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Manages and optimizes HRIS systems, processes, and data to support human resources operations and employee information management.
Develops and implements talent strategy, performance management, and employee growth initiatives across the organization.
Talent Acquisition Partner owns full-cycle recruiting for a fintech startup, sourcing technical talent, managing candidate pipelines, and optimizing hiring processes using LinkedIn Recruiter and ATS tools.
Weâre on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, weâre looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.
Joining a small, collaborative People & Culture team, youâll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. Youâll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.
At PolicyMe, we are Canadaâs leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadiansâ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.
We are proud of the team weâve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If youâre looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.
We thank all applicants for their interest, however, only those selected for an interview will be contacted.
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.
Senior Technical Sourcer develops sourcing strategies, identifies and attracts top engineering talent, and builds passive candidate pipelines using advanced techniques and AI tools.
At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.
As a Senior Technical Sourcer at Vanta, you will own the strategy, execution, and success of our sourcing efforts across niche and leadership areas of the Engineering hiring process. You will focus on building a robust talent pipeline for our most critical technical roles in engineering across Senior level searches. Youâll also stretch to support roles across EPD when needed, and will have the autonomy to craft best-in-class sourcing practices, drive outreach strategies, and set the foundation for future team growth.
What youâll do as a Sr. Technical Sourcer at Vanta:
Develop and execute a comprehensive sourcing strategy to identify and attract top technical talent, with a focus on our most critical, niche, and senior engineering roles
Utilize advanced sourcing techniques, including direct outreach, talent mapping, networking, and engagement with professional communities and conferences.
Build and nurture relationships with passive candidates to maintain a strong talent pipeline.
Collaborate closely with the recruiting and hiring teams to understand hiring needs, align on priorities, and refine sourcing strategies.
Leverage data-driven insights to optimize sourcing strategies, improve pipeline performance, and serve as a trusted advisor to hiring managers by providing market intelligence and influencing hiring decisions.
Champion AI-first recruiting practices by integrating emerging AI tools into sourcing workflows, improving candidate engagement, pipeline quality, and operational efficiency.
How to be successful in this role:
6+ years of technical sourcing experience, ideally in a high-growth tech environment.
Proven track record of building and executing successful sourcing strategies for senior and specialty technical roles.
Expertise in utilizing an array of sourcing channels and AI sourcing tools.
Strong research and talent mapping skills with the ability to generate leads for hard-to-fill roles.
Excellent communication and relationship-building abilities, with a focus on creating a positive candidate experience.
Self-starter with a high degree of autonomy and an entrepreneurial mindset.
Demonstrated ability to adapt quickly and thrive in a fast-paced, dynamic startup environment.
Open to using AI to amplify their skills and strengthen their work - demonstrating curiosity, a willingness to learn, and sound judgment in applying AI responsibly to improve efficiency and impact.
Must be authorized to work in the U.S. without the need for current or future employer sponsorship.
What you can expect as a Vantaân:
Industry-competitive salary and equity
Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans
16 weeks paid Parental Leave for all new parents
Health & wellness stipend
Remote workspace, internet, and cellphone stipend
Commuter benefits for team members who report to the SF and NYC office
Family planning benefits
Matching 401(k) contribution with immediate vesting
Flexible PTO policy, plus 80 hours of Sick Time
11 company-paid holidays
Virtual team building activities, lunch and learns, and other company-wide events!
Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney
To provide greater transparency to candidates, we share base pay ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar-stage growth companies. Final offer amounts are determined by multiple factors and may vary based on candidate location, skills, depth of work experience, and relevant licenses/credentials.
#LI-remote
At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.
About Vanta
We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the worldâs leading Trust Management Platform, our vision remains unchanged.
Now more than ever, making security continuousânot just a point-in-time checkâ is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trustâ all in a way thatâs real-time and transparent.
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Talent acquisition partner who owns full-cycle recruiting, sources technical candidates through multiple channels, and optimizes hiring processes and employer branding for a fintech startup.
