset: you read the research, including the references, and you can tell a rigorous study from a pop-science headline.

• You have an affinity for fintech — you don’t need to arrive an expert in our industry, but you need to want to become one.

Once you join, Wealthfront will:

• Encourage you to work on projects that match your professional goals.

• Support your professional development by providing feedback during weekly 1:1s and our semi-annual reviews.

• Provide you autonomy so you can be a happy and successful member of our team.

Estimated annual salary range: $163,000 - $180,000 USD plus equity and a discretionary bonus

Plus benefits include medical, vision, dental, 401K plan, generous time off, parental leave, wellness reimbursements, professional development, employee investing discount, and more!

About Wealthfront

Here at Wealthfront, our mission is to create a financial system that favors people, not institutions. We do this by leveraging technology to build powerful, low-cost, and easy-to-use financial products that help modern investors grow and manage their money.

We started with the ambition to transform the investment advisory business. By automating strategies typically reserved for the wealthy, we unlocked access to high quality investment advice for a digitally-native generation that was underserved by traditional institutions. Since then, we’ve expanded to a full suite of products designed to help our clients turn their savings into long-term wealth, including:

• A Cash Account that, through our partner banks, offers one of the highest annual percentage yields on uninvested cash in the industry, while providing instant and secure access to your money with no account fees and a full suite of checking features.

• A zero-commission Stock Investing Account with 50+ handpicked collections that help DIY investors discover new companies and make smarter investing decisions.

• Multiple automated investing portfolios designed to unlock tax savings through sophisticated strategies like fixed income, tax-loss harvesting, and direct indexing—which we offer at industry-leading low costs and accessible minimums.

Our award-winning products have attracted over 1 million clients who trust us with more than $85 billion of their hard earned savings—and we’re far from done. If you’re inspired to help us reshape the financial industry as we create our next chapter, let’s talk!

For more information please visit www.wealthfront.com.We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Please review our candidate privacy notice.

Disclosures: All investing involves risk, including the possible loss of principal. Tax-Loss Harvesting benefits vary depending on the client’s entire tax and investment profile. Wealthfront doesn’t provide tax advice. The Cash Account is offered by Wealthfront Brokerage LLC (“Wealthfront Brokerage”), Member of FINRA/SIPC. Wealthfront Brokerage is not a bank. We convey funds to partner banks who accept and maintain deposits, provide the variable interest rate, and provide access to FDIC pass-through insurance. Investment management and advisory services–which are not FDIC insured–are provided by Wealthfront Advisers LLC (“Wealthfront Advisers”), an SEC-registered investment adviser. The checking features offered in the Wealthfront Cash Account are provided by Green Dot Bank, Member FDIC. Fees and Eligibility requirements may apply to certain checking features, please see the Deposit Account Agreement for details.

By “award-winning products”, please refer to www.wealthfront.com/reviews for more information. Wealthfront Corporation oversees Total Client Assets and Trusted Clients through Wealthfront Advisers and Wealthfront Brokerage. Wealthfront Advisers and Wealthfront Brokerage are wholly owned subsidiaries of Wealthfront Corporation.

About the Role

Come join us on our mission to build cultures where employees and companies thrive. Our product offers a solution that helps companies put people first. As a key member of our People team, you will play a pivotal role in shaping compensation strategies that support these principles.

Reporting to the VP leading the Talent Development team, the Compensation Partner will lead strategic initiatives that enhance our global compensation programs. You’ll help attract, reward, and retain top talent by designing equitable and competitive pay structures, evolving our job architecture, leading annual and off-cycle compensation programs, and serving as a trusted advisor to leaders and the People team.

This role is an opportunity to own the outcome, ensuring our compensation strategy drives both business success and employee engagement. As Lattice’s primary compensation subject matter expert, you’ll bring the judgment and expertise to independently guide compensation decisions while partnering closely with People leadership, Finance, and business leaders. We’re looking for someone with deep compensation expertise who combines strong analytical skills with practical judgment, operates with a high degree of autonomy, and is comfortable navigating complex compensation decisions with confidence.

What You Will Do

• Serve as a trusted advisor to senior leaders and HRBPs, understanding business needs and providing thoughtful compensation recommendations that balance market competitiveness, internal equity, and business objectives.
• Own the planning and execution of annual and off-cycle compensation programs, including market analysis, budget modeling, calibration support, and executive recommendations.
• Lead complex cross-functional compensation initiatives from planning through execution, ensuring milestones, stakeholders, and timelines stay on track.
• Collaborate with Finance, Legal, and People Operations teams to improve systems and processes supporting compensation programs
• Leverage AI and automation to improve compensation workflows, reporting, and analysis, identifying opportunities to reduce manual work, increase accuracy, and scale team operations
• Act as a trusted partner and advisor internally to develop our own compensation product: this role will uniquely support and contribute to Lattice’s products by leveraging compensation expertise to provide feedback for our engineering, product, and design teams
• Refine career frameworks and leveling guidelines to align with Lattice’s growth and organizational needs
• Conduct cash and stock equity modeling, benchmarking, and reporting to ensure alignment with market trends and retention goals
• Own the preparation and coordination of quarterly compensation committee materials, including equity modeling and executive recommendations.
• Maintain governance over compensation data, structures, and documentation to ensure consistency, auditability, and operational excellence.

