People

Our career map helps you take charge of your professional growth. With 10 growth levels, from L1 to L10, each step features clear milestones to support your development.

Our career map helps you take charge of your professional growth. With 10 growth levels, from L1 to L10, each step features clear milestones to support your development. Open the document as a table ↗

Talent Management

HR Brand & Internal Communications

Talent Acquisition

People Operations

└──

Individual Contributor

Management

IC-1

HR Intern

Experience

Entry-level position with no prior experience required. Open to students or recent graduates in HR, Psychology, Management, or related fields.

Area of Responsibility

Assists with onboarding, internal communications, and document preparation; supports scheduling and data entry in HR systems.

Skills

Attention to detail
Willingness to learn and follow processes
Basic written communication
English proficiency at A2–B1 level

‍

IC-2

Junior HR Specialist

Experience

Up to 1 year of experience in HR or administrative support roles. Familiarity with basic people operations processes.

Area of Responsibility

Supports core HR processes including onboarding, employee data updates, internal policies and communications.

Skills

Accuracy in working with employee records
Communication with employees
Confidence using tools like Notion, Slack, Excel, and HRIS
Ability to manage routine tasks and deadlines
English proficiency at B1 level or higher

‍

IC-3

L&D Specialist

Experience

1–2 years of experience in HR, operations, or training roles. Prior involvement in launching or supporting learning initiatives is preferred.

Area of Responsibility

Responsible for organizing learning programs, coordinating external providers, tracking progress in HRIS, and supporting career development processes across teams.

Skills

Understanding of learning formats and employee development needs
Experience working with learning platforms or LMS (e.g., internal courses, external vendors)
Strong communication and coordination skills
Attention to deadlines, budgets, and learning feedback
English proficiency at B2 level or higher

‍

IC-4

HR Specialist

Experience

2+ years of experience in HR, people operations, or talent development roles. Comfortable working independently with team leads and employees.

Area of Responsibility

Manages onboarding and offboarding processes, supports performance review cycles, runs engagement surveys, and helps teams with talent-related requests and initiatives.

Skills

Confident use of HRIS platforms (e.g., HiBob, Notion)
Understanding of performance review and onboarding frameworks
Communication with managers and employees across units
Initiative in improving existing HR processes
English proficiency at B2–C1 level

‍

IC-5

Talent Business Partner

Experience

3+ years of HR experience, including working directly with team leads or department heads. Prior involvement in performance management, onboarding, and talent development initiatives.

Area of Responsibility

Acts as the main HR contact for one or several teams, owning onboarding, performance reviews, career mapping, and learning programs. Facilitates people-related processes and advises leads on employee growth and well-being.

Skills

Deep understanding of performance and development frameworks
Skilled in internal communications and feedback practices
Experience running 1:1s, employee surveys, and coaching sessions
Ability to analyze people data and provide actionable insights
Strong ownership of HR operations and employee experience

‍

IC-6

Senior Talent Business Partner

Experience

5+ years of HR or talent management experience, with a strong track record of partnering with senior leaders and driving people-related initiatives across multiple teams.

Area of Responsibility

Supports heads of departments and senior managers in driving organizational development, leading performance and growth cycles, and improving team structures and engagement. Contributes to talent strategy and mentors junior HR team members.

Skills

Strategic thinking in talent development and team structure
Confident in org design, growth planning, and team diagnostics
Experience with cross-functional stakeholder management
Strong communication and coaching skills at the leadership level
Fluency in business discussions and written reporting
Familiarity with HR metrics and ability to turn insights into action

‍

No items found.

IC-1

Trainee

Experience

Entry-level, little to no prior professional experience in frontend development.

Area of Responsibility

Learning and applying basic frontend concepts, writing simple components under supervision.

Skills

HTML/CSS: Understanding and using basic HTML elements and CSS styles.
JavaScript: Familiarity with basic JavaScript (ES6+) concepts.
Git: Basic version control operations, understanding of repositories.
Soft Skills: Effective communication, openness to feedback, willingness to learn and improve.

IC-2

Junior

Experience

More then 1 year of experience in frontend development.

Area of Responsibility

Developing small features, fixing bugs, and understanding project architecture.