Weâre on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, weâre looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond.
Joining a small, collaborative People & Culture team, youâll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. Youâll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand.
At PolicyMe, we are Canadaâs leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadiansâ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.
We are proud of the team weâve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If youâre looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.
We thank all applicants for their interest, however, only those selected for an interview will be contacted.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Manages recruiting systems, tools, and processes to support talent acquisition operations.
Manages HR operations and administrative functions for a Nordic-based organization working remotely within CET timezone.
Recruits technical talent and manages hiring pipelines for engineering and technical roles at scale.
Recruits and advises on physician and healthcare provider placements for a major medical center.
People Business Partner supports UK leadership teams on workforce planning, employee relations, engagement surveys, and HR programs across technology and product departments.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, weâve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europeâs leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), weâre a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and weâre looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
Youâll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, youâll also be the go-to point of contact for HR-related questions from across the UK business more broadly â in practice the role carries a somewhat more generalist flavour than the title suggests, even though thatâs not the intention behind it.
Youâll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though youâll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, youâll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs â helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
Youâll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As youâll be the only HR presence in the UK day-to-day, youâll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the companyâs success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end â running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. Youâll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellenâs maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. Weâll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel â not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness â comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company thatâs now proudly part of Visma, Europeâs leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, weâre an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. Weâre committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ââas the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we donât want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
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.
Senior People and Talent Manager oversees full-cycle recruiting and people operations including talent acquisition, HR policy, compliance, and onboarding across two creative agencies.
Position: Full-Time
Location: This position offers remote work from Los Angeles/New York/Denver. Please be aware that applications from candidates residing outside of California/Denver/New York will not be considered.
OVERVIEW
Movement Strategy is looking for a Senior Manager, People & Talent to oversee recruiting and people operations across Movement Strategy and Newfangled Studios. You will report to the Director of People, and work closely with hiring managers, department leads, and the leadership teams at both agencies.
This is a two-sided role, and we want to be upfront about that. Reporting into the Director of People, roughly half your time will be spent in full-cycle recruiting in a creative, social-first environment where the best candidates arenât applying to job posts. The rest is the operational spine underneath everything, policy, compliance, leave administration, onboarding, and the programming that makes people want to stay. Youâll go from drafting a leave policy to running a final-round debrief in the same afternoon. If that sounds energizing, keep reading. If it sounds like whiplash, this probably isnât the one.
The pace isnât steady either. Youâll have stretches with several live searches running at once, and stretches where the work shifts almost entirely into HR and policy. If you like adjusting your own throttle and moving fluidly between two very different kinds of work, this is the job.
A BIT ABOUT US
Movement Strategy creates content and campaigns for the worldâs most exciting brands. We win awards, make headlines, shatter engagement numbers and celebrate the journey along the way. Itâs why companies like Amazon, Crocs, Bravo and Airlab come to us again and again.
Weâre fully remote with hubs in New York, Denver, and LA, and a presence all across the US. We believe collaboration is what takes our work from good to great, and at times, even to legendary status. We champion diverse opinions and creativity in every department, and provide professional development and learning opportunities with the goal of helping you discover your best work today, and learn how to make it even better in the future.
KEY FOCUS AREAS
Talent Acquisition: 50%
HR & People Operations: 40%
DEI & Culture Stewardship: 10%
QUALIFICATIONS + KEY FOCUS AREAS
Recruiting & Talent Acquisition
HR, Compliance & People Operations
Across Both
Nice to have
IDEAL QUALITIES
BENEFITS & PERKS
Movement Strategyâs approach to the future of work: We embrace a remote culture and empower our employees to work wherever they feel most productive. To facilitate in-person collaboration, we have a partnership with WeWork which allows our employees to have a membership to any location nationwide. We recruit in our three main states of California, Colorado, and New York.