What You Will Bring to the Table

• 6+ years of progressive compensation experience, including ownership of compensation programs and business partnerships
• Experience with equity compensation, market benchmarking, and compensation modeling
• Strong business acumen with the ability to make sound compensation recommendations and influence senior stakeholders in ambiguous situations.
• Experience advising business leaders on compensation decisions with the ability to explain tradeoffs, challenge assumptions, and build alignment.
• Experience independently leading annual compensation review cycles and partnering cross-functionally to drive successful execution.
• Strong communication, collaboration, and influencing skills; you are able to build meaningful relationships with employees at all levels across the organization
• Advanced analytical skills, including proficiency with modern analytics and AI-enabled tools, with the ability to translate complex data into actionable insights
• Deep knowledge of compensation best practices, market trends, and regulatory requirements
• Strong attention to detail and an ability to manage multiple projects and deadlines
• Experience designing or administering incentive compensation programs, including sales and/or corporate bonus plans
• Fluency with AI tools and emerging technologies, with the judgment to apply them thoughtfully to improve analysis, workflows, documentation, and operational efficiency
• Comfort with ambiguity, autonomy, and responsibility; you enjoy figuring out what needs to be done and then doing it
• Bachelor’s degree required; Advanced degree or relevant certification (CCP, GRP) preferred
• Experience supporting fast-growing SaaS organizations is nice to have, but not required

\_\_\_

The estimated annual cash salary for this role is $133,500 - $167,000. This position is also eligible for incentive stock options, subject to the terms of Lattice’s applicable plans.

Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: Medical insurance; Dental insurance; Vision insurance; Life, AD&D, and Disability Insurance; Emergency Weather Support; Wellness Apps; Paid Parental Leave, Paid Time off inclusive of holidays and sick time; Commuter & Parking Accounts; Lunches in the Office; Internet and Phone Stipend; One time WFH Office Set-Up Stipend; 401(k) retirement plan; Financial Planning; Learning & Development Budget.

*Note on Pay Transparency:

Lattice provides an estimate of the compensation for roles that may be hired as required by state regulations. Compensation may vary based on (a) location, as Lattice factors in specific location when benchmarking compensation for most roles; (b) individual candidate skills and qualifications; and © individual candidate experience.

Additionally, Lattice leverages current market data to determine compensation, so posted compensation figures are subject to change as new market data becomes available. The salary, other compensation, and benefits information is accurate as of the date of this posting. Lattice reserves the right to modify this information at any time, subject to applicable law.

#LI-Remote

About Lattice

Lattice is on a mission to build cultures where employees and their companies thrive. In an age where employees have more choices than ever before, businesses that put employees first are winning 🏅– and Lattice is building the tools to empower those people-centric companies.

Lattice is a people success platform that offers performance reviews, employee engagement surveys, real-time feedback, weekly check-ins, goal setting, and career planning in a way that allows companies to focus on employee development, growth, and engagement – yielding stronger employee retention, performance, and impact to the bottom line 📈. Since launching in 2016, we have grown to over 5,000+ customers globally, including brands like Loom, Robinhood, and Gusto.

Lattice is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to gender, race, religion, national origin, ethnicity, disability, gender identity/expression, sexual orientation, veteran or military status, or any other category protected under the law. Lattice is an equal opportunity employer; committed to a community of inclusion, and an environment free from discrimination, harassment, and retaliation.

By clicking the “Submit Application” button below, you consent to Lattice processing your personal information for the purpose of assessing your candidacy for this position in accordance with Lattice’s Job Applicant Privacy Policy__.

We are looking for a Senior Employee Success Manager focused on performance, leadership development, and talent pipelines. This role helps us think through our organizational structure — the roles our teams need, and the distinct pathways for individual contributors and managers within them — then builds the talent development pipeline for each primary pathway. You’ll help define the first-time manager program that turns strong ICs into confident Coaches; an evidence-based picture of elite individual-contributor performance and the development that gets people there; onboarding that brings new hires to full performance faster; and an early career pipeline for homegrown talent.

People Operations Overview

People Operations at Wealthfront exists to advance the health and fitness of the organization. Operating within a distributed organizational model, we aggregate best practices innovated by functional leaders and redeploy them throughout the organization. We work in partnership with functional leads acting as trusted advisors to ensure we have the right people, processes, and tools to improve the financial futures of our clients and further set Wealthfront apart.

About the Role

• Help us think through structure. Partner with People Operations leadership on organizational design, leveling, and career pathways — the roles a function needs, and distinct tracks for individual contributors and managers, with a clear picture of what success looks like at each stage.

• Build a talent development pipeline for each pathway. Turn each primary pathway in that structure into a working pipeline — the content, assessments, and practices that move people from one stage to the next — so development is deliberate rather than left to chance.

• Grow homegrown talent. Design the early career and apprenticeship pipeline that builds our next generation of talent.

• Develop our coaches: Build the first-time manager program that turns strong ICs into confident coaches. Managing is its own craft here, with managers chosen for ability and appetite. Maintain a rolling cadence of manager and hiring manager training to bring everyone up to standard.

• Define and develop the “Elite IC.” Research an evidence-based picture of elite individual-contributor performance, and build the development pathways that help our best ICs get there.

• Bring new hires to full performance faster. Own the industry and company onboarding curriculum. A core part of the craft: breaking down complex financial concepts so anyone can understand them.

• Support the performance cycle. Assist with goal setting, reviews, and calibration so the process stays rigorous and the focus stays on the conversations rather than the paperwork.

• Build product-area fluency. Partner with each team’s leadership on the technical and business knowledge specific to their product area — deep fluency in how our products actually work, so performance in role is continuously improving.

About You

• You have 6–8 years of experience across talent development, performance management, leadership development, organizational development, or change management; consulting and organizational psychology or sociology backgrounds are welcome.

• You’ve built and shipped real talent programs: leveling or job architecture frameworks, a company-wide performance review or calibration cycle, a first-time manager or leadership development program, a development pipeline or curriculum with real assessments, or an early career program.

• Prior experience at a relevant consulting practice (Human Capital, Organizational Performance, People Strategy, Talent Management, Management Consulting, Organizational Development, HR Transformation, or HR Effectiveness) or on an innovative People team of a high-growth technology company is a strong signal.