Skills

HTML/CSS: Proficient in semantic HTML and CSS preprocessors (e.g., Sass).
JavaScript: Knowledge of ES6+, basic use of libraries like Vue.js or React.
Version Control: Confident use of Git, contributing to code reviews.
Soft Skills: Basic teamwork and communication, handling constructive criticism.

IC-3

Middle I

Experience

More then 2 years of solid frontend experience.

Area of Responsibility

Developing features independently, improving existing components, participating in code reviews.

Skills

JavaScript & Frameworks: Deep knowledge of ES6+, Vue.js ecosystem, understanding UI component libraries.
Coding Practices: Writing clean and maintainable code, understanding coding patterns and principles.
Infrastructure: Familiarity with build tools (Webpack, Babel) and CI/CD pipelines.
Soft Skills: Working well in a team, basic problem-solving and critical thinking.

IC-4

Middle II

Experience

More then 3 years of experience in frontend, capable of handling complex tasks.

Area of Responsibility

Leading feature implementation, optimizing performance, and mentoring juniors.

Skills

Advanced JavaScript: Mastery of core concepts, meta-frameworks, and server-side rendering (SSR).
Testing: Writing unit tests and understanding end-to-end testing frameworks.
Optimization: Improving load times, optimizing SEO, and handling responsive design challenges.
Soft Skills: Effective collaboration, taking initiative, and providing constructive feedback.

IC-5

Senior I

Experience

More then 4 years of frontend development experience.

Area of Responsibility

Designing and implementing complex systems, contributing to architectural decisions.

Skills

Architecture & Patterns: Understanding design patterns, OOP, and functional programming.
Security: Awareness of common vulnerabilities and how to mitigate them.
Performance Tuning: Deep understanding of browser performance and optimization.
Soft Skills: Strong communication, mentoring, and conflict resolution skills.

IC-6

Senior II

Experience

Recognized as an expert in frontend development.

Area of Responsibility

Driving project quality, ensuring best practices, leading codebase improvements.

Skills

Frontend Mastery: Proficient in multiple frameworks (Vue.js, React, Angular), full understanding of TypeScript.
Code Review & Testing: Leading code reviews, implementing automated testing strategies.
CI/CD & Infrastructure: Advanced setup and maintenance of continuous integration and delivery.
Soft Skills: Strategic thinking, decision-making, and adaptability to change.

IC-7

Principal

Experience

Strategic leader in frontend development.

Area of Responsibility

Shaping the technical direction, mentoring senior engineers, overseeing large projects.

Skills

Strategic Planning: Defining and implementing frontend strategies, architectural design.
Innovation: Proposing innovative solutions, optimizing frameworks and libraries.
Stakeholder Communication: Effectively interacting with product owners and management.
Soft Skills: High-level collaboration, influencing team direction, handling complex challenges.

IC-8

Tech Lead

Experience

Extensive experience in leading frontend projects and teams.

Area of Responsibility

Technical leadership, architecture design, and ensuring project alignment with company goals.

Skills

Technology Leadership: Guiding the team on technical implementations, making strategic tech decisions.
Code Quality: Establishing and maintaining coding standards, enforcing best practices.
CI/CD & DevOps: Expertise in infrastructure, server configuration, and deployment strategies.
Soft Skills: Effective delegation, inspiring and motivating the team, strategic decision-making.

M-7

Talent Management Lead

Experience

7+ years in HR or talent roles, including strategic partnership with senior stakeholders and prior experience mentoring or managing other HR team members. Experience in managing the recruitment of teams is essential.

Area of Responsibility

Leads talent strategy across multiple teams or a business unit. Coordinates performance, development, onboarding, and engagement processes. Supports organizational changes, workforce planning, and manages the recruitment for new roles or team expansion. Mentors junior HR team members.

Skills

Deep expertise in performance management, L&D, and org design
Strategic advisor to business leaders on people-related matters
Strong project management and prioritization across HR initiatives
Experience implementing HR systems and scalable processes
Managing and overseeing recruitment for multiple teams
Mentoring and developing other HR professionals

‍

M-8

Head of Talents

Experience

Extensive experience in HR and talent management, with a focus on recruitment, talent development, and employee engagement. Proven success in leading talent management initiatives, driving organizational change, and mentoring senior leaders. Experience in building high-performing teams and managing the full employee lifecycle.

