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Leads global talent acquisition strategy and team to build Jamf's workforce across all levels and functions.
Leads and coaches a remote admissions team, managing recruitment, training, and performance aligned with organizational mission and values.
Develops and implements talent strategy, performance management, and employee growth initiatives across the organization.
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.
Leads and develops a team of talent acquisition partners, translates business hiring priorities into recruiting strategies, and drives performance across assigned 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.
US Pay Range
$158,000â$197,000 USD
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.
Leads and develops a team of talent acquisition partners, translates business hiring priorities into recruiting strategies, and manages hiring performance across 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.
Leads a talent acquisition team, develops recruiting strategies aligned with business priorities, and coaches recruiters to deliver hiring outcomes across multiple 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.
US Pay Range
$158,000â$197,000 USD
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.
Leads people operations initiatives including talent acquisition, employee engagement, compensation, and HR strategy for the organization.
Director oversees benefits technology systems and platforms to support employee benefits administration and strategy delivery across the organization.
Manages full-cycle recruiting across multiple roles and departments, handling sourcing, screening, and placement activities.
Lead recruiter owns full-cycle recruiting for GTM and G&A roles, sources candidates, manages recruiting operations, and maintains hiring quality amid rapid company growth.
Itâs time to build. Whether itâs creating more housing, upgrading our infrastructure, or adapting to climate change, one thing is clear: the construction industry is at the center of solving our biggest problems. Weâre making buildings cheaper and easier to build by transforming the way commercial construction companies buy their materials. Join us.
Founded in 2018, Kojo is now one of the fastest-growing construction technology companies in the world. Construction accounts for $10 trillion in global spend annually and we canât live without its output - our roads, schools, hospitals, and offices. Despite this, thereâs been very little innovation over the past 70 years in how materials - which constitute up to 40% of project costs - are bought and sold. This is our opportunity.
About the Role
To meet our season of record-breaking customer growth and AI product innovation, weâre bringing on a Recruiting Lead to own the recruiting function end to end. Primarily in the GTM/G&A realms, entry-level to senior leadership searches will fall under this recruiterâs purview - plus the recruiting operations that keep the machine running behind the scenes.
In a talent landscape thatâs ever-evolving and increasingly competitive, a best in class recruiting function is more important than ever. Our hiring methodology isnât sheer volume, but sincere business partnership and quality of hire. Youâll work with hiring managers as an extension of their team and manage the operations and scalability to maintain best in class hiring amid global expansion. As a Series C company growing at this record-breaking pace, every hire you make has an outsized impact on what Kojo becomes next. Thereâs no more pivotal time to join and help us take Kojo further into the candidate market.
What youâll own:
Own full-cycle recruiting for Kojoâs GTM and G&A searches, from intake to offer, across levels from entry-level to senior leadership.
Actively source best-in-class candidates, both active and passive, and ensure a white glove candidate experience through consultative, timely communication and market intelligence to properly matchmake between open roles at Kojo.
Manage, iterate, and continue to run the operating rhythm behind recruiting: profile debriefs and ICP iterations, pipeline reviews, and the reporting cadence that keeps hiring managers and leadership aligned on where every search stands.
Manage Ashby as Kojoâs ATS and single source of truth for headcount budgeting, owning requisition workflows, scorecards, and the data hygiene that makes every pipeline report trustworthy.
Own compensation benchmarking for open reqs, partnering with our Director of People on real-time GTM and G&A market data instead of last yearâs numbers.
Continuously close candidates through every stage in the hiring process to ensure a best in class offer acceptance rate, and manage the offer for every close, partnering directly with Finance on budget and approval before it goes out.
Diagnose where the recruiting process itself is the bottleneck, time-to-fill, drop-off stage, interviewer load, and fix it before it becomes a leadership question.
Leverage AI-enabled workflows and internal tools (e.g., Claude, Granola, Notion, LinkedIn Recruiter) to understand market signals at scale by synthesizing feedback, hiring patterns, and requests to identify opportunities before they become obvious.
About You
Weâre looking for the recruiter who treats every search as the chance to bring exceptional talent and outsized impact to Kojo. Our ideal Lead Recruiter is a student of the market: constantly building a genuine knowledge base of the ever-changing talent landscape in AI and construction, and knowing where the best talent sits today and what it takes to get them excited about Kojo.