• You are an exceptional writer — most of this job’s output is words, from curricula and scripts to guides and communications — and the bar is high.

• You’re comfortable in front of a room: facilitating a session, hosting an orientation, and holding an audience are part of the craft here.

• You have an academic mindset: you read the research, including the references, and you can tell a rigorous study from a pop-science headline.

• You have an affinity for fintech — you don’t need to arrive an expert in our industry, but you need to want to become one.

Once you join, Wealthfront will:

• Encourage you to work on projects that match your professional goals.

• Support your professional development by providing feedback during weekly 1:1s and our semi-annual reviews.

• Provide you autonomy so you can be a happy and successful member of our team.

Estimated annual salary range: $163,000 - $180,000 USD plus equity and a discretionary bonus

Plus benefits include medical, vision, dental, 401K plan, generous time off, parental leave, wellness reimbursements, professional development, employee investing discount, and more!

About Wealthfront

Here at Wealthfront, our mission is to create a financial system that favors people, not institutions. We do this by leveraging technology to build powerful, low-cost, and easy-to-use financial products that help modern investors grow and manage their money.

We started with the ambition to transform the investment advisory business. By automating strategies typically reserved for the wealthy, we unlocked access to high quality investment advice for a digitally-native generation that was underserved by traditional institutions. Since then, we’ve expanded to a full suite of products designed to help our clients turn their savings into long-term wealth, including:

• A Cash Account that, through our partner banks, offers one of the highest annual percentage yields on uninvested cash in the industry, while providing instant and secure access to your money with no account fees and a full suite of checking features.

• A zero-commission Stock Investing Account with 50+ handpicked collections that help DIY investors discover new companies and make smarter investing decisions.

• Multiple automated investing portfolios designed to unlock tax savings through sophisticated strategies like fixed income, tax-loss harvesting, and direct indexing—which we offer at industry-leading low costs and accessible minimums.

Our award-winning products have attracted over 1 million clients who trust us with more than $85 billion of their hard earned savings—and we’re far from done. If you’re inspired to help us reshape the financial industry as we create our next chapter, let’s talk!

For more information please visit www.wealthfront.com.We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Please review our candidate privacy notice.

Disclosures: All investing involves risk, including the possible loss of principal. Tax-Loss Harvesting benefits vary depending on the client’s entire tax and investment profile. Wealthfront doesn’t provide tax advice. The Cash Account is offered by Wealthfront Brokerage LLC (“Wealthfront Brokerage”), Member of FINRA/SIPC. Wealthfront Brokerage is not a bank. We convey funds to partner banks who accept and maintain deposits, provide the variable interest rate, and provide access to FDIC pass-through insurance. Investment management and advisory services–which are not FDIC insured–are provided by Wealthfront Advisers LLC (“Wealthfront Advisers”), an SEC-registered investment adviser. The checking features offered in the Wealthfront Cash Account are provided by Green Dot Bank, Member FDIC. Fees and Eligibility requirements may apply to certain checking features, please see the Deposit Account Agreement for details.

By “award-winning products”, please refer to www.wealthfront.com/reviews for more information. Wealthfront Corporation oversees Total Client Assets and Trusted Clients through Wealthfront Advisers and Wealthfront Brokerage. Wealthfront Advisers and Wealthfront Brokerage are wholly owned subsidiaries of Wealthfront Corporation.

At Podium, we bring AI Employees to local businesses that turn every conversation into revenue. Trusted by 60,000+ businesses across Auto, Home Services, and Aesthetics, Podium captures and converts leads 24⁄7, driving both new business and repeat customers.

In under 24 months, we crossed $100M in AI Agent ARR, scaling 300% year-over-year. During this time, we’ve deployed 10,000 AI employees to empower real business outcomes for our customers. Podium is building what we believe will be the most impactful AI employee ecosystem for local business.

Podium has been recognized as the Best AI Implementation by Inc. Magazine, highlighted by OpenAI for building revenue-driving AI Agents, and awarded the #1 AI Agent for Business Operations by G2.

Our growth is fueled by hiring exceptional people, holding them to high standards, and creating opportunities for them to grow and make an impact. Our operating principles guide daily behavior and ensure we hire people who will thrive at Podium. If you’re hungry for growth, aligned to our operating principles, and ready to get to work, you won’t find a better place to learn and accelerate your career.

The Role

We are looking to hire a high-performing Senior Compensation Manager to join our team. In this role, you will own the end-to-end compensation program at Podium, including equity and executive compensation, to ultimately help Podium hire and retain the best global talent. As a leader in People Operations, you will also play an active role in influencing organization design and job architecture.

What you will be doing:

• Partner with executives and senior leadership to ensure our compensation program is attracting the right talent and driving the right behaviors and outcomes for the business
• Oversee annual compensation planning process, including merit cycle, promotions, off-cycle changes, and executive compensation
• Design and maintain role classification and benchmarking to ensure we remain competitive and aligned to market trends
• Own our global equity program, including equity pool planning, management, forecasting, and expansion
• Refresh and maintain Podium’s compensation philosophy across all roles
• Partner in broader people operations priorities, including job architecture, leveling, and any other relevant projects

What you should have:

• 5+ years of experience in Compensation at a software company
• Experience building scalable compensation programs in a fast-moving, evolving environment
• Excellent analytical and quantitative skills, including Google Sheets/Excel
• Strong understanding of compensation principles (including equity), market trends, and regulatory requirements
• Strong business acumen, able to partner with leaders to drive business outcomes over academic structure
• Proficiency in using compensation survey tools (i.e., Radford)
• Effective executive communication skills with the ability to present complex topics in a clear manner and partner with leaders on sensitive topics

Benefits

• Open and transparent culture
• Life insurance, long and short-term disability coverage
• Paid maternity and paternity leave
• Fertility Benefits
• Generous vacation time, plus three 4-day summer holiday weekends
• Excellent medical, dental, and vision benefits
• 401k Plan
• Bi-annual swag drops with cool Podium gear and apparel

Podium is an equal opportunity employer. Podium provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, national origin, sexual orientation, gender identity or expression, age, disability, genetic information, marital status or veteran status.

