Jobhire

Role Description As JobHire.AI continues to scale, personalized human engagement is becoming a key layer of our customer experience. We’re expanding our Customer Support function to ensure users get maximum value early on, especially during the critical first weeks of their job search. This role focuses on proactive outreach, guidance, and trust-building - helping users fully activate, stay engaged, and confidently progress toward their goals, while driving retention and revenue. - Proactively engage users via chat and calls during onboarding and early usage; - Reach out to users showing low activity or early churn signals and help them get back on track; - Act as a human recovery layer: understand user frustration, diagnose issues, and rebuild trust through real conversation; - Help users understand what can be improved to get better results, using clear and empathetic communication; - Recommend profile, CV, or job search improvements, including relevant paid add-ons (e.g. resume review) when they add real value; - Share user feedback and recurring patterns with Product to improve the overall customer experience. Key success metrics for the candidate: - Activation rate: % of users who fully complete their profile within the first week. Target: 95%+ - Early-stage retention rate: % of at-risk users during the first week who remain active after Customer Success interaction. Target: 20% - Additional product conversion: % of users who purchase resume review or other paid add-ons after interaction. Target: 20% Qualifications - 2+ years of experience in customer success, sales, account management, or support-driven sales with US-based customers; - Fluent/Native English and Russian; - Ability to work 40 hours per week in the USA time zone; - Comfortable working proactively, not waiting for tickets; - Strong persuasion, negotiation, and objection-handling skills; - Data-driven mindset: you care about conversion, retention, and unit economics; - Comfortable working with daily targets, funnels, and KPIs; - High-speed internet connection (VPN-free). Benefits - Remote work - work/life balance. - Competitive package ($12000-18000). - Paid 38 days Off (vacation + local holidays) and sick leave.

Role Description Performance Management Expert (AI & Modern Frameworks) - Role Type: Project (6 to 10 weeks, around 20 to 30 hours per week) - Location: Remote - Start: ASAP JH helps people find jobs and be happier in their careers. Our goal is to double ARR per employee within 12 months without growing headcount linearly. In our People & AI strategy, performance management is one of the five key blocks for the next two quarters. Today we have ABC analysis on every person and we measure TDI (talent density index). It works, but it's manual and runs on a quarterly cycle. We want someone to turn this into continuous performance management: a monthly auto-graded system on three axes (results, skills and AI leverage, teamwork), with a dashboard for every person, a clear track from B to A, and clear boundaries for C players. The goal is not to build a classic HR process. The goal is a system that works in a tiny team mindset: minimum rituals, maximum automation, AI as an operating layer. Key Responsibilities - Design the continuous performance management system, not to ship the code. - Main deliverable: v1 of the continuous performance management system, live across the full team of 38, with a monthly grade refresh and individual dashboards. - Methodology: Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. - Signal sources: Map out where the system pulls data for each axis. - Monthly cycle: Design the monthly loop, including what runs automatically and what needs a manager's confirmation. - Dashboards: Create dashboards for individuals, managers, and C-level executives. - Tracks for B and C players: Templates for individual plans with measurable criteria and ETAs. - Launch: Run a pilot on two competencies, collect feedback, refine, and roll out to the full team. What we don't want - Classic quarterly performance reviews with long forms and self-assessment essays. - Multi-step approval chains. - Trainings, retention bonuses, formal 8-level career ladders. - Buying and rolling out an off-the-shelf HR tech platform. - Any process that won't survive in a team of 25 a year from now. Qualifications - Built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage. - Understand the difference between performance management in a traditional company and in a tiny team. - Comfortable in data: Excel, SQL, Notion API at a level to build prototypes. - Experience building grading systems, talent review, 9 box or similar is a plus. - Experience turning a manual Excel process into a working automated one is a big plus. - Working English; Russian is nice to have but not required. How we work - Clear expectations: measurable outcome and a deadline. - Minimum rituals: no status meetings. - Direct access to the CEO and HRD throughout the project. - Skills first, low ego, high trust. Process - A short note: 1 or 2 cases closest to our situation. - A call with the HRD (60 minutes) to align on context and expectations. - A test task: looking at how you think, not for a final answer (unpaid). - A final call with the CEO+HRD (45 minutes) to go through the test, project plan, and terms. Terms - Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). - Format: work trial. The first 2 weeks are a paid pilot on one competency. - Contract: B2B or equivalent depending on your jurisdiction.