Early stage experience is strongly preferred in this environment. Priorities shift, searches evolve, and thereâs a sincere opportunity to scale far beyond the bounds of this job description. Weâre looking for someone who wants to build with the company and may be operating as an individual contributor today, but has the curiosity to scale into broader leadership roles as we continue to grow.
What weâre looking for:
Full-cycle ownership: Youâve run searches start to finish, from intake call to signed offer (and hopefully hiring high-slope talent where those candidates become long-term employees), without needing a coordinator to hold your hand through any stage.
GTM fluency: You know the difference between what makes a great SDR and what makes a great enterprise AE, and you screen for it accordingly (deep GTM specialization is ideal, not required for every search).
Early-stage instinct: âYouâve recruited inside a company early enough in its growth that you were also inventing and iterating upon the process, not just following one.
Ops discipline: You treat your ATS as a system of record and have demonstrated experience trusting that data and partnering with Operations and Finance stakeholders to allow your data to inform business decisions.
Independent operation: You have strong judgement to know whatâs urgent, whatâs important, and where your time and energy should go in order to best serve the business in real time. You have experience pattern matching not only with candidate themes, but consistently upleveling the internal recruiting function from the inside out.
AI-literate sourcing: Youâve used AI tools to speed up sourcing or screening, and you can point to a specific moment you overrode the toolâs judgment with your own.
Range across levels: Youâve closed both an entry-level hire and a senior leadership hire in the same quarter, and you didnât treat either one as the easy one.
What you care about:
ACCOUNTABILITY: You own the calibration call between a hiring manager who wants faster and a comp band that isnât moving, and you make the trade-off explicit instead of quietly splitting the difference.
IMPACT: Youâre running searches at three different levels at once, and you always know which one earns the next hour of your day.
GROWTH: You read the market data before you defend a comp number, not after a candidate pushes back on it.
Salary:Â Your salary will be dependent upon many factors, including your experience level, skillset, market dynamics and balancing internal equity relative to other Kojo employees. The compensation and benefits information that we provide is based on Kojoâs good-faith estimate as of the date of the job posting and may be modified in the future.
Benefits: This position is also eligible for a new hire equity grant and all US-based full time employees are eligible for our full suite of perks and benefits. For more information about our perks and benefits, check out https://www.usekojo.com/careers.
Location:Â Kojoâs team members work from home 100% of the time across North and South America. If applicable, weâll identify the travel and/or location-specific requirements of a position in the text above. Otherwise, team members can expect to work business hours congruent with their local time zone and remotely.
Inclusive Workplace:Â Kojo values diverse perspectives and is committed to building an inclusive workplace. We are proud to be an equal opportunity workplace and do not discriminate on the basis of sex, race, color, age, sexual orientation, gender identity, religion, national origin, citizenship, marital status, veteran status, or disability status. Pursuant to the San Francisco Fair Chance Ordinance, we consider for employment qualified applicants with arrest and conviction records. We strongly encourage people from underrepresented groups to apply.
Scam Notice: Please be aware that there are individuals and organizations that may attempt to scam job seekers by offering fraudulent employment opportunities in the name of Kojo. These scams may involve fake job postings, unsolicited emails, or messages claiming to be from our recruiters or hiring managers. Kojo will never ask for any personal account information, such credit card details or bank account numbers, during the recruitment process.
Designs and executes compensation, equity, and benefits strategies while partnering with finance, legal, and leadership to scale total rewards programs across the organization.
Hi! Iâm Rachel and I lead People Operations here at Ashby. I recently joined and Iâm excited that weâre expanding our team! The People Operations Team provides support to Ashby employees through the development and implementation of programs, policies, and services that contribute to a productive and inclusive working environment. We ensure that the work we do aligns with our Operating Principles and strengthens the environment weâre building at Ashby. Our approach is to do things differently â we prioritize what truly fits our team and enhances how we work together. By embracing creativity and customization, we aim to create a people-first culture that drives both individual and organizational success.
We review all applications, and there isnât a benefit to applying quickly. Take your time, look at the application questions and please submit before the application deadline! We arenât able to take calls outside of the interview process, so reaching out to the team wonât push your application forward.