Alt is unlocking the value of alternative assets, starting with the $5 B trading-card market. We let collectors buy, sell, vault, and finance their cards in one place and we are backed by leaders at Stripe, Coinbase, Seven Seven Six, and pro athletes like Tom Brady and Giannis Antetokounmpo. Our next frontier is real-time pricing at scale—the Alt Value that powers every trade, loan, and product on the platform.

What we are looking for:

Alt is seeking a Senior Recruiter who can find the people other recruiters can’t. Our roles sit at unusual intersections — engineers who understand marketplaces, pricing experts who know trading cards, operators who thrive in ambiguity — and filling them takes creative, relentless sourcing, not job-post-and-pray. You’ll own searches end-to-end, from intake through close, and treat every candidate interaction as a reflection of our brand, whether or not they get the offer. We’re an AI-native company, and we expect this role to be too: you’ll lean into Claude and other AI tools daily to source smarter, screen faster, and run a recruiting function that punches far above its headcount.

The impact you will make:

• Own full-cycle recruiting across technical and non-technical roles — intake, sourcing, screening, interview coordination, offer, and close
• Build creative sourcing strategies for niche, hard-to-find profiles: uncommon skill intersections, passive candidates, and talent pools others overlook
• Deliver an exceptional candidate experience at every touchpoint — fast responses, honest communication, thoughtful rejections, and a process candidates rave about regardless of outcome
• Run Greenhouse as a power user: pipeline hygiene, scorecards, structured interview plans, automations, reporting, and data the leadership team can act on
• Lean into AI across the entire funnel — using Claude and other tools to build sourcing searches, personalize outreach at scale, synthesize interview feedback, and automate the repetitive parts of recruiting
• Partner closely with hiring managers to sharpen role definitions, calibrate on profiles quickly, and keep searches moving with clear weekly updates
• Use pipeline data to diagnose bottlenecks, improve pass-through rates, and continuously tighten time-to-fill
• Help build Alt’s employer brand and talent networks in the collectibles, fintech, and marketplace communities

What you bring to the table:

• 5+ years of full-cycle recruiting experience, with significant time at fast-growing startups where you were finding niche, hard-to-fill profiles — not running high-volume commodity searches
• A sourcer at heart — proven ability to build pipelines from scratch through creative search strategies, deep outbound work, and genuine candidate relationships
• A track record of exceptional candidate experience, and strong opinions about what great looks like
• Deep Greenhouse expertise — you’ve administered and optimized it, not just logged interview feedback in it
• Strong AI fluency, specifically with Claude — you use AI daily in your recruiting work, can show concrete examples of how it’s made you faster or better, and are excited to push what’s possible
• Excellent judgment reading signal on candidates quickly, especially for roles where the ideal profile doesn’t fit a standard template
• A quick learner, a self-starter able to work autonomously and handle the pressures of an increasing level of responsibility

Bonus

• Experience recruiting in marketplaces, fintech, collectibles, or other trust-sensitive consumer categories
• Experience building recruiting processes, tooling, or employer brand from an early stage

What you will get from us:

• Ground floor opportunity as an early member of the Alt team; you’ll directly shape the direction of our company. The opportunities for growth are truly limitless.
• An inclusive company culture that is being built intentionally to foster an environment that supports and engages talent in their current and future endeavors.
• 100% remote — work from anywhere in the US
• $100/month work-from-home stipend
• $200/month wellness stipend
• WeWork office stipend (US only)
• 401(k) retirement benefits (US only)
• Flexible vacation policy
• Generous paid parental leave (US only)
• Competitive healthcare benefits, including HSA, for you and your dependent(s) (US only)

Alt’s compensation package includes a competitive base salary benchmarked against real-time market data, as well as equity for all full-time roles. The US base salary range for this role is:  $175,000- $180,000 Offers may vary from the amount listed based on geography, candidate experience and expertise, and other factors.

LogicGate® is the leading AI GRC platform for the Enterprise, helping governance, risk, and compliance teams limit surprises, strengthen resilience, augment program performance, and confidently quantify impact and business value. Built to provide a centralized view of risk and compliance, with AI intelligence woven into the platform’s core, LogicGate delivers real-time insights and actionable data to help drive current business decisions, with the flexibility to scale alongside evolving business needs. Recognized as a Leader in the GRC Market, LogicGate continues to further solidify its position as a best-in-class platform.

At LogicGate, our people are the foundation of everything we do. We are committed to delivering an exceptional experience for our employees and our customers by empowering and enabling our people to take ownership, make an impact, and deliver their best work.

Contract Sr. Sales Recruiter (1099) — GTM Roles

About the engagement

LogicGate is engaging an independent contractor to lead full-cycle recruiting for a defined set of Go-To-Market (GTM) requisitions during a fixed engagement period. This is a project-based, deliverable-driven engagement — the contractor operates independently, determines their own methods and schedule, and is engaged for outcomes (qualified slates, filled roles) rather than hours worked or day-to-day direction.

This engagement is scoped to a specific set of roles and a defined term. It is not a standing or open-ended position, and the contractor is free to engage with other clients concurrently, provided there is no conflict with LogicGate’s confidentiality requirements.