Area of Responsibility

Develops and implements the talent strategy, including recruitment, development, and retention of key personnel across technical, product, and business functions. Partners with leadership on organizational design, workforce planning, and change management. Coaches senior leaders and C-level executives, manages HRIS solutions, and ensures the optimization of talent management processes.

Skills

Strong leadership and strategic thinking in talent management
Expertise in high-level recruitment, including C-level and senior leadership positions
Experience with HRIS systems and HR tech infrastructure
Skilled in organizational design, workforce planning, and talent development
Coaching and leadership development for senior leaders and C-level executives
Strong communication skills, including stakeholder management
Knowledge of diversity, equity, and inclusion strategies

‍

M-9

Group HR Business Partner

Experience

Senior HR leadership experience, including strategic planning, talent acquisition, people operations, and change management across global or multi-unit organizations. Proven track record of driving HR strategies that align with business objectives and managing large, diverse HR teams.

Area of Responsibility

Leads and executes global HR strategy, including talent acquisition, talent management, and workforce planning, ensuring alignment with overall business goals. Oversees the implementation of HR policies, governance, and compliance initiatives. Partners with C-level leadership to drive organizational effectiveness, culture, and business transformation. Manages HR teams, budgets, and resources, ensuring high-performing talent management processes.

Skills

Expertise in aligning HR practices with business strategy
In-depth knowledge of global talent acquisition, organizational development, and workforce planning
Advanced HRIS and people analytics skills, with a data-driven approach to decision-making
Strong coaching abilities for senior executives and C-level leaders
Expertise in managing organizational change, scaling HR functions, and driving business transformation
Deep understanding of global compliance, labor laws, and risk management
Proven ability to influence senior leadership and drive strategic HR decisions
Strong focus on a commitment to fostering a positive company culture

‍

M-10

VP of People & Culture

Experience

Senior HR leadership, with a focus on building and driving global people strategies in rapidly evolving, tech-driven organizations. Proven track record of transforming organizational culture, driving strategic HR initiatives, and overseeing the people function at the highest level, supporting large-scale business growth.

Area of Responsibility

Leads the global People & Culture strategy, aligning it with business objectives and driving organizational transformation. Partners with the executive team to ensure talent acquisition, development, and organizational culture are optimized across the company. Focuses on shaping the long-term vision for talent management, including performance, engagement, leadership development, and DEI initiatives at scale. Oversees the implementation of HR policies, budgets, and resources, ensuring the integration of people strategies that enable business agility and sustainable growth across all business functions.

Skills

Visionary Leadership: Shaping and leading the future of work at a global scale, driving long-term business outcomes through innovative people strategies.
Culture Shaping: Directing efforts to build a high-performance, inclusive, and values-driven culture that aligns with the company’s mission and business goals.
Global Talent Strategy: Overseeing talent acquisition and retention strategies across the organization, focusing on leadership pipeline development and diversity at all levels.
Business Transformation: Driving large-scale organizational change, ensuring that HR functions evolve to meet the needs of a rapidly changing business environment.
HR Innovation & Tech: Leading HR technology initiatives, including HRIS and data analytics, to streamline operations, improve decision-making, and scale the people function effectively.
C-Suite Collaboration: Partnering with the executive leadership team to align HR and business strategies, ensuring HR is a key driver of company performance.
Diversity, Equity & Inclusion: Championing DEI at a group level, ensuring that people strategies support a diverse and equitable workforce.
Financial Acumen: Overseeing HR budgets and resources, ensuring that investments in talent management are aligned with business priorities and deliver measurable ROI.

‍

M-8

Team Lead

Experience

Senior-level experience with a focus on leadership and team management.

Area of Responsibility

Managing the frontend team, ensuring project delivery, and aligning with stakeholders.

Skills

Project Management: Planning and coordinating tasks, prioritizing work for team members.
Team Development: Mentoring and coaching, organizing training sessions for skills enhancement.
Communication: Handling stakeholder expectations, managing team dynamics.
Leadership Skills: Decision-making, conflict resolution, and fostering a collaborative environment.

M-9

Head of Frontend

Experience

Extensive experience in both frontend development and leadership.

Area of Responsibility

Overseeing the entire frontend department, defining the vision, and driving strategic initiatives.