Weâre looking for an experienced Total Rewards Leader to build and own Ashbyâs total rewards function through our next phase of growth.
This is both a strategic and hands-on role responsible for how we approach compensation, equity, and benefits globally. Youâll serve as the functional owner for Total Rewards responsible for setting the philosophy, building the infrastructure, and driving execution while bringing the judgment and leadership needed to help us scale the function over time.
Ashbyâs Total Rewards philosophy is thoughtful, principled, and intentionally not one-size-fits-all. Compensation approaches may vary by functional area in order to best fit each part of the organization. Total Rewards provides the structure, documentation, guidance, and governance needed to ensure those approaches remain equitable, competitive, and scalable. Across the company, our shared intent is to be competitive in the market and adapt quickly as markets evolve.
In this role, youâll partner closely with People Ops, Finance, Talent Acquisition, Legal, and functional leaders to design programs that support how Ashby attracts, retains, and rewards exceptional talent. Youâll help us build a more scalable approach to compensation and total rewards while preserving the flexibility that allows different parts of the business to operate effectively.
Weâre looking for someone who has built and scaled Total Rewards programs in high-growth VC backed SaaS companies and who is equally energized by philosophy, systems, and execution. You should be comfortable defining direction while also rolling up your sleeves to run analyses, refine tools and processes, support leaders through nuanced decisions, and build the operating foundation for the future.
This role will start as an individual contributor and is expected to evolve into people management as the function scales.
Building Ashbyâs compensation infrastructure
Youâll work closely with founders, executives, and functional leaders to build and evolve Ashbyâs compensation foundations globally. This includes compensation bands, leveling alignment, market positioning, review cadences, benchmarking methodology, guidance for offers, promotions, refreshers, and market adjustments, and clearer compensation structure where it is still needed.
Youâll help ensure our approach can support a mix of more mature compensation structures and areas where it is still evolving. Youâll bring structure to ambiguity and create frameworks that are principled, practical, and scalable. You will support leaders in assessing tradeoffs, documenting non-standardized components, and put the right level of governance in place.
Monitoring the market and helping Ashby adapt quickly
Youâll leverage market data, internal data, and external trends to inform compensation decisions across the business. Youâll help Ashby maintain its target market position and ensure we are responding thoughtfully and consistently when market conditions change.
This includes identifying where certain teams may be moving faster than others, spotting gaps in coverage, and building mechanisms to ensure we are catching market movement across the company, not just in the functions with the loudest signals.
Owning Total Rewards strategy end-to-end
Youâll own Ashbyâs Total Rewards strategy across compensation, equity, benefits, and perks. In partnership with founders and company leaders, youâll define the philosophy, principles, and long-term direction for how we reward employees globally.
Youâll continuously evaluate our programs, identify opportunities to improve them, and make recommendations that balance market competitiveness, internal equity, business needs, and long-term sustainability.
Leading benefits strategy and administration
Youâll lead the strategy, selection, evaluation, and ongoing management of Ashbyâs benefits programs globally. This includes broker and vendor management, renewals, plan design review, competitiveness assessment, and the systems and processes that support a strong employee experience.
Leading equity program infrastructure
Youâll help operationalize Ashbyâs equity programs in close partnership with Finance and company leadership. Youâll bring greater structure, consistency, and scalability to equity practices, support program administration, and help employees better understand how equity fits within our broader Total Rewards philosophy.
Building scalable systems and operations
Youâll continuously improve the systems, workflows, documentation, and operational processes that support Total Rewards. Youâll work with tools such as CandorIQ, Pave, and OpenComp to help Ashby get roles to market quickly, make pay decisions efficiently, and adjust programs as the business and market evolve.
Youâll look for opportunities to use automation, AI, and strong operational design to improve efficiency, increase accuracy, and create a better experience for employees, managers, and the People team.
Acting as a trusted cross-functional partner
Youâll serve as the subject matter expert for Total Rewards across the organization. Youâll partner with Finance on budgeting and workforce planning, Talent Acquisition on hiring strategy and offer guidance, and People Business Partners and functional leaders on promotions, organizational changes, and complex compensation decisions.
Youâll help leaders navigate rewards decisions with sound judgment, fairness, and clarity.