Scope of engagement

Roles covered

The contractor is engaged specifically to source and manage candidate pipelines for the following GTM requisitions (update per statement of work):

• Strategic Account Executives / Enterprise Account Executives
• Sales Engineers
• Customer Success Managers
• Additional GTM roles up to Director level, as mutually agreed in writing for this engagement

Roles outside this list, or overflow support for other functions, are out of scope unless added by written amendment to the engagement.

Term & structure

• Fixed engagement term (e.g., 90⁄120 days), renewable by mutual written agreement
• Engagement is project- and deliverable-based rather than hourly supervision — the contractor determines how, when, and where the work gets done, within agreed milestones
• Fee structure per signed statement of work
• No entitlement to LogicGate employee benefits, equity, or paid time off, consistent with independent contractor status

Deliverables

The contractor is responsible for the following outcomes within the agreed scope and timeline:

• Build and deliver qualified candidate slates for each in-scope requisition, using the contractor’s own sourcing methods, tools, and professional networks
• Manage the candidate experience for assigned requisitions from initial outreach through offer stage
• Coordinate directly with the relevant hiring manager on role requirements, feedback, and process without requiring day-to-day oversight
• Provide periodic progress updates against agreed milestones (e.g., weekly pipeline summary)
• Maintain accurate, up-to-date candidate records in LogicGate’s ATS for the duration of the engagement, as required for continuity after the engagement ends
• Flag material risks or delays proactively so they can be addressed without requiring ongoing supervision

We get excited about you if you have:

• 5+ years of full-cycle recruiting experience specifically in GTM/sales functions
• Track record of independently running searches with minimal onboarding or hand-holding
• Established personal sourcing network and tools
• Experience operating as an independent recruiter or consultant, ideally across multiple concurrent clients
• Comfortable operating with defined deliverables and milestones rather than ongoing supervision
• SaaS or high-growth tech recruiting experience strongly preferred
• Familiarity with Greenhouse or comparable ATS platforms

This document describes the scope of a proposed independent contractor engagement and is not itself a binding contract. Final terms, fees, and the independent contractor agreement will be documented in a separate signed statement of work.

Alt is unlocking the value of alternative assets, starting with the $5 B trading-card market. We let collectors buy, sell, vault, and finance their cards in one place and we are backed by leaders at Stripe, Coinbase, Seven Seven Six, and pro athletes like Tom Brady and Giannis Antetokounmpo. Our next frontier is real-time pricing at scale—the Alt Value that powers every trade, loan, and product on the platform.

What we are looking for:

Alt is seeking a Senior Recruiter who can find the people other recruiters can’t. Our roles sit at unusual intersections — engineers who understand marketplaces, pricing experts who know trading cards, operators who thrive in ambiguity — and filling them takes creative, relentless sourcing, not job-post-and-pray. You’ll own searches end-to-end, from intake through close, and treat every candidate interaction as a reflection of our brand, whether or not they get the offer. We’re an AI-native company, and we expect this role to be too: you’ll lean into Claude and other AI tools daily to source smarter, screen faster, and run a recruiting function that punches far above its headcount.

The impact you will make:

• Own full-cycle recruiting across technical and non-technical roles — intake, sourcing, screening, interview coordination, offer, and close
• Build creative sourcing strategies for niche, hard-to-find profiles: uncommon skill intersections, passive candidates, and talent pools others overlook
• Deliver an exceptional candidate experience at every touchpoint — fast responses, honest communication, thoughtful rejections, and a process candidates rave about regardless of outcome
• Run Greenhouse as a power user: pipeline hygiene, scorecards, structured interview plans, automations, reporting, and data the leadership team can act on
• Lean into AI across the entire funnel — using Claude and other tools to build sourcing searches, personalize outreach at scale, synthesize interview feedback, and automate the repetitive parts of recruiting
• Partner closely with hiring managers to sharpen role definitions, calibrate on profiles quickly, and keep searches moving with clear weekly updates
• Use pipeline data to diagnose bottlenecks, improve pass-through rates, and continuously tighten time-to-fill
• Help build Alt’s employer brand and talent networks in the collectibles, fintech, and marketplace communities

What you bring to the table:

• 5+ years of full-cycle recruiting experience, with significant time at fast-growing startups where you were finding niche, hard-to-fill profiles — not running high-volume commodity searches
• A sourcer at heart — proven ability to build pipelines from scratch through creative search strategies, deep outbound work, and genuine candidate relationships
• A track record of exceptional candidate experience, and strong opinions about what great looks like
• Deep Greenhouse expertise — you’ve administered and optimized it, not just logged interview feedback in it
• Strong AI fluency, specifically with Claude — you use AI daily in your recruiting work, can show concrete examples of how it’s made you faster or better, and are excited to push what’s possible
• Excellent judgment reading signal on candidates quickly, especially for roles where the ideal profile doesn’t fit a standard template
• A quick learner, a self-starter able to work autonomously and handle the pressures of an increasing level of responsibility

Bonus

• Experience recruiting in marketplaces, fintech, collectibles, or other trust-sensitive consumer categories
• Experience building recruiting processes, tooling, or employer brand from an early stage

What you will get from us:

• Ground floor opportunity as an early member of the Alt team; you’ll directly shape the direction of our company. The opportunities for growth are truly limitless.
• An inclusive company culture that is being built intentionally to foster an environment that supports and engages talent in their current and future endeavors.
• 100% remote — work from anywhere in the US
• $100/month work-from-home stipend
• $200/month wellness stipend
• WeWork office stipend (US only)
• 401(k) retirement benefits (US only)
• Flexible vacation policy
• Generous paid parental leave (US only)
• Competitive healthcare benefits, including HSA, for you and your dependent(s) (US only)

Alt’s compensation package includes a competitive base salary benchmarked against real-time market data, as well as equity for all full-time roles. The US base salary range for this role is:  $175,000- $180,000 Offers may vary from the amount listed based on geography, candidate experience and expertise, and other factors.

