Roles
The canonical roles within People & HR.
Technical Recruiter
This role leads end-to-end recruitment for technical teams at AI-focused companies, managing everything from sourcing ML engineers and research scientists to closing offers. Technical Recruiters distinguish themselves through deep expertise in evaluating specialized talent—understanding the nuances of AI infrastructure, distributed systems, and research backgrounds—and building strategic relationships with hiring leaders to align talent strategy with business growth. They typically operate within dedicated talent acquisition teams at high-growth AI companies, partnering with sourcers, coordinators, and cross-functional stakeholders to navigate competitive markets for top-tier engineering and research talent.
Business & GTM Recruiter
This role owns full-cycle recruiting for go-to-market and business functions—including sales, customer success, marketing, partnerships, and corporate operations—at AI-native companies scaling rapidly. Day-to-day, recruiters source and engage passive talent through strategic outreach and talent mapping, partner with hiring managers to define role requirements and hiring strategies, screen and close candidates with high-touch relationship management, and leverage data to optimize pipeline health and hiring velocity. What distinguishes this role from pure sourcing positions is the strategic partnership element: these recruiters act as trusted advisors to leadership, translating business objectives into talent plans, providing market intelligence on compensation and talent availability, and shaping hiring processes to raise quality of hire across functions. They typically sit within centralized talent acquisition teams at high-growth AI companies, collaborating closely with people operations and business leaders to scale teams thoughtfully while maintaining hiring standards across competitive, global markets.
HR Business Partner
This role serves as a strategic advisor to business leaders in AI companies, translating organizational priorities into actionable people strategies that drive performance and scalability. Day-to-day, the role involves coaching managers on talent development and organizational design, managing complex employee relations matters, and shaping high-performance culture frameworks as the company scales rapidly. What distinguishes this from generalist HR is its focus on strategic business partnering at the leadership level—diagnosing organizational health, designing future operating models, and owning talent strategy rather than transactional HR delivery. These roles typically sit within the People or HR function but operate embedded within specific business units or technical organizations, reporting to a Chief People Officer or Head of People Partnering and working across multiple cross-functional teams.
People Operations
People Operations roles in AI companies focus on designing and executing scalable HR systems that support rapid growth while maintaining data integrity across the full employee lifecycle. These specialists own core processes like onboarding, payroll administration, benefits management, and HRIS configuration, often serving as the operational backbone that connects talent acquisition, finance, and business leaders. What sets this function apart from general HR is its emphasis on process optimization, systems thinking, and automation—building infrastructure that anticipates company scaling rather than reacting to it. People Operations typically sits within a broader People or HR team, partnering closely with payroll, legal, finance, and IT to ensure accurate data flow and compliance across distributed, fast-growing organizations where precision and efficiency directly enable business agility.
Recruiting Coordinator
Recruiting Coordinators manage the operational backbone of hiring pipelines at AI companies, handling interview scheduling across time zones, maintaining accurate candidate data in applicant tracking systems, and serving as the primary communication bridge between candidates, recruiters, and hiring teams. What sets this role apart is its focus on creating exceptional candidate experiences while driving process improvements—coordinators don't just execute logistics but actively partner with talent acquisition leaders to identify bottlenecks and build scalable workflows. These coordinators typically embed within fast-growing talent teams at scaling AI infrastructure, foundation model, and enterprise AI companies, where high-volume technical hiring and rapid expansion make operational excellence critical to competitive advantage.
Compensation & Benefits
This role builds and scales the compensation and benefits infrastructure that powers talent acquisition and retention across rapidly growing AI and technology companies. Professionals in this role move between strategic program design—architecting salary bands, equity frameworks, and total rewards philosophies—and hands-on operations, managing payroll systems, benefits administration, and compliance across multiple geographies and regulatory environments. What sets this work apart is the technical depth required: compensation specialists often own specialized platforms (Xactly, ADP, Workday), build automation for high-volume cycles, and translate complex market data into competitive offers that help companies win talent in competitive AI labor markets. These roles typically sit within People or HR teams, partnering closely with Finance, Legal, and business leadership to ensure compensation strategies align with company growth, equity principles, and evolving regulations like pay transparency mandates.
Talent Partner & Strategist
This role combines hands-on full-cycle recruiting with strategic workforce planning, typically reporting to a Head of People or Chief People Officer. The Talent Partner identifies hiring needs across technical and business functions—from sourcing and assessment design to offer negotiation and close—while simultaneously building scalable recruitment infrastructure like interview frameworks, ATS optimization, and hiring analytics. They distinguish themselves by blending operational execution with strategic influence, using market intelligence and data-driven insights to shape hiring decisions and organizational planning rather than executing searches in isolation. In AI and infrastructure companies, they partner closely with technical leaders to map talent landscapes for specialized roles like ML engineers, infrastructure specialists, and research scientists, translating product roadmaps into proactive hiring strategies that anticipate future needs.
Recruiting Leader
This role leads teams of recruiters and recruiting operations professionals to design and execute hiring strategy across the organization. Unlike individual contributors who source and screen candidates, these leaders focus on building recruiting infrastructure, setting performance standards, and developing talent acquisition capability to support hypergrowth. They typically operate at the intersection of recruiting, people operations, and business strategy, partnering with executive leadership to align hiring roadmaps with company priorities while embedding AI and automation into sourcing, screening, and interview workflows.
Learning & Development
This role orchestrates the infrastructure and execution of learning programs at AI-scale organizations, moving beyond standalone training to build integrated systems that drive measurable business impact. Practitioners design competency frameworks, manage learning operations across global teams, and partner with senior leaders to diagnose performance gaps and architect solutions that solve real organizational challenges. They balance program management rigor with instructional design expertise, ensuring content is relevant to technical and leadership audiences while tracking outcomes against key business metrics. What distinguishes this work is the strategic advisory component—rather than delivering pre-designed courses, these professionals act as consultants to executives, translating talent philosophy into scalable processes that span hiring, onboarding, performance management, and succession planning. They typically embed within people operations or talent management functions in rapidly scaling companies, where their ability to synthesize adult learning science with operational excellence directly accelerates how fast teams can grow and perform.
Recent Jobs
The latest People & HR openings across the AI industry.