Preparing the function to scale
While this role begins as a hands-on functional owner, youâll build with future scale in mind. Youâll establish the documentation, operating rhythms, standards, and decision-making frameworks needed for the function to grow over time, and youâll help identify future organizational needs as Ashby continues to scale.
You bring several years of progressive Total Rewards experience, including meaningful ownership of compensation, benefits, and equity programs in high-growth organizations.
You have deep compensation expertise and have built compensation programs and infrastructure from the ground up.
You understand how to operate in an environment where some principles are centralized and other elements are tailored by function.
Youâre comfortable navigating ambiguity and using data, judgment, and business context to make recommendations.
Youâve built and scaled compensation frameworks and benefits programs for globally distributed organizations, ideally through periods of significant growth.
You know how to support leaders with different needs and viewpoints while maintaining trust, consistency, and strong decision quality.
Youâre highly effective in both strategy and execution and are comfortable being the primary owner of the work day to day.
Youâre an exceptional communicator who can explain complex Total Rewards topics clearly to a wide range of audiences.
You are detail-oriented, operationally strong, and always looking for ways to improve systems, processes, and program quality.
Youâve previously led or managed others, or youâre excited to help build and eventually scale a future Total Rewards team.
Experience building and scaling global compensation and benefits programs across multiple regions and employment models.
Experience leveraging automation, AI, and technology to improve the efficiency, accuracy, and scalability of Total Rewards operations.
Experience working with tools such as CandorIQ, Pave, and OpenComp.
An advanced degree in HR, business, finance, or organizational development.
An HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, or CEBS.
You want to bring your own total rewards play book and implement it at Ashby rather than reimagining how to evolve what has already been started.
You prefer operating within highly standardized Total Rewards programs rather than building and evolving them in a more flexible environment.
You are less interested in the hands-on work required to run a Total Rewards function.
Youâre uncomfortable making decisions in ambiguity or helping leaders navigate nuanced compensation questions without overly relying on rigid rules.
Your experience is concentrated in only one area of Total Rewards, with limited exposure to compensation, equity, and benefits more broadly.
Youâre not energized by partnering across functions, balancing competing perspectives, and shaping practical solutions.
Most of your experience has been in highly mature organizations with established programs, processes, and teams, and you havenât had to build infrastructure during periods of growth and change.
Our interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
Recruiter Screen with Talent Acquisition Team - 30 minutes
Hiring Manager Interview - 45 minutes
Take Home Assignment
Virtual Onsite - 2.5-3 hours
Final Round with CEO - 30 minutes
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process. We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, itâs the perfect time to join! đ
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
Director of HR leads people strategy, labor relations, compliance, and operations for a remote unionized nonprofit, managing HR systems, benefits, and a People Operations team.
Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality.
Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacityâdemocratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement.
As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, weâre reimagining whatâs possible when movement groups have the infrastructure they need to thrive.
The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMCâs human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organizationâs people strategy while ensuring smooth day-to-day HR administration.
The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace.
As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMCâs People Operations team, including the Operations Strategist and Learning & Development Lead, which strives to empower TMC staff to thrive by building and sustaining concise, transparent, and equitable practices, policies, and procedures across HR, systems, learning, and culture. This role is part of the Programs constellation at TMC.
The starting salary range for this position is $123,120 - $132,354 per year. TMC follows a 5-year compensation model with time-in-role-based raises.
This is a full-time exempt position.
TMC is dedicated to providing employees with world-class healthcare and wellness benefits, including: Fully covered employee-only health plans (plus many employee + spouse/dependent plans) and dental and vision coverage for employees and their dependents; Unlimited paid time off (PTO); Paid parental and adoption leave; Flexible holidays and all-staff holidays (including one-week summer closure, and two-week winter closure); Health Reimbursement Arrangement (HRA) up to $3,500 per year for out-of-pocket medical costs; 401(k) retirement plan with company matching (100% on the first 1% you contribute, plus 50% on the next 5%); Initial home office set-up stipend + monthly office stipend (or WeWork membership); $50,000 in life insurance, fully covered; Professional development stipend up to $3,500 per year for conferences, books, and other learning opportunities; Employee Assistance Program with confidential 24â7 support for emotional, financial, legal, family, and work-life issues; and more!!