As a leader in social advertising, we rely on the creativity of our people to deliver the best work for our clients. In return, we invest in our employees by offering them a diverse suite of benefits from best-in-class carriers, with enough choice and flexibility to keep our team and their families healthy and happy today and tomorrow.
100% employer contribution for health (base plan), vision, and dental
401K Retirement Plan with Company Match
Short and Long Term Disability
Life Insurance & AD&D
Paid Parental Leave
Fully-Remote Agency
Unlimited Paid Time Off
Company Paid Holidays and More
Week-Long Winter Agency Closure
Support for continued education
New Business Referral Bonus
Movement Journey Program -Â Stipend for personal growth
Health and Wellness Program
WeWork Membership
Positive Impact and Diversity, Equity, and Inclusion (DEI) Committees
Employee Resource Groups
SALARY & COMPENSATION
In compliance with local and state law, we are disclosing the compensation for roles that will be performed in New York City, Colorado, and California. The range listed is just one component of Movement Strategyâs total compensation package for employees. Â Individual compensation varies based on location, business needs, level of responsibility, experience, and qualifications. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards.
A successful applicantâs actual base salary may vary based upon, but not limited to, skill sets, years of relevant experience, qualifications, and certifications or other professional licenses held. Movement Strategy prides itself on providing competitive salaries and actively works to ensure there is pay equity across the company.
Pay Range: $90,000 - $100,000 Â salary per year
Movement Strategy is an Equal Opportunity Employer
Donât meet every single requirement? Studies have shown that women and people of color are less likely to apply for jobs unless they check every single box. Movement Strategy is dedicated to building a diverse and inclusive workplace and strongly encourages those from historically and systemically marginalized communities to apply.
We believe that what we put out into the world matters. And since we were founded on the principles of paving our own path, we take bold steps toward what we believe is the right direction. This means addressing the big stuff: the systems of inequality that impact some of us far more than others. As culture creators, we firmly believe we have a responsibility to our colleagues, clients, communities, and the industry to live up to the Movementâs name. We confront inequities head-on as they come, knowing that this work is never done and that we must keep the momentum.
People Business Partner supports UK teams across engineering, product, and technology on workforce planning, employee relations, engagement surveys, and HR initiatives.
Silverfin is a cutting-edge cloud software solution built by accountants, for accountants.
Founded in 2013, Silverfin was created to solve the frustrations of manual, error-prone processes in analysing financial data and compliance. From day one, weâve been a cloud-first platform with an open API architecture, leveraging structured data to transform how accountants work.
Our mission is simple: to enhance and support the accountancy profession through AI and automation, ensuring accountants remain relevant and respected in the future of finance.
In 2023, Silverfin became part of the Visma Group, joining one of Europeâs leading providers of cloud software. This partnership strengthens our ability to innovate and expand our impact within the accountancy industry.
Today, Silverfin is trusted by over +1000 firms across 18 countries. Our clients include all of the Big 4 accounting firms, as well as leading global networks like BDO, PKF, Baker Tilly, Grant Thornton, and Moore.
Headquartered in Ghent, with offices in London, Luxembourg, Gouda (NL), and Mont-Saint-Guibert (BE), weâre a team of over 200 people - including a diverse remote engineering team working across multiple time zones - all working together to drive innovation in accounting.
Ellen, our People Business Partner for the UK, will be on maternity leave for around a year, and weâre looking for an experienced People Business Partner to step into her role for the duration of her leave, starting early January 2027 and running until end of January 2028, with a short handover overlap with Ellen at both ends of the assignment. This role can be offered either as a 12-month fixed-term employee contract or as a freelance/interim engagement, depending on what suits you best.
Youâll be the People Business Partner for BU UK, and for our Technology (Engineering, DevOps and Business Solutions) and Product departments, partnering closely with their leaders and managers on people topics and workforce planning. As the only HR representative based in the UK, youâll also be the go-to point of contact for HR-related questions from across the UK business more broadly â in practice the role carries a somewhat more generalist flavour than the title suggests, even though thatâs not the intention behind it.