Who we are

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale.

Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term.

About the role:

At Samsara, we hire people passionate about building for the long term. As a Senior GTM Recruiter, you’ll partner with Customer Success and Revenue Operations leaders to build exceptional teams with intention, urgency, and high hiring standards. We believe the best recruiters create business outcomes—not just fill openings. You’ll influence hiring decisions with market insights and data, proactively shape talent strategy, and build high-quality pipelines before demand arises. Success is measured by the quality of hires, the trust you build with stakeholders, and the long-term impact your talent has on the business.

This is a remote role and is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area.

In this role, you will:

• Execute Full-Cycle Recruiting: Lead end-to-end hiring for IC and leadership roles, delivering exceptional execution from intake through offer acceptance.
• Act as a Strategic Partner: Build trusted relationships with senior leaders by deeply understanding their business, challenging assumptions, and influencing hiring decisions.
• Influence with Data: Analyze recruiting funnel performance, market trends, and candidate insights to identify headwinds, uncover opportunities, and proactively recommend actions that improve hiring outcomes.
• Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping, long-term engagement, and talent communities—even before hiring demand exists.
• Employ Creative Sourcing: Move beyond traditional sourcing by mapping talent networks and engaging exceptional candidates who aren’t actively looking.
• Optimize Hiring Processes: Identify bottlenecks, simplify ambiguous hiring processes, and continuously improve the candidate and hiring manager experience.
• Collaborate as One Team: Foster a team-first culture by sharing talent, knowledge, and feedback to achieve the best outcomes for the business.
• Apply Innovation: Leverage AI and modern recruiting tools to automate repetitive work, generate insights, and improve recruiting quality and efficiency.

Minimum requirements for the role:

• 8+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
• Proven track record of successfully hiring GTM talent, including Customer Success Managers, Implementation Consultants, Solutions Engineers, Sales Operations, and Revenue Operations roles.
• Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
• A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
• Experience hiring in innovative and high-bar companies
• Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the “easy path” doesn’t work
• Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
• Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
• Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience.

The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience. This role is also eligible for an initial RSU grant with no vesting cliff, and ongoing refresh opportunities tied to performance, subject to plan terms and conditions. Learn more about our total rewards and benefits below.

Annual Base Salary

$136,850—$175,950 USD

Total Rewards

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time.

Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here.

Flexible Working

At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual’s ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable.

Belonging at Samsara

At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact.

Accommodations

Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email accessibleinterviewing@samsara.com or click here if you require any reasonable accommodations throughout the recruiting process.

Our Commitment to Authenticity

We use Tofu, a fraud detection tool, to validate the authenticity of applications and protect against identity fraud. This ensures we are connecting with real people and allows us to prioritize genuine candidates. Please see Samsara’s Candidate Privacy Notice for more information.

Fraudulent Employment Offers

Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in @samsara.com, @us-greenhouse-mail.io or @mail3.guide.co. For more information regarding fraudulent employment offers, please visit our blog post here.

Who we are

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale.

Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term.

About the role:

At Samsara, we hire people passionate about building for the long term. As a Senior GTM Recruiter, you’ll partner with Customer Success and Revenue Operations leaders to build exceptional teams with intention, urgency, and high hiring standards. We believe the best recruiters create business outcomes—not just fill openings. You’ll influence hiring decisions with market insights and data, proactively shape talent strategy, and build high-quality pipelines before demand arises. Success is measured by the quality of hires, the trust you build with stakeholders, and the long-term impact your talent has on the business.

This is a remote role and is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area.

In this role, you will:

• Execute Full-Cycle Recruiting: Lead end-to-end hiring for IC and leadership roles, delivering exceptional execution from intake through offer acceptance.
• Act as a Strategic Partner: Build trusted relationships with senior leaders by deeply understanding their business, challenging assumptions, and influencing hiring decisions.
• Influence with Data: Analyze recruiting funnel performance, market trends, and candidate insights to identify headwinds, uncover opportunities, and proactively recommend actions that improve hiring outcomes.
• Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping, long-term engagement, and talent communities—even before hiring demand exists.
• Employ Creative Sourcing: Move beyond traditional sourcing by mapping talent networks and engaging exceptional candidates who aren’t actively looking.
• Optimize Hiring Processes: Identify bottlenecks, simplify ambiguous hiring processes, and continuously improve the candidate and hiring manager experience.
• Collaborate as One Team: Foster a team-first culture by sharing talent, knowledge, and feedback to achieve the best outcomes for the business.
• Apply Innovation: Leverage AI and modern recruiting tools to automate repetitive work, generate insights, and improve recruiting quality and efficiency.

Minimum requirements for the role:

• 8+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
• Proven track record of successfully hiring GTM talent, including Customer Success Managers, Implementation Consultants, Solutions Engineers, Sales Operations, and Revenue Operations roles.
• Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
• A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
• Experience hiring in innovative and high-bar companies
• Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the “easy path” doesn’t work
• Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
• Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
• Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience.

The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience. This role is also eligible for an initial RSU grant with no vesting cliff, and ongoing refresh opportunities tied to performance, subject to plan terms and conditions. Learn more about our total rewards and benefits below.

Annual Base Salary

$136,850—$175,950 USD

Total Rewards

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time.

Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here.

Flexible Working

At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual’s ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable.

Belonging at Samsara

At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact.

Accommodations

Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email accessibleinterviewing@samsara.com or click here if you require any reasonable accommodations throughout the recruiting process.

Our Commitment to Authenticity

We use Tofu, a fraud detection tool, to validate the authenticity of applications and protect against identity fraud. This ensures we are connecting with real people and allows us to prioritize genuine candidates. Please see Samsara’s Candidate Privacy Notice for more information.