Skills

Strategic Leadership: Setting goals, driving innovation, and overseeing large-scale projects.
Process Improvement: Developing and implementing processes to improve team efficiency.
Hiring & Development: Building and growing the team, managing recruitment, and team development.
Executive Communication: Reporting to top management, presenting the department’s achievements and plans.

└──

Individual Contributor

Management

IC-1

HR Intern

Experience

No prior experience required. Interest in communications, branding, and HR. Open to learning and contributing to internal and external projects.

Area of Responsibility

Supports brand and communication specialists with operational tasks. Assists in event coordination, social media, internal comms, and employer brand research.

Skills

Assists in preparing social media or newsletter content
Supports internal events and logistics
Conducts research on employer branding trends and benchmarks
Learns company values, tone of voice, and cultural rituals
Helps collect feedback from employees and candidates

‍

IC-2

Junior HR Specialist

Experience

Up to 1–2 years of experience in HR communications, event planning, content, or PR. Developing storytelling and organizational skills.

Area of Responsibility

Works under guidance to support internal communications and branding campaigns. Coordinates simple tasks across functions and channels.

Skills

Creates and edits basic communication content (e.g. announcements, visuals)
Supports email campaigns and employee updates
Helps with scheduling and logistics for internal and external events
Maintains brand consistency in materials
Starts collaborating with recruiters and hiring teams

‍

IC-3

HR Brand Specialist

Experience

2–3 years of hands-on experience in employer branding, HR marketing, or comms. Comfortable working independently on external brand campaigns.

Area of Responsibility

Drives external employer brand development. Focuses on content, social media, and storytelling. Supports career page, job marketing, and EVP initiatives.

Skills

Creates social media and blog content showcasing teams and projects
Develops branded materials for hiring (landing pages, videos, visuals)
Supports the definition and rollout of EVP
Collaborates with TA and Marketing to build branded hiring funnels
Monitors traffic and engagement on brand-related platforms

‍

IC-4

Internal Communications Specialist

Experience

3+ years of experience in employee comms, corporate comms, or culture. Skilled in content, planning, and engagement tracking.

Area of Responsibility

Owns internal communication flows, channels, and rituals. Drives employee awareness, connection, and cultural alignment through effective messaging.

Skills

Manages company newsletters, announcements, and event comms
Designs internal campaigns around culture, values, or strategic updates
Partners with HR and leadership to communicate change or recognition
Collects feedback and sentiment to improve employee engagement
Maintains communication guidelines and tone of voice

‍

IC-5

Senior HR Brand & Comms Specialist

Experience

5+ years of experience in branding and comms. Led cross-functional projects. Understands both internal and external narratives.

Area of Responsibility

Owns key initiatives in employer branding and internal comms. Mentors junior team members and ensures alignment with company positioning and values.

Skills

Leads brand and comms projects from brief to delivery
Crafts and coordinates EVP campaigns with clear KPIs
Facilitates cross-functional collaboration (TA, PR, Product, Engineering)
Acts as internal consultant on tone, storytelling, and visual identity
Tracks and reports performance of campaigns and initiatives

‍

IC-6

DevRel & HR Brand Manager

Experience

6–8 years across branding, internal/external comms, and tech community initiatives. Experience leading projects and cross-functional teams.

Area of Responsibility

Owns the end-to-end employer branding and DevRel roadmap. Connects the company with technical and general talent audiences. Bridges HR, Marketing, and Engineering.

Skills

Develops strategy and content for tech audiences (engineering blog, meetups)
Leads employer brand storytelling across media, career pages, and social platforms
Organizes and represents the company at industry events and tech conferences
Manages internal communication rituals and culture narratives
Builds partnerships with internal leaders and external collaborators
Tracks metrics: developer reach, talent pipeline quality, brand engagement

‍

No items found.

IC-1

Trainee

Experience

Entry-level, little to no prior professional experience in frontend development.

Area of Responsibility

Learning and applying basic frontend concepts, writing simple components under supervision.

Skills

HTML/CSS: Understanding and using basic HTML elements and CSS styles.
JavaScript: Familiarity with basic JavaScript (ES6+) concepts.
Git: Basic version control operations, understanding of repositories.
Soft Skills: Effective communication, openness to feedback, willingness to learn and improve.