Youâll also pick up the HR programmes Ellen runs: Peakon (our engagement survey) will be your responsibility to manage end-to-end. DEI, Health & Wellbeing and Culture Champs will mainly be managed by Isaline, our Workplace & Culture Manager, over this period, though youâll stay aligned to these topics as they intersect with your day-to-day partnering.
Alongside your day-to-day partnering, youâll partner on a number of projects:
Helping organise our Leadership Days.
Organising AI impact workshops with departments across the business, to help support our AI transformation.
Supporting the broader transformation underway in Technology and Product, as new ways of working reshape roles and skills needs â helping teams through those changes with attentiveness and clarity.
Helping us make better use of HR data, so we can have more meaningful, informed conversations with our business stakeholders.
Youâll be part of an international People team, working closely with the People Business Partner in Belgium, and will report directly to the Head of People. As youâll be the only HR presence in the UK day-to-day, youâll need to be comfortable working with a high degree of autonomy, and willing to travel to Belgium roughly once a quarter to stay in touch with the wider People team.
Cross-functional Partnership: Serve as a trusted advisor to managers, offering expert guidance on people strategy, organisational design, and workforce planning. Build solid, cooperative relationships to improve morale, boost productivity, and enhance employee retention, while identifying opportunities in advance and addressing issues.
Change & Transformation Support:
Support Technology and Product managers through a period of change, contributing to conversations on team structures, role changes and reskilling needs, and helping communicate change clearly and constructively to teams.
Employee Lifecycle Management: Guide and support managers throughout the employee journey, from onboarding to offboarding. Promote performance management and talent development practices while coaching managers to strengthen their people management capabilities. At Silverfin, we believe that empowering people managers to become the best versions of themselves is integral to our strategy for building the companyâs success.
Talent & Performance Management: Build a culture of feedback and professional growth. Oversee biannual performance review cycles to ensure a structured, effective approach to employee development. Deliver tailored training for people managers to enhance their ability to provide constructive feedback and hold meaningful career conversations. Promote the use of tools available to prompt employees to actively plan and advance their career paths.
Engagement (Peakon): Manage the Peakon engagement survey programme end-to-end â running survey cycles, analysing results, and partnering with senior stakeholders on follow-up actions and deep-dive reviews.
DEI, Health & Wellbeing and Culture Champs: Stay aligned to these programmes, which will mainly be managed by our Workplace & Culture Manager during this period, ensuring alignment with your client groups where relevant.
HR Generalist & Employee Relations Support:
As the primary HR point of contact in the UK, respond to day-to-day HR questions across the business. Across stakeholder groups, coach and support managers through employee relations casework - performance issues, disciplinary processes, workplace adjustments, and other sensitive situations. Youâll also be the go-to source of UK employment law expertise for the wider People team on any case that needs it.
Key Projects: Help organise our Leadership Days, run AI impact workshops with departments across the business, and support the ongoing transformation in Technology and Product.
Compensation & Benefits: Advise managers on compensation matters, including salary reviews, bonuses, and benefits. Partner with the C&B manager to refine frameworks that balance employee satisfaction with business goals.
Cross-Functional Partnership: Partner with People, Finance, and other teams to streamline processes and enhance the employee experience. Work closely with managers to align people solutions with current and future business priorities, ensuring a cohesive and effective approach.
Success in this role means keeping the People Business Partner function for the UK running smoothly during Ellenâs maternity leave, while helping Technology and Product navigate a period of change with clarity and attentiveness, and moving the Leadership Days, AI impact workshops and HR data projects forward. Weâll measure impact through indicators like employee engagement and how well-resourced people managers and employees feel â not just to meet benchmarks, but to keep the UK a genuinely great place to work throughout the year.
Experience and Qualifications
Over 5 years of experience as an HR professional, including solid experience as a People Business Partner, ideally gained in a scale-up or fast-paced Tech/SaaS environment.
Demonstrated success across key HR functions, including performance management, employee engagement, learning and development, and offboarding.