Please submit your application materials as outlined here: https://docs.google.com/document/d/1dnHMr8ux4SP1nyz8hTD6XBQtyLWPejiKIP7EsxQenjk/preview
Applications must be submitted by 6:00 p.m. ET on Thursday, August 27, 2026.
Hereâs what you can expect from our interview process:
We are looking to fill this position by October 2026.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. TMC will not sponsor work visas or green cards.
The Movement Cooperative is committed to providing a workplace free from discrimination or harassment. TMC recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, sex, gender, gender identity or expression, sexual orientation, citizenship status, disability status, genetics, age, veteran status, pregnancy/maternity, marriage/civil partnership, or any other characteristic protected by federal, state, or local laws.
At The Movement Cooperative, we have a clear vision: to be an organization where a diverse mix of talented people are inspired to do their best work, incentivized to stay with us year-over-year, and can progress in their careers in meaningful and impactful ways. We pride ourselves on bringing the best to our members, and we know our organization runs on the hard work, well-being, and dedication of our passionate and creative employees.
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Director leads membership strategy, growth, retention, and member experience for a 11,000+ member professional organization while managing volunteer programs.
Employment Type: New, Full Time, Permanent
Salary: Â base + bonus, based on relevant experience
About CFA Society Toronto
CFA Society Toronto is the worldâs largest Societies of CFAÂŽ Charterholders, dedicated to supporting the professional and business development of over 11,000 members. Our diverse community consists of members from both institutional and retail arenas, active in various roles including portfolio management, trading, research analysis, financial advising, and consultancy. Through our programs and initiatives, we offer opportunities for continuous learning, networking, and leadership development, empowering our members to excel in a dynamic and competitive global market and ensuring they remain at the forefront of the industry.
Founded in 1936, CFA Society Toronto is a not-for-profit organization affiliated with CFA Institute, the global body that administers the Chartered Financial Analyst (CFA) curriculum and sets voluntary, ethics-based performance-reporting standards for the investment industry.
Chartered Financial AnalystÂŽ and CFAÂŽ are registered trademarks owned by CFA Institute.
What we offer:
About the Opportunity:
The Director, Membership is a senior leadership role accountable for developing and executing CFA Society Torontoâs membership strategy, with direct responsibility for strengthening membership growth, improving retention, and elevating the member experience. This is an opportunity to shape the next stage of member value and engagement for the largest CFA Society in the world with over 11,000 members. As volunteers are an essential part of the Society and its member community, responsibility for the volunteer program falls within the scope of this position. The role is well suited to a leader who wants to combine strategy, relationship-building, execution, and sound business judgment to strengthen the professional community serving Torontoâs investment and finance industry.
The role provides dedicated ownership of the Societyâs approach to several membership functions, including acquisition, onboarding, retention, and experience.
Working closely with the CEO and Leadership Team, the Director will translate the Societyâs strategic plan into practical membership priorities, measurable initiatives, and disciplined execution.
This role is expected to be highly visible with members and key stakeholders, representing CFA Society Toronto at events, meetings, and outreach activities. The Director will serve as an internal advocate for the member perspective and will help ensure that education and professional learning, volunteer opportunities, communications, and member services align to a coherent, high-value member journey.
Key Accountabilities and Responsibilities:
Membership Strategy, Planning and Leadership (35%)
Membership Growth, Retention, and Lifecycle Engagement (35%)
Cross-Functional Membership Initiatives (15%)
Leadership, Stakeholder Engagement and Other (15%)
Qualification Requirements:
Core Competencies:
CFA Society Toronto is committed to meeting the accessibility needs of all applicants throughout the recruiting and selection process.⯠Please let us know about any accommodation and/or support requirements. We thank all applicants, however, only those selected for an interview will be contacted.
Please note we are only accepting applications from those authorized to work in Canada and we are not currently sponsoring any temporary or permanent work visas.
CFA Society Toronto is working in partnership with HR Ă la carte for our recruitment efforts.
Use of AI in Hiring: We may use AI-assisted tools to enhance the efficiency of the recruitment process. However, all applications are reviewed by human recruiters, and all hiring decisions are made by human decision-makers.
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