Fraudulent Employment Offers

Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in @samsara.com, @us-greenhouse-mail.io or @mail3.guide.co. For more information regarding fraudulent employment offers, please visit our blog post here.

Alcanza is a growing multi-site, multi-phase clinical research company with a network of locations in AL, AZ, FL, GA, IL, MA, MI, MO, NV, VA, SC, TN, TX and Puerto Rico.

About the Company

FloQast is a cloud-based company that builds software to help manage accounting departments by centralizing the workflow, assigning tasks, supporting documentation, and automating tie-outs and reconciliations. We pride ourselves on being the fastest, most accurate way for accountants to close out their books. Headquarters in Los Angeles, CA, we are a growing startup in the accounting space with only a handful of competitors and great vision.

About the Engagement

FloQast is seeking an experienced People Strategy Consultant to deliver certain defined, time-limited projects supporting our People function. This is an independent contractor engagement, not an employment position. The Contractor will be retained to produce specific work product against agreed milestones and will determine independently how, when, and where the work is performed.

The anticipated engagement term is approximately 3-4 months, beginning on or around July 1, 2026 and concluding upon delivery and acceptance of the deliverables below. Scope, acceptance criteria, and fees for each deliverable will be set out in a written Statement of Work executed by both parties.

Deliverables

The People Strategy Consultant will be engaged to produce the following deliverables:

• Employee Relations Framework. Design and document an employee relations framework, including

supporting policies, escalation pathways, and reference materials, delivered as a defined work product.

• Annual Performance Review and Merit Enablement. Develop the enablement package for FloQast’s annual performance review and merit cycle, including training materials and the delivery of associated training sessions to designated stakeholders.
• Workstream Playbooks. Build a set of workstream playbooks documenting defined people-operations processes, delivered as completed reference documentation.
• Calibration Consolidation and Visualization. Develop a consolidated calibration framework and supporting visual tools to streamline the review and alignment of performance calibration data across teams, delivered as a defined work product.
• PBP Process Optimization and AI-Integration. Evaluate and optimize existing PBP processes and identify opportunities for AI-integration to improve efficiency and accuracy, delivered as a documented recommendations package and updated process flows.
• PBP Toolkits and Enablement Materials Update. Review and update existing PBP toolkits and enablement materials to reflect current best practices and organizational needs, delivered as revised reference documentation.
• Policy Review and Optimization. Conduct a comprehensive review of existing People-function policies and deliver optimized policy documentation with recommended updates, delivered as a completed policy package.

The People Strategy Consultant would be engaged to produce and deliver these work products. The People Strategy Consultant is not engaged to perform ongoing day-to-day operational duties, to manage or supervise FloQast personnel, or to occupy a standing role within the People team.

How the Engagement Works

• The People Strategy Consultant controls the manner, method, schedule, and location of the work, and is responsible for delivering the agreed deliverables by the agreed milestones.
• The People Strategy Consultant uses their own equipment and tools and may engage their own assistants or subcontractors.
• The People Strategy Consultant is free to perform services for other clients, including concurrently, during the term, subject to certain contractual restrictions.
• Compensation is tied to the deliverables as set out in the Statement of Work, and is not a salary or wage tied to a set number of working hours.
• The People Strategy Consultant will not supervise FloQast employees and will have no authority over FloQast personnel.
• Where possible, the People Strategy Consultant will be engaged through their own business entity and will be responsible for their own taxes, insurance, and business expenses.

Qualifications and Experience

• Demonstrated experience producing people-operations work product such as employee relations frameworks, performance review enablement materials, calibration frameworks, policy documentation, and process playbooks, ideally for scaling technology or SaaS companies.
• Exceptional written communication, with significant experience crafting clear, structured, and persuasive narrative business documents.
• A track record of completing defined consulting projects independently and on schedule.
• Experience developing and delivering training materials and facilitating training sessions.
• Prior success at designing and implementing culture-focused initiatives.
• Project management experience and the ability to use data and analytics to drive decision making and measure results.
• Talent assessment skills, along with experience developing high-performing leaders and teams.
• Operates as an established independent consultant or business providing these services to multiple clients.
• Experience evaluating and optimizing people-operations processes, including familiarity with AI-driven tools and automation opportunities within HR workflows.
• Proven ability to conduct policy reviews and deliver clear, actionable policy documentation aligned with organizational needs and legal requirements.

Skills Sets

• Emotional intelligence with the ability to build trust and credibility rapidly.
• Self-starter with a high level of initiative and strong sense of ownership and urgency, organizational and time management skills.
• Ability to multi-task and function in a fast-paced environment.
• Proactive problem solver, detail-oriented, self-motivated.
• Excellent written and verbal skills with attention to detail in corresponding with prospective and current clients and providing agreed-upon deliverables

$55 - $70 an hour

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About FloQast:

FloQast is the leading AI-powered Accounting Transformation Platform, uniquely built by former accountants for accountants. We automate complex, recurring accounting workflows—transforming preparers into strategic reviewers and relieving accountants from tedious manual work. Our cloud-based solution is trusted by over 3,500 world-class accounting teams, including Lululemon, Doordash, and the MLB, to drive collaboration and financial accuracy. Driven by a mission to continuously elevate the profession, FloQast is redefining both the practice and the perception of accounting on a global scale.

Our values act as a guiding compass, shaping every decision we make, and are non-negotiable, particularly in our hiring process. Alongside our employees, partners, and customers, we embody these values every day:

Unwaveringly Authentic

Ambitious with Integrity

Empowered to Grow

Committed to Collaboration

Customer Obsessed in All Ways

FloQast is regularly rated as a Best Place to Work!

- Inc. Magazine’s Best Workplaces in 2025, 2024, 2023, 2022, and 2021

- Best Places to Work by LA Business Journal since 2017 (that’s 9 years!)