Some experience supporting organisational change (e.g. team restructuring, role changes, reskilling) is a solid plus, ideally in a technology or product environment.
Comfortable using HR data to inform decisions and support conversations with stakeholders.
Experienced in working in an international context, with a working knowledge of UK employment practices.
Comfortable working as the sole HR presence in a location, acting as a generalist point of contact beyond your core client groups when needed.
Able to work with a high degree of autonomy and take responsibility, with willingness to travel to Belgium roughly once a quarter.
Available for a 12-month assignment starting early January 2027 through end of January 2028.
Skills and knowledge
Solid coaching and advisory skills to support and develop people managers.
Good grasp of change management, and comfortable partnering with stakeholders on this.
Comfortable working with HR data and turning it into useful insights.
Exceptional communication and influencing skills.
Ability to run and deliver cross-functional HR projects effectively, autonomously and with limited local support.
Good stakeholder management skills to balance diverse needs, build credibility, and align people topics with business priorities.
High interpersonal awareness (EQ) and the ability to navigate sensitive conversations, including around role change.
Solid problem-solving skills to work through people issues with capability and attentiveness.
Comfortable using AI tools day-to-day, and open to experimenting with new ways of applying AI in your workflows.
Attitude and personality-related traits
Hands-on and pragmatic, comfortable rolling up your sleeves.
Brings new ideas and can work with a high degree of autonomy, with minimal onboarding time.
Communicative, and quick to build trust and credibility with managers and teams.
Excellent judgement, discretion, and ability to handle sensitive matters with attentiveness.
Adaptability and steadiness â comfortable stepping into an ongoing role and juggling multiple priorities from day one.
Acts as an ambassador for Silverfin, embodying our culture and living our values throughout the assignment.
Be part of something bigger - Join a growing SaaS company thatâs now proudly part of Visma, Europeâs leader in mission-critical cloud software.
A connected team, wherever you are - Take part in regular team activities, retreats, and offsites to keep our culture thriving.
Grow with us-Â Take advantage of career development opportunities and a personal training allowance to support your growth.
Time to recharge- Enjoy our company-wide Wellbeing Days off each month (for employees on payroll - reviewed annually).
Fair compensation- Receive a competitive rewards package with benefits tailored to your role.
Flexibility with connection - We have a hybrid setup, with a minimum of two days a week in the office. However, we understand that life can be unpredictable, so we offer flexibility to accommodate unexpected events. Our offices in Belgium (Ghent and Mont-Saint-Guibert), the UK (London), the Netherlands (Gouda), and Luxembourg provide great spaces to collaborate and connect.
ÂŁ63,750 - ÂŁ86,250 a year
Please note:
Most candidates start at the lower to mid part of the range, depending on experience and how their profile compares to our existing team. The higher end of the range is typically offered to individuals with a track record of strong impact and deep expertise in similar roles.
At Silverfin, weâre an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. Weâre committed to elevating talent by creating an environment where we can all thrive together.
We have a unique culture with our values ââas the backbone:
Who we are - Authentically human
How we think - With a growth mindset
How we act - Bravely, Â side by side
How we win - By doing what we love
At Silverfin we make our own way. We are constantly looking for new and innovative ways to move forward. Continuous learning and development is encouraged to support your personal and professional growth.
At the same time, this opens up many new opportunities that allow our people to grow with Silverfin, and often faster than with other companies. So many ambitious team members have already found their way to a new challenge within Silverfin.
We want you to reach your full potential. To get you there, we donât want to think in boxes and over-structure things. So your options are not limited to 1 team or 1 career track. Your talent, motivation and potential play a crucial role in evolving across the teams into new roles.
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.
People Business Partner manages HR strategy, employee relations, and talent development for a healthcare technology company.
At Pair Team, weâre an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.
Weâre building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.
Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.
Weâre one of the largest Enhanced Care Management providers in California and are on track to build the nationâs largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.
