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This is an invitation to join the Mission Clean Energy Talent Community for future opportunities, as there is no specific open job currently aligning with the applicant's skills. Mission Clean Energy develops utility-scale renewable energy and storage projects from concept through completion, working with various industry partners.
Responsibilities include managing the full life cycle of recruiting, from sourcing and screening to extending offers, and attending requirement gathering sessions with management. The role also involves creating job descriptions, utilizing social media for lead generation, and maintaining a pipeline of IT professionals.
This is a talent community posting, not an active job, designed for candidates to express interest in future roles across various departments like Engineering, Cybersecurity, Data, Consulting, Sales, and Operations. Candidates' resumes will be reviewed when relevant new roles open, and a recruiter may contact them for further discussion.
The specialist will lead end-to-end recruitment processes for BPO roles, including sourcing, screening, and onboarding talent across multiple regional locations. Key duties involve developing local talent pipelines, collaborating with business units on staffing needs, and contributing to employer branding initiatives.
This is a talent community posting, not for a specific role, inviting exceptional talent to connect with the results-oriented team for future opportunities. The company focuses on leveraging AI and data to automate critical private market workflows across the fund lifecycle.
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The Senior Talent Acquisition Manager will be responsible for managing the end-to-end recruitment cycle for top-tier technical roles, including engineering, data, and product positions. This involves working closely with hiring teams, sourcing qualified candidates, and assessing both technical and cultural fit.
The Senior Talent Acquisition Manager will be responsible for managing the end-to-end recruitment cycle for top-tier technical roles, working closely with hiring teams to define requirements and source qualified candidates.
The Senior Talent Acquisition Manager will be responsible for recruiting top-tier technical talent by managing the end-to-end recruitment cycle for technical roles like engineering, data, and product. This includes working closely with hiring teams, sourcing candidates, conducting interviews, and improving recruitment processes and KPIs.
The Senior Talent Acquisition Manager will be responsible for recruiting top-tier technical talent by managing the end-to-end recruitment cycle for technical roles. This includes working closely with hiring teams, sourcing candidates, conducting interviews, and improving recruitment processes and strategy.
The Senior Talent Acquisition Manager will be responsible for recruiting top-tier technical talent by managing the entire recruitment cycle for roles in engineering, data, product, and infrastructure. This includes working closely with hiring teams, sourcing candidates, conducting interviews, and improving recruitment processes and KPIs.
This role involves contributing to core global functions such as Engineering, Product, Design, Operations, Marketing, or Business. Responsibilities include leading or contributing to cross-border initiatives and building systems that connect the Korean tech ecosystem to the global one, shaping digital identity infrastructure.
The Head of People Operations will design and build an AI-native HR function, creating systems that leverage AI for continuous improvement in workforce planning, performance management, and talent development. This role involves architecting intelligent talent infrastructure and deploying AI across the entire employee lifecycle to translate capabilities into measurable business outcomes.
The primary responsibility is to design and lead an AI-native People Operations function, creating systems powered by intelligent technology for workforce planning, performance management, and talent development. This involves architecting the intelligent talent infrastructure and deploying AI across the entire employee lifecycle to achieve measurable business outcomes.
This role involves partnering with Senior Talent Acquisition Advisors across the Americas to quickly fill critical roles, which includes reviewing job descriptions for consistency and utilizing various tools to attract qualified talent. Responsibilities also cover screening candidates, guiding them through the process, maintaining accurate ATS updates, and ensuring compliance with employment laws.
The Product Training Specialist is responsible for delivering high-quality client and internal training by combining deep product expertise, understanding of core processing environments, and engaging storytelling to ensure confident adoption of MAP products. This role involves developing and facilitating training, creating content like job aids and tutorials, and partnering cross-functionally with teams like Client Services and Product to support operational excellence.
This role involves providing operational support to the HR function by processing employee changes, maintaining accurate data in Workday, and supporting periodic audits and HR reporting. The coordinator will also serve as a primary point of contact for general HR inquiries and manage end-to-end onboarding and offboarding logistics.
This role focuses on utilizing various strategies to seek out talented individuals for Client needs while also providing ongoing support and engagement to existing Contractors to foster company culture. Responsibilities span recruitment, including sourcing and managing the hiring pipeline, and culture/engagement, such as leading community building and acting as the Contractor point of contact.
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The specialist will connect with clients via phone and email to coordinate arrangements, provide personalized guidance, and ensure a professional experience. Key duties include managing bookings, researching options based on client needs, handling modifications, and maintaining accurate client records.
The Global HRIS Analyst supports and optimizes the Dayforce HRIS platform by handling day-to-day system support, ensuring data integrity, managing reporting, and performing configuration tasks. This role involves partnering with HR Services and Payroll to resolve issues, improve system behavior, and support ongoing enhancements.
The Recruiter is responsible for executing the hiring engine by sourcing, screening, coordinating, and progressing high-quality candidates through structured evaluation pipelines. Core mandates include generating qualified candidate flow, maintaining structured progression, preserving evaluation rigor, and ensuring a strong candidate experience.
The Talent Acquisition Partner will collaborate closely with clients to understand hiring needs and develop tailored recruitment strategies for technology start-ups. This involves executing end-to-end recruitment processes, from sourcing and screening to interviewing and negotiating offers, while maintaining strong stakeholder relationships.
The Volunteer Recruiter will lead volunteer recruitment efforts to attract and retain top talent for project-based roles within HR, Learning & Development, Operations, and Research & Evaluation. Responsibilities include screening, interviewing, onboarding new volunteers, and refining the project-based staffing model for efficient placement.
The specialist will lead full-cycle recruiting processes for technical roles across LATAM and the U.S., partnering closely with hiring managers to define complex technical needs. Key duties include building strong pipelines for specialized engineering and BIM profiles and developing creative sourcing strategies.
The Regional GTM Recruiting Manager will own the Go To Market recruiting strategy and execution across EMEA and APJ, leading and developing the regional recruiting team while partnering with commercial leadership to align hiring with revenue targets. Responsibilities include structuring workforce planning, supporting expansion into new regions, building scalable processes, and ensuring high-quality candidate experiences.
The Talent Sourcer will be responsible for identifying and engaging top technical specialists, developing effective sourcing strategies, and building high-quality talent pipelines for the Talent Acquisition team. This includes conducting multi-channel candidate searches, initiating first contact, and collaborating closely with the TA team.
The consultant will lead enterprise-level analysis and design sessions to define future-state business processes aimed at achieving operational efficiency and client success. Key duties involve partnering with experts to ensure scalable solutions, leading testing, owning documentation, and deploying process improvement strategies.
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The role involves owning full-cycle technical recruiting for software engineering, machine learning, and data science roles, requiring collaboration with hiring managers to develop effective sourcing strategies. Responsibilities also include screening candidates, managing pipelines, providing a high-touch candidate experience, and maintaining accurate ATS records.
This role involves managing all aspects of client engagements, requiring demonstrated ability to communicate effectively across all organizational levels, both internally and externally. The manager will oversee talent solutions activities within the professional services advisory context.
This role involves serving as a Senior Consultant within Talent Solutions for CBIZ Inc., a professional services advisor to middle-market businesses nationwide. The consultant will deliver forward-thinking insights and actionable solutions to help clients anticipate future needs and accelerate growth.
This role involves building a talent pool of professionals interested in collaborating on upcoming international client projects across MENA and North America regions. Selected candidates will be contacted when a project aligns with their expertise becomes available.
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