IC-2

Junior

Experience

More then 1 year of experience in frontend development.

Area of Responsibility

Developing small features, fixing bugs, and understanding project architecture.

Skills

HTML/CSS: Proficient in semantic HTML and CSS preprocessors (e.g., Sass).
JavaScript: Knowledge of ES6+, basic use of libraries like Vue.js or React.
Version Control: Confident use of Git, contributing to code reviews.
Soft Skills: Basic teamwork and communication, handling constructive criticism.

IC-3

Middle I

Experience

More then 2 years of solid frontend experience.

Area of Responsibility

Developing features independently, improving existing components, participating in code reviews.

Skills

JavaScript & Frameworks: Deep knowledge of ES6+, Vue.js ecosystem, understanding UI component libraries.
Coding Practices: Writing clean and maintainable code, understanding coding patterns and principles.
Infrastructure: Familiarity with build tools (Webpack, Babel) and CI/CD pipelines.
Soft Skills: Working well in a team, basic problem-solving and critical thinking.

IC-4

Middle II

Experience

More then 3 years of experience in frontend, capable of handling complex tasks.

Area of Responsibility

Leading feature implementation, optimizing performance, and mentoring juniors.

Skills

Advanced JavaScript: Mastery of core concepts, meta-frameworks, and server-side rendering (SSR).
Testing: Writing unit tests and understanding end-to-end testing frameworks.
Optimization: Improving load times, optimizing SEO, and handling responsive design challenges.
Soft Skills: Effective collaboration, taking initiative, and providing constructive feedback.

IC-5

Senior I

Experience

More then 4 years of frontend development experience.

Area of Responsibility

Designing and implementing complex systems, contributing to architectural decisions.

Skills

Architecture & Patterns: Understanding design patterns, OOP, and functional programming.
Security: Awareness of common vulnerabilities and how to mitigate them.
Performance Tuning: Deep understanding of browser performance and optimization.
Soft Skills: Strong communication, mentoring, and conflict resolution skills.

IC-6

Senior II

Experience

Recognized as an expert in frontend development.

Area of Responsibility

Driving project quality, ensuring best practices, leading codebase improvements.

Skills

Frontend Mastery: Proficient in multiple frameworks (Vue.js, React, Angular), full understanding of TypeScript.
Code Review & Testing: Leading code reviews, implementing automated testing strategies.
CI/CD & Infrastructure: Advanced setup and maintenance of continuous integration and delivery.
Soft Skills: Strategic thinking, decision-making, and adaptability to change.

IC-7

Principal

Experience

Strategic leader in frontend development.

Area of Responsibility

Shaping the technical direction, mentoring senior engineers, overseeing large projects.

Skills

Strategic Planning: Defining and implementing frontend strategies, architectural design.
Innovation: Proposing innovative solutions, optimizing frameworks and libraries.
Stakeholder Communication: Effectively interacting with product owners and management.
Soft Skills: High-level collaboration, influencing team direction, handling complex challenges.

IC-8

Tech Lead

Experience

Extensive experience in leading frontend projects and teams.

Area of Responsibility

Technical leadership, architecture design, and ensuring project alignment with company goals.

Skills

Technology Leadership: Guiding the team on technical implementations, making strategic tech decisions.
Code Quality: Establishing and maintaining coding standards, enforcing best practices.
CI/CD & DevOps: Expertise in infrastructure, server configuration, and deployment strategies.
Soft Skills: Effective delegation, inspiring and motivating the team, strategic decision-making.

M-7

Lead of HR Brand and Internal Comms

Experience

Extensive experience in employer branding, internal communications, or people marketing. Experienced in leading cross-functional projects and shaping communication narratives. Strong stakeholder management and creative leadership skills.

Area of Responsibility

Owns the internal and external communication strategy. Ensures consistent brand voice across all platforms. Drives engagement, alignment, and visibility through compelling storytelling and structured comms.

Skills

Leads internal comms strategy: newsletters, updates, rituals, townhalls
Oversees employer brand narrative: EVP campaigns, career site, social media
Ensures consistency in tone, voice, and visuals across all HR materials
Collaborates with TA, PR, Marketing, and Product teams to align messaging
Manages internal engagement campaigns and culture activations
Develops communication playbooks and templates for scaling messaging
Mentors junior specialists and coordinates cross-functional content delivery
Tracks key metrics: internal engagement, branded traffic, employer brand index

‍

M-8

Team Lead

Experience

Senior-level experience with a focus on leadership and team management.