At Pair Team, were not just delivering care - weâre building the future of more equitable, community-driven healthcare.
Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. Youâll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.
In this role, youâll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. Youâll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.
Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.
Pair Team participates in E-Verify to verify employment eligibility for new hires.
Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.
We do not conduct any TA business outside of our @pairteam.com emails. If youâre ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.
Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, weâre unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!
Identifies and engages exceptional software engineering talent through creative sourcing strategies, talent mapping, and unconventional recruitment methods for critical technical roles.
Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. Itâs currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.
At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, weâre the engine that powers claims processing for some of the largest insurers in the world.
The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding.
Great engineering teams arenât built by waiting for exceptional talent to apply â theyâre built by finding it.
As a Contract Technical Sourcer, youâll spend 90 days identifying and engaging exceptional software engineering talent. Youâll partner with recruiters and hiring leaders to understand what great looks like, translate hiring needs into creative sourcing strategies, and build high-quality pipelines for critical Staff+ engineering roles. This contract has the potential to extend based on business needs and performance.
The best sourcers donât simply run the same searches as everyone else â they experiment, follow signals, uncover overlooked talent, and find outstanding engineers in unexpected places. They genuinely love the hunt. Thatâs the energy and creativity weâre looking for in this role.
đŻ Where is the best engineering talent hiding? Build thoughtful sourcing strategies that reach beyond obvious titles, companies, and keyword combinations to uncover exceptional backend, full-stack, and systems engineers.
đ How do we find people others overlook? Use creative search techniques, talent mapping, market research, open-source contributions, technical communities, referrals, conference talks, and unconventional signals to identify high-potential engineering talent.
𧩠What does âgreatâ look like for each search? Partner with recruiters and hiring managers to understand the role, define the target technical profile (languages, systems experience, scale, domain), and turn an intake conversation into a focused sourcing plan.
đŹ How do we earn an engineerâs attention? Craft personalized, technically credible outreach that connects a candidateâs specific systems experience and career motivations with the opportunity â not a generic âexciting opportunityâ template.
đ How can we continuously improve our searches? Use response rates, conversion data, market feedback, and pipeline quality to refine sourcing strategies and focus effort where it has the greatest impact.
đ€ How can technology make sourcing smarter? Use AI tools such as Claude, Codex, and similar platforms to accelerate technical research, generate new search ideas, personalize outreach, and improve efficiency without sacrificing judgment or the human touch.
đ€ How do we build strong, diverse pipelines quickly? Proactively identify engineering talent across different backgrounds, company sizes, industries, and career paths while maintaining a high technical bar.
đ Build high-quality pipelines for Staff+ engineering roles, helping the team connect with exceptional engineers who may not be actively looking.
đ Design creative searches using LinkedIn Recruiter, Boolean techniques, GitHub, technical blogs and conference speaker lists, web research, talent intelligence, and unconventional sourcing channels.
đ§ Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook â including tracing engineers through open-source projects, engineering blog posts, and technical communities rather than title-matching alone.
đŹ Engage candidates with thoughtful, personalized outreach that clearly communicates why the opportunity is technically and professionally relevant to them.
đ€ Partner closely with recruiters and hiring managers to calibrate profiles, share market insights on the engineering talent landscape, and adjust sourcing strategies as searches evolve.
đ Track sourcing activity, candidate engagement, pipeline progress, and search effectiveness to understand what is working and where to iterate.
đ Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.
đ Help us hire the best of the best by combining speed, creativity, persistence, and exceptional technical candidate judgment.
đ”ïž Love the hunt. You genuinely enjoy sourcing. Finding the right engineer â especially someone others might miss â is the part of recruiting that energizes you most.
đĄ Search creatively. You think beyond job titles and familiar company lists. You use adjacent tech stacks, GitHub activity, career patterns, technical communities, conference speaker rosters, and other signals to uncover great engineering talent.
đŻ Recognize exceptional technical talent. You can read a technical background thoughtfully, identify transferable systems experience, and distinguish between candidates who match keywords and engineers who could truly excel at a Staff+ level â even without a deep engineering background yourself, you know how to research and calibrate.