Role Description Performance Management Expert (AI & Modern Frameworks) - Role Type: Project (6 to 10 weeks, around 20 to 30 hours per week) - Location: Remote - Start: ASAP JH helps people find jobs and be happier in their careers. Our goal is to double ARR per employee within 12 months without growing headcount linearly. In our People & AI strategy, performance management is one of the five key blocks for the next two quarters. Today we have ABC analysis on every person and we measure TDI (talent density index). It works, but it's manual and runs on a quarterly cycle. We want someone to turn this into continuous performance management: a monthly auto-graded system on three axes (results, skills and AI leverage, teamwork), with a dashboard for every person, a clear track from B to A, and clear boundaries for C players. The goal is not to build a classic HR process. The goal is a system that works in a tiny team mindset: minimum rituals, maximum automation, AI as an operating layer. Key Responsibilities - Main deliverable: v1 of the continuous performance management system, live across the full team of 38, with a monthly grade refresh and individual dashboards. - Methodology: Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. Build on our current ABC framework, don't start from scratch. - Signal sources: Map out where the system pulls data for each axis. What gets collected automatically (Notion, Slack, GitHub, analytics, OKR tracking), what comes from managers, what comes from peer reviews. Keep manual input to a minimum. - Monthly cycle: Design the monthly loop: what runs automatically, what needs a manager's confirmation, and how each person sees their grade and track. - Dashboards: For the individual (my grade, my track, what to work on). For the manager (my team, who we're growing, who we're parting with). For C-level (TDI, A-player density by competency, risks). - Tracks for B and C players: Templates for individual plans. B to A with measurable criteria and an ETA. C to A with performance based and time based boundaries. No fuzzy language. - Launch: Run a pilot on two competencies (for example, Engineering and Product), collect feedback, refine, and roll out to the full team. What we don't want - Classic quarterly performance reviews with long forms and self-assessment essays. - Multi-step approval chains. - Trainings, retention bonuses, formal 8 level career ladders. - Buying and rolling out an off the shelf HR tech platform. For a 40 person team that's overkill. - Any process that won't survive in a team of 25 a year from now. Who we're looking for - Human fit matters more than a polished resume. At a minimum: - You've built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage. - You understand the difference between performance management in a traditional company and in a tiny team. If your resume is all Fortune 500, this is probably not the right fit. - You're comfortable in data. Excel, SQL, Notion API at a level where you can build prototypes yourself instead of waiting on an analyst. - Experience building grading systems, talent review, 9 box or similar is a plus. Experience turning a manual Excel process into a working automated one is a big plus. - Working English. Russian is nice to have but not required. How we work - Clear expectations. You get a measurable outcome and a deadline, same as everyone else on the team. - Minimum rituals. No status meetings. - Direct access to the CEO and HRD throughout the project. - Skills first, low ego, high trust. Process - A short note: 1 or 2 cases closest to our situation. What you built, the outcome, what you'd do differently. - A call with the HRD (60 minutes) to align on context and expectations. - A test task. We're looking at how you think, not for a final answer. unpaid. - A final call with the CEO+HRD (45 minutes) to go through the test, project plan, and terms. Terms - Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). Exact number gets discussed on the call. The benchmark is a senior People Ops consultant market rate. - Format: work trial. The first 2 weeks are a paid pilot on one competency. If we click, we move to the full scope. - Contract: B2B or equivalent depending on your jurisdiction.

Role Description Analyze requirements and participate in clarifying tasks before development starts. - Identify ambiguities, risks, and formulate questions about the product. - Perform manual testing (frontend / backend) of new features and changes. - Write and maintain automated tests (TypeScript + Playwright). - Verify edge cases, negative and regression scenarios. - Work with logs (Kibana) to search for and analyze errors. - Validate data in databases (SQL / NoSQL). - Update test cases when functionality changes. - Expand the regression test suite. - Create and maintain test documentation. - Participate in improving testing processes. Qualifications - 3+ years of experience in software testing (manual). - Ability to independently analyze requirements. - Understanding of test design techniques. - Experience with regression testing. - Solid SQL skills (SELECT, JOIN). - Experience working with NoSQL (searching and updating data). - Ability to read backend logs (Kibana or similar). - Understanding of HTTP status codes and client-server interaction. - English and Russian. Requirements - Skills in writing automated tests: TypeScript + Playwright. - Experience with Postman / Swagger. - Using AI tools for test case generation. - Experience integrating automated tests into CI/CD. - Understanding of Page Object Model and test data approaches. Benefits - Remote work - work/life balance. - Competitive package ($18000-30000 based on experience and location). - Paid 38 days Off (vacation + local holidays) and sick leave.