Area of Responsibility

Managing the frontend team, ensuring project delivery, and aligning with stakeholders.

Skills

Project Management: Planning and coordinating tasks, prioritizing work for team members.
Team Development: Mentoring and coaching, organizing training sessions for skills enhancement.
Communication: Handling stakeholder expectations, managing team dynamics.
Leadership Skills: Decision-making, conflict resolution, and fostering a collaborative environment.

M-9

Head of Frontend

Experience

Extensive experience in both frontend development and leadership.

Area of Responsibility

Overseeing the entire frontend department, defining the vision, and driving strategic initiatives.

Skills

Strategic Leadership: Setting goals, driving innovation, and overseeing large-scale projects.
Process Improvement: Developing and implementing processes to improve team efficiency.
Hiring & Development: Building and growing the team, managing recruitment, and team development.
Executive Communication: Reporting to top management, presenting the department’s achievements and plans.

└──

Individual Contributor

Management

IC-1

HR Intern

Experience

Entry-level position, ideal for a student or recent graduate interested in recruiting or HR. No prior experience required, but attention to detail and responsibility are expected.

Area of Responsibility

Supports the recruiting team with basic operational tasks: data entry, interview scheduling, and documentation.

Skills

Updates candidate information in the ATS
Assists with posting jobs and collecting responses
Follows instructions and ensures accuracy in small tasks
Communicates clearly and professionally with the team
Handles confidential information responsibly
Eager to learn and open to feedback

‍

IC-2

Junior Recruiter

Experience

6–12 months of experience in recruiting or sourcing. Basic understanding of recruiting tools and hiring processes. English B2+.

Area of Responsibility

Assists with full-cycle recruitment under supervision: sourcing, screening, scheduling. Starts to take ownership of junior-to-mid roles.

Skills

Uses LinkedIn and sourcing tools to search for candidates
Screens CVs, conducts first-touch calls and simple interviews
Works with ATS to manage candidates
Supports offer preparation and reference collection
Follows recruiting workflows and asks for help when unsure

‍

IC-3

Middle I – Recruiter

Experience

1.5 years+ in recruiting. Confident running most searches end-to-end with moderate support.

Area of Responsibility

Owns recruitment for mid-level roles across tech, product, and digital. Maintains candidate pipelines and communicates with hiring managers.

Skills

Runs full-cycle recruiting: from intake to offer
Conducts structured interviews (STAR)
Maintains and updates ATS records regularly
Tracks time-to-hire, offer acceptance, and candidate feedback
Builds longlists and manages referrals
Participates in syncs with hiring teams

‍

IC-4

Middle II – Recruiter

Experience

3+ years of recruiting experience, including cross-functional roles.

Area of Responsibility

Leads hiring for a set of product or tech roles. Consults hiring managers, mentors interns.

Skills

Works independently with complex or cross-team roles
Improves job descriptions and helps define requirements
Drives the funnel in ATS and reports key metrics monthly
Aligns regularly with hiring teams on process and priorities
Uses data to explain hiring decisions and candidate dropouts
Tests sourcing strategies: boolean search, scraping, job boards

‍

IC-5

Senior Recruiter

Experience

5+ years of recruiting experience, including hiring for senior/lead roles.

Area of Responsibility

Owns hiring strategy for difficult international or high-priority positions. Trains others and introduces hiring process improvements.

Skills

Can support relocation cases and C&B requests
Sources and hires for senior and head-level roles
Runs strategic syncs with hiring managers
Collects hiring feedback, candidate NPS, and quality of hire signals
Designs and improves interview processes and question sets
Shares market insights (benchmarks, donor companies)
Conducts training for hiring managers on interviews and culture
Tracks recruiting health via CPH, OAR, and funnel performance
Looks for tools or automation to reduce cost per hire

‍

IC-6

Talent Acquisition Partner

Experience

5+ years in recruiting and/or HR, with stakeholder management experience.

Area of Responsibility

Acts as HR partner for business functions,, while also driving recruiting for those teams. Works across people, performance, and hiring topics.