- Built In’s ​​Best Place to Work in Los Angeles 7 years in a row!

Because we are Customer Obsessed in All Ways, check out what our customers have to say about FloQast on G2 Crowd.

If this aligns closely with what you are looking for, hit “Apply” and come join our growing team!

FloQast, Inc is committed to operating fair and unbiased recruitment procedures allowing all applicants an equal opportunity for employment, free from discrimination on the basis of religion, race, sex, age, sexual orientation, disability, color, ethnic or national origin, or any other classification as may be protected by applicable law. We aim to recruit the right people for the jobs we have to offer, and to assess applications on the basis of relevant skills, education, and experience. We welcome people of different backgrounds, experiences, abilities, and perspectives. We are an equal opportunity employer and strive to provide a professional and welcoming workplace for all employees.

Link to FloQast Recruiting AI Usage Policy

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

About ClickHouse

Recognized on the 2025 Forbes Cloud 100 list, ClickHouse is one of the most innovative and fast-growing private cloud companies. With more than 3,000 customers and ARR that has grown over 250 percent year over year, ClickHouse leads the market in real-time analytics, data warehousing, observability, and AI workloads.

The company’s sustained, accelerating momentum was recently validated by a $400M Series D financing round. Over the past three months, customers including Capital One, Lovable, Decagon, Polymarket, and Airwallex have adopted the platform or expanded existing deployments. These customers join an established base of AI innovators and global brands such as Meta, Cursor, Sony, and Tesla.

We’re on a mission to transform how companies use data. Come be a part of our journey!

We are seeking a highly experienced Workday & People Systems Lead to join our People team as a senior individual contributor. This role serves as the primary owner and subject matter expert for Workday and related people systems, responsible for hands-on configuration, maintenance, enhancements, and releases.

This is a deeply technical and operational role with high ownership and autonomy. It requires strong cross-functional leadership, influencing stakeholders, and driving scalable system solutions across the organization.

What you will do:

• Serve as the primary point of contact for all Workday-related configuration, maintenance, and support
• Lead system design, configuration, and optimization across Workday modules (e.g., Core HCM, Compensation, Benefits, Payroll, etc.)
• Manage Workday releases, including impact analysis, testing, and deployment of new features and functionality
• Partner closely with People, Finance, IT, and other stakeholders to translate business needs into scalable system solutions
• Ensure data integrity, security, compliance, and audit readiness across all people systems
• Oversee integrations between Workday and other internal/external systems
• Develop and maintain documentation, processes, and governance standards for system usage and changes
• Drive reporting and analytics capabilities within Workday to support business insights and decision-making
• Manage vendors, consultants, and external partners as needed
• Provide technical guidance and mentorship to junior HRIS or People Systems team members without formal people management responsibility
• Evaluate and leverage emerging capabilities (including AI and automation) within Workday and the broader people systems ecosystem to improve efficiency, data insights, and user experience

What you bring along:

• 8+ years of experience in HRIS / People Systems roles, with deep expertise in Workday
• Proven experience leading or heavily contributing to at least one full-cycle Workday implementation
• Strong hands-on experience with Workday configuration across multiple modules
• Experience managing Workday releases and system upgrades
• Deep understanding of HR processes and data structures
• Experience with system integrations, APIs, and data architecture
• Strong analytical and problem-solving skills
• Ability to communicate complex technical concepts to non-technical stakeholders
• Experience working in cross-functional, fast-paced environments

Preferred Qualifications

• Workday certifications (e.g., HCM, Recruiting, Integrations, etc.)
• Experience scaling Workday in high-growth or enterprise environments
• Familiarity with reporting tools and people analytics
• Experience with additional HR systems (e.g., Ashby, CultureAmp, etc.)
• Interest in applying AI and automation to HR systems, reporting, and operational workflows

Scope & Impact

• Acts as the end-to-end owner of the company’s people systems ecosystem from a technical and operational standpoint
• Influences cross-functional stakeholders and drives system-related decision-making without direct authority
• Operates with a high degree of autonomy in prioritizing and executing on system improvements
• Ensures systems enable efficient, compliant, and scalable people operations

The typical starting salary for this role in the US is

$142,000—$176,000 USD

The typical starting salary for this role in US Premium Markets is

$155,000—$195,000 USD

Compensation

For roles based in the United States, the typical starting salary range for this position is listed above. In certain locations, such as the San Francisco Bay Area and the New York City Metro Area, a premium market range may apply, as listed.

These salary ranges reflect what we reasonably and in good faith believe to be the minimum and maximum pay for this role at the time of posting. The actual compensation may be higher or lower than the amounts listed, and the ranges may be subject to future adjustments.

An individual’s placement within the range will depend on various factors, including (but not limited to) education, qualifications, certifications, experience, skills, location, performance, and the needs of the business or organization.

If you have any questions or comments about compensation as a candidate, please get in touch with us at paytransparency@clickhouse.com.

Perks

• Flexible work environment - ClickHouse is a globally distributed company and remote-friendly. We currently operate in over 20 countries.
• Healthcare - Employer contributions towards your healthcare.
• Equity in the company - Every new team member who joins our company receives stock options.
• Time off - Flexible time off in the US, generous entitlement in other countries.
• A $500 Home office setup if you’re a remote employee.
• Global Gatherings– We believe in the power of in-person connection and offer opportunities to engage with colleagues at company-wide offsites.

Culture - We All Shape It

As part of a rapidly scaling start up, you will be instrumental in shaping our culture.

Are you interested in finding out more about our culture?  Learn more about our values here.  Check out our blog posts or follow us on LinkedIn to find out more about what’s happening at ClickHouse.

Equal Opportunity & Privacy

ClickHouse provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type based on factors such as 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 laws.

Please see here for our Privacy Statement.

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