Role Description At JobHire AI, we are revolutionizing the recruitment landscape with AI-driven solutions. We are looking for a seasoned Freelance Performance Management Expert to design and launch a comprehensive, next-generation performance evaluation system. Your goal is to launch and build a scalable performance management framework that aligns individual growth with company goals, utilizes cutting-edge AI methodologies, and drives team efficiency. Key Responsibilities - System Design: Develop a bespoke performance management framework tailored for a fast-paced AI startup (including performance reviews, 360-degree feedback, and competency mapping). - AI Analytics Integration: Implement AI-driven tools to analyze sentiment in feedback and identify patterns of high performance or potential burnout. - Continuous Feedback Loop: Move away from annual reviews to a "Continuous Performance Management" model with real-time feedback and regular check-ins. - Data-Driven Competency Mapping: Use AI to map current team skills against industry benchmarks and predict future talent needs. - Predictive Performance: Establish leading indicators of performance using data from Slack, Jira, or CRM rather than just lagging indicators. - Integration: Ensure the new system seamlessly integrates with our existing OKR framework. - Enablement: Conduct workshops and create guides for leads on how to give/receive feedback and conduct meaningful 1-on-1s. Qualifications - Proven experience building systems in tech startups or scale-ups. - Deep understanding of Continuous Feedback, 360 Reviews, and Nudge Theory. - Experience with AI-enhanced HR-Tech. - Fluent in English and Russian. Requirements - Phase 1: Tool selection and template creation (AI-integration focus). - Phase 2: Pilot launch and training for Team Leads. - Phase 3: Full rollout and handover. How to Apply Please send a brief summary of performance systems you have built from scratch, and how it affected business results/growth.

Role Description At JobHire AI, we are revolutionizing the recruitment landscape with AI-driven solutions. We are looking for a seasoned Freelance Performance Management Expert to design and launch a comprehensive, next-generation performance evaluation system. Your goal is to launch and build a scalable performance management framework that aligns individual growth with company goals, utilizes cutting-edge AI methodologies, and drives team efficiency. Key Responsibilities - System Design: Develop a bespoke performance management framework tailored for a fast-paced AI startup (including performance reviews, 360-degree feedback, and competency mapping). - AI Analytics Integration: Implement AI-driven tools to analyze sentiment in feedback and identify patterns of high performance or potential burnout. - Continuous Feedback Loop: Move away from annual reviews to a "Continuous Performance Management" model with real-time feedback and regular check-ins. - Data-Driven Competency Mapping: Use AI to map current team skills against industry benchmarks and predict future talent needs. - Predictive Performance: Establish leading indicators of performance using data from Slack, Jira, or CRM rather than just lagging indicators. - Integration: Ensure the new system seamlessly integrates with our existing OKR framework. - Enablement: Conduct workshops and create guides for leads on how to give/receive feedback and conduct meaningful 1-on-1s. Qualifications - Proven experience building systems in tech startups or scale-ups. - Deep understanding of Continuous Feedback, 360 Reviews, and Nudge Theory. - Experience with AI-enhanced HR-Tech. - Fluent in English and Russian. Requirements - Phase 1: Tool selection and template creation (AI-integration focus). - Phase 2: Pilot launch and training for Team Leads. - Phase 3: Full rollout and handover. How to Apply Please send a brief summary of performance systems you have built from scratch, and how it affected business results/growth.