Skills

Owns full-cycle hiring and hiring strategy for key departments
Partners with managers on org planning, team structure, and capability needs
Tracks hiring trends, creates competitor maps, updates donor lists
Reports hiring health to execs with context and solutions
Balances recruiting, retention, and development conversations
Co-creates onboarding and experience improvements
Supports internal mobility and succession planning

‍

M-7

Recruitment Manager

Experience

7+ years of recruiting experience. Prior experience in managing a team of recruiters.

Area of Responsibility

Leads a team of recruiters. Ensures hiring goals are met, team is supported, and hiring quality is continuously improving.

Skills

Coaches and mentors recruiting team members
Sets hiring goals with business leads and manages performance to SLA
Analyzes team metrics: CPH, time-to-fill, quality of hire
Drives standardization in interviews, scorecards, and offer process
Owns training programs for both recruiters and hiring managers
Partners with Finance and C&B on headcount planning
Drives implementation of ATS and hiring workflows
Shares hiring plans, dashboards, and forecast reports

‍

M-8

Talent Acquisition Lead (+DevRel)

Experience

Extensive experience in recruitment and talent strategy, with strong strategic thinking, executive presence, and a product- and brand-oriented mindset.

Area of Responsibility

Owns the entire recruiting function. Sets hiring strategy, employer brand positioning, and TA-related innovation (automation, DevRel, community).

Skills

Defines long-term hiring strategy aligned with company growth
Builds recruiting brand and developer relations (conferences, community, content)
Represents hiring in executive discussions and board reporting
Builds and scales recruiting infrastructure (processes, tooling, team structure)
Partners cross-functionally with Sales, Marketing, Product, Engineering
Tracks ROI across sourcing channels, campaigns, and referral programs
Builds talent funnels proactively in advance of hiring needs
Acts as face of talent brand in external partnerships

‍

└──

Individual Contributor

Management

IC-1

HR Intern

Experience

Entry-level role for a student or recent graduate. No prior HR experience required — attention to detail and interest in People Operations are key.

Area of Responsibility

Entry-level role for a student or recent graduate. No prior HR experience required — attention to detail and interest in People Operations are key.

Skills

Updates spreadsheets and internal systems with employee data
Assists in preparing standard documents (e.g., letters, templates)
Double-checks data entries and confirms details with the team
Schedules meetings or interviews, manages shared calendars
Asks questions and seeks support when unsure

‍

IC-2

Talent Coordinator

Experience

1–2 years of experience in HR, finance, or IT operations. Familiarity with contract-based employment and internal systems (HRIS, task managers). Strong ownership and attention to detail.

Area of Responsibility

Supports the People Operations team with payroll tracking, document maintenance, and basic coordination of HR workflows.

Skills

Maintains employee and contractor records in systems like HiBob and Huntflow
Prepares and updates standard HR documents (e.g., NDAs, job descriptions)
Tracks and shares basic payroll-related data with the finance team
Assists in onboarding logistics (calendar invites, access setup, checklists)
Supports documentation for audits (e.g., signed contracts)
Communicates clearly and follows up with internal stakeholders
Works confidently in English (B2–C1) in writing and communication
Demonstrates ownership, attention to detail, and ability to follow process
Seeks opportunities to improve recurring tasks or automate parts of the workflow

‍

IC-3

Payroll and Benefits Specialist

Experience

3–5 years of experience in People Operations, HR services, or financial/HR consulting. Confident working with payroll processes, compensation frameworks, and external vendor management. Fluent English required for cross-functional and vendor communication.

Area of Responsibility

Leads execution and optimization of payroll cycles, manages benefit programs end-to-end, and supports policy implementation across the company. Provides insights on compensation decisions and contributes to HR projects related to learning, retention, and rewards.

Skills

Runs monthly payroll for SA contracts and B2B vendors in coordination with finance
Manages tenders and vendor relationships for benefits programs (health, sport, learning, tax advisory, etc.)
Supports development and rollout of compensation and rewards policies
Analyzes internal and market-level salary data to improve pay transparency and competitiveness
Tracks and reports on benefits usage, budgets, and employee satisfaction (NPS)
Handles relocation support design and delivery
Manages referral bonuses and contributes to compensation review cycles
Prepares and presents reports for leadership: salary bands, benefits reports, policy drafts
Suggests improvements in process automation using tools like HiBob, ClickUp, Notion, and Excel

‍

IC-4

Compensation & Benefits Manager

Experience

5+ years of experience in HR, C&B, or finance operations. Proven track record of launching and managing compensation frameworks and benefits programs across multiple departments.