âïž Know how to engage engineers. You write concise, personalized, technically credible outreach that feels human, earns attention, and starts meaningful conversations with a notoriously hard-to-reach audience.
đ Experiment and adapt. You treat sourcing as an iterative process, learn from the market, and quickly change direction when a search strategy isnât producing the right results.
đ€ Use technology thoughtfully. Youâre excited to use AI tools such as Claude, Codex, or similar platforms to make your technical research and outreach more creative, efficient, and effective.
đ€ Partner well with others. You communicate clearly, welcome feedback, and build strong working relationships with recruiters and hiring managers â including engineering leaders who expect precision and technical fluency.
đ Bring experience with modern recruiting tools. Experience with LinkedIn Recruiter and Ashby is a plus, but curiosity, resourcefulness, and sourcing craft matter most. Great tools can accelerate a search. Great sourcers know where â and how â to look, including on GitHub, technical forums, and engineering communities.
A Note About Benefits
This is a 90-day, 1099 independent contractor engagement and is not eligible for employee benefits or equity. There may be an opportunity to extend the contract or transition into a full-time position based on business needs and performance, but neither is guaranteed.
If this engagement results in an eligible full-time position, the benefits outlined below would apply in accordance with the terms of the applicable plans and company policies.
Benefits:
đ€ Competitive Compensation: Competitive salary and equity packages for all employees
đ„ Healthcare Plan: Platinum medical, dental, and vision
đĄïž Free life insurance: Including long-term disability & short-term disability
đ Unlimited PTO: Uncapped vacation days & paid holidays
đ¶ Family Leave: Maternity & paternity
đ 401(k) Contribution: Assured contributes 3% of your income, even if you donât contribute
đ WFH Benefits: Lunch on us 2x/week, monthly phone stipend & other home office perks
đȘ Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses
đ€ Team events & Offsites: Weâre remote, but we regularly get together
**We have been made aware of individuals falsely posing as recruiters from Assured Insurance Technologies Inc. Please note that we only contact candidates from official @ assured.claims email addresses and all interviews are conducted through verified company channels. If you are unsure whether a message is legitimate, please contact us directly at recruiting-ops@assured.claims before sharing any personal information**
Our Commitment:
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, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.
People Business Partner manages HR strategy, employee relations, and organizational development to support Pair Team's healthcare mission and team growth.
At Pair Team, weâre an innovative, mission-driven company reimagining how Medicaid and Medicare serves the most underserved populations. As a tech-enabled medical group, we deliver whole-person care - clinical, behavioral, and social - by partnering with organizations deeply connected to the communities we serve.
Weâre building a care model that empowers clinicians and care teams to do what they do best: provide compassionate, high-impact care. At Pair Team, we leverage AI and automation to reduce administrative burden, streamline coordination, and ensure patients receive timely, personalized support.
Our work is powered by a deeply collaborative team of nurses, social workers, community health workers, and medical professionals working alongside product, technology, and operations to close care gaps and improve outcomes for high-need patients.
Weâre one of the largest Enhanced Care Management providers in California and are on track to build the nationâs largest clinically integrated network supporting high-need patients.  Our model has demonstrated real impact, including a 58% reduction in emergency department visits and a 29% reduction in hospital admissions.
At Pair Team, were not just delivering care - weâre building the future of more equitable, community-driven healthcare.
Pair Team is looking for a People Business Partner to help scale the people infrastructure behind a fast-growing, operations-heavy organization. This role will partner closely with Clinical and Operations leaders to strengthen manager effectiveness, organizational design, performance practices, employee relations, and overall team health as we continue to grow. Youâll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People Business Partners.
In this role, youâll have broad exposure across the business and play a key part in strengthening the people programs and infrastructure that support a scaling organization. Youâll help lead and improve core people programs like performance reviews, talent assessments, succession planning, and org design, while also supporting the day-to-day needs of a growing team. A major focus for this role is strengthening the quality of our company infrastructure so our teams can grow with more clarity, consistency, and support.
Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.
Pair Team participates in E-Verify to verify employment eligibility for new hires.
Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.
We do not conduct any TA business outside of our @pairteam.com emails. If youâre ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.
Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, weâre unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!
Handles high-volume HR operations including recruitment, onboarding, employee relations, and people processes to support the People team.
Recruitment consultant sources, screens, and interviews candidates while managing client relationships to fill open positions across departments.
â¶ïž Job Details:
ă»Job Title: Recruitment Consultant / Agency Recruiter
ă»Working Location: Remote
ă»Employment Type: Full-time / Permanent
ă»Language: English/Japanese
â¶ïž What will you do:
ă»Conduct intake meetings with clients to understand hiring needs and establish candidate qualification criteria
ă»Publish job advertisements on careers pages, job boards, and social media
ă»Source and approach passive candidates through online platforms such as LinkedIn
ă»Build and maintain strong relationships with candidates and prospective clients
ă»Screen resumes and job applications and identify qualified candidates
ă»Conduct candidate interviews, including phone screenings and in-person interviews
ă»Provide clients with shortlists of qualified candidates based on established criteria
ă»Keep clients updated on hiring progress, including the number of candidates sourced and screened
ă»Prepare candidates for client interviews and support them throughout the hiring process
ă»Build talent pipelines of high-potential candidates for future opportunities
ă»Maintain accurate and detailed records of candidates, including resumes, assignments, and interview evaluations
ă»Manage a portfolio of clients and maintain strong, long-term client relationships
ă»Support clients in reducing time-to-hire by consistently providing high-quality candidates in a timely manner
â¶ïž Required Qualifications & Skills:
ă»Proven work experience as an agency recruiter and in a sales-related role
ă»Ability to manage the full initial recruitment process, including job posting, sourcing, screening, and interviewing
ă»Experience recruiting for a variety of positions across different departments and seniority levels
ă»Experience with various interview formats, including phone screening calls and in-person interviews
ă»Ability to effectively evaluate candidates based on role requirements and seniority
ă»Knowledge of resume databases and Applicant Tracking Systems (ATS)
ă»Excellent communication and relationship-building skills
ă»Strong organizational and time-management skills
ă»Sales and/or coaching experience is preferred
ă»Bilingual in Japanese and English, with the ability to speak, read, and write both languages
ă»IT recruiting experience or knowledge of the IT industry is preferred
Manages HRIS systems and UKG platform administration to support HR operations and employee data management.
Sources, screens, and places candidates for digital health and healthcare IT positions as an entry-level recruiter.
Lead and develop a talent acquisition team while translating business hiring needs into recruiting strategies and managing performance across multiple business functions.
About Tailscale
Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. Weâre building a future for the Internet thatâs easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, weâre backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.
Weâre looking for an experienced Talent Acquisition Manager to lead and develop a high-performing team of Talent Acquisition Partners while partnering with business leaders to deliver exceptional hiring outcomes.
This is a hands-on people leadership role responsible for recruiting performance across one or more business functions, such as Engineering, Product & Design or GTM & G&A. Youâll coach and develop Talent Acquisition Partners, translate business priorities into recruiting strategies, and ensure the team operates as trusted advisors to hiring leaders while consistently delivering against hiring goals.
Youâll partner closely with Talent Acquisition Operations and Sourcing, which provide the programs, systems, analytics, sourcing expertise, and operational infrastructure that enable recruiting success. Weâre looking for a leader who brings strong recruiting judgment, business acumen, and a data-informed approach and thrives in a fast-moving environment where priorities evolve.
As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscaleâs compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hireâs base salary. Individual offers may vary based on experience and skill set.
CAN Pay Range
$211,720â$263,980 CAD
Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!
What We Offer
Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.
Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.
Please be aware that legitimate emails from Tailscaleâs talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.