Area of Responsibility

5+ years of experience in HR, C&B, or finance operations. Proven track record of launching and managing compensation frameworks and benefits programs across multiple departments.

Skills

Designs and improves compensation programs, including fixed salary ranges, variable pay, and recognition
Leads tenders and vendor selection for benefits (insurance, wellness, education)
Benchmarks internal roles vs. market data; manages salary review process
Implements and communicates C&B policies across departments
Analyzes compensation effectiveness, usage, and satisfaction metrics (e.g. NPS, % utilization)
Coordinates with finance, legal, and HRIS on budgeting and reporting
Maintains up-to-date documentation and supports annual audits
Advises HRBPs and hiring managers on salary offers and comp adjustments
Suggests tooling improvements and automation opportunities

‍

IC-5

Senior C&B Manager

Experience

Deep understanding of compensation frameworks, benefits design, and market trends. Experience partnering with executive teams and influencing org-level C&B decisions.

Area of Responsibility

Drives the strategic development and continuous improvement of the company’s total rewards philosophy. Leads initiatives that impact employee motivation, cost-efficiency, and market competitiveness.

Skills

Defines and evolves the company’s compensation philosophy and C&B strategy
Designs scalable models for salary grading, bonuses, LTIPs, and benefits across multiple regions or teams
Partners with executive and finance leadership on budget planning and headcount cost forecasting
Leads semiannual/annual compensation reviews, including calibration across units
Builds frameworks for performance-based bonuses and long-term incentives
Manages external market research and internal equity reviews
Designs and presents executive-level reports and recommendations
Owns compensation-related tooling and works with HRIS to ensure consistency and automation
Provides thought leadership on pay transparency, equity, retention through rewards
Coaches HRBPs, recruiters, and managers in making comp-related decisions aligned with business goals

‍

M-6

People Ops & HRIS Lead

Experience

Extensive expertise in HR operations, with expertise in both process ownership and systems (HRIS). Proven track record of managing people, compensation data, and digital HR infrastructure.

Area of Responsibility

Leads the People Operations and HRIS teams. Owns all core HR processes (onboarding, offboarding, data, documentation, payroll interface, benefits) and ensures their scalability, accuracy, and alignment with business needs.

Skills

Oversees payroll accuracy, benefits administration, contract management
Leads HRIS architecture: implementation, automation, access control, data structure
Collaborates with Finance, Legal, IT on integrated workflows and compliance
Drives process automation and ensures high data hygiene across all systems
Implements and supports global HR policies across lifecycle touchpoints
Leads cross-functional HR operations team and coaches C&B and system leads
Supports internal audits, NPS measurement, reporting and workforce planning tools
Evaluates HR tools, integrations, and vendor performance
Designs and presents executive-level reports and recommendations
Owns compensation-related tooling and works with HRIS to ensure consistency and automation
Provides thought leadership on pay transparency, equity, retention through rewards
Coaches HRBPs, recruiters, and managers in making comp-related decisions aligned with business goals

‍

M-7

Head of Total Rewards

Experience

10+ years of experience across HR operations, C&B, systems, and people management. Strong strategic influence and executive collaboration across HR, Finance, Legal, and Product.

Area of Responsibility

Owns the vision, structure, and performance of the entire People Operations ecosystem — including compensation, benefits, HRIS, and compliance. Ensures scalability, operational excellence, and alignment with global business goals.

Skills

Defines the operating model for People Operations and Total Rewards
Builds scalable global processes across compensation, benefits, payroll, HR tech
Partners with C-level leadership on org design, budgeting, and people cost forecasting
Leads teams in C&B, HRIS, and operational support across regions
Ensures compliance with regulatory frameworks across multiple geographies
Oversees transformation initiatives, including HR tech stack evolution
Defines success metrics for the function and reports outcomes to leadership
Leads vendor strategy and governance for all operational HR services
Acts as a strategic advisor on workforce planning, retention, and cost optimization

‍