Role Description We are seeking a highly analytical and hands-on Senior Tech AI/ML Product Manager with deep expertise in Machine Learning and Artificial Intelligence and Product Management. You will define and build a best-in-class job discovery and matching engine that connects users with the most relevant roles for them, at scale. You will own the strategy, discovery, and delivery of AI-powered features, focusing on matching, ranking, and personalization systems. The ideal candidate is an entrepreneurial thinker with an engineering mindset, capable of building rapid prototypes, making decisive calls with imperfect data, and relentlessly driving measurable outcomes. Key Responsibilities - Strategy & Ownership: Define the vision, strategy, and roadmap for AI/ML product features (JobHunt Engine). Take full ownership of the product lifecycle from hypothesis to scaled impact, focusing on business results, not just model performance. - ML Product Leadership: Translate business problems into ML hypotheses and solutions. Work side-by-side with ML engineers and data scientists to define data requirements, evaluation frameworks (evals, RAG, agents), model monitoring, and delivery processes. - Hypothesis Validation & Experimentation: Design and execute rapid, pragmatic validation cycles. Formulate clear hypotheses (Problem → Mechanism → Impact → Metric), choose the right validation method (A/B test, shadow model, phased rollout), and make data-driven go/no-go decisions under uncertainty. Be scrappy and effective with limited data or infrastructure. - Structured Problem Solving: Apply critical thinking to decompose complex, ambiguous problems. Cut through noise, prioritize what truly matters, and build simple, effective solutions first. - Cross-Functional Execution: Collaborate closely with Engineering, Data Science, and business teams. Communicate complex ML concepts clearly and align stakeholders on goals, trade-offs, and progress. Expected Outcomes - First 3 Months: - Establish baseline measurement of job supply coverage across the U.S. market, including companies listed in the NASDAQ-100. - Increase the percentage of users who successfully find a job through the platform by 50%, driven by improvements in matching logic and job relevance. - First 6 Months: - Expand job vacancy coverage in the U.S. market, achieving up to 80% coverage of NASDAQ-100 companies and increasing overall coverage by 30%. - Ship a major upgrade to the resume enhancement feature. - Increase the percentage of users who successfully found a job through our platform by 3×. - 12 Months: - Further expand U.S. job vacancy coverage, achieving a 50% increase in coverage of NASDAQ-100 companies compared to the 6-month baseline. - Double the matching success rate, measured as the percentage of matched vacancies approved as relevant by users. - Improve the application-to-offer conversion rate by 50%, directly impacting the core business outcome — successful employment. Qualifications - Strong understanding of ML/LLM fundamentals (NLP, recommendation systems, etc.). - Hands-on experience building and scaling AI-powered features (matching, ranking, personalization). - Practical knowledge of modern AI/ML concepts: evaluation frameworks, RAG, agents, model monitoring. - Ability to define data pipelines, metrics, and work processes with ML engineering teams. - Nice to have: hands-on experience in a Data Science, Data Analyst, or ML Engineer role. - 5+ years of experience in a Product Manager role, preferably in a data-intensive or ML-driven domain (HRTech experience is a strong plus). - Proven ability to formulate and rigorously test product/ML hypotheses using statistical methods (A/B testing, significance, confidence intervals). - Ability to reason about probability, causality, and data limitations to make informed decisions. Requirements - Entrepreneurial & Hands-on: "Let's build it" attitude. Able to create quick prototypes and test ideas without over-engineering. Comfortable with "building with sticks and glue" to learn fast. - Outcome-Oriented: Owns the business result, not just the AI model. Pragmatic and willing to simplify or kill features that don't drive impact. - Thrives in Ambiguity: Can navigate uncertainty, contradictory model results, and noisy data. Structured thinker who can bring clarity to complex situations. - Fluent English and Russian. Excellent ability to communicate with technical (Engineers, Data Scientists) and non-technical stakeholders. Benefits - Remote work - work/life balance. - Competitive package ($100-150k + Equity). - 38 days Off (vacation + local holidays) and sick leave.

Role Description We are looking for a Freelance UX/UI Designer with an amazing B2C web portfolio and track record for 2 upcoming weeks (April 27th - May 10th) while our internal Designer is on vacation. Fee: $30-45/hour (depends on experience). - Platform: Jobhire.ai - Type: Freelance, full-time (40h/week) - Duration: 2 weeks (April 27th - May 10th) - Remote What You Deliver (SMART, 2 weeks): - Lightweight design system (colors, typography, buttons, forms, cards) – dev-ready. - Redesign 2 flows (job queue preview + offer celebration) – clarity, speed, retention. - 1-page UX audit – friction points & trust gaps in B2C funnel. How to Apply: - Portfolio (B2C web only) - 1 short answer: 2–3 companies with great B2C web design? Why? Qualifications - 5+ years product design, B2C web focus - Built a design system - Writes UX copy (not just lorem ipsum) - Knows basic metrics (activation, retention, FTUE) - Figma expert (auto layout, variants, Dev Mode) - AI pro

Role Description We’re restarting Marketing to make it measurable and manageable: predictive unit economics, and a fast growth process where hypotheses, tests, and decisions are streamlined (from market, product, channel, monetization fit to creative, buying, funnels, etc). We’re looking for a ROI-oriented Fractional CMO/Growth Marketing (strategic + hands-on) who can understand our data/stack quickly and deliver clear results in the first 30–60 days. What You’ll Do - Implement predictive channel-level unit economics as the basis for daily budget decisions. - Establish end-to-end funnel metrics from creative to activation (product, market, segmentation, monetization). - Keep weekly transparency: dashboard, test status, next steps. - Run a tight loop: hypothesis → test → insight → decision. - Standardize experiments (metric, budget, kill criteria, deadline, go/no-go). - Attribution stack, identify where attribution breaks, and create a plan to fix it (with a timeline to reach 85%+ coverage). - Manage spend across Google/Meta and other channels through the predictive ROI model. - Audit and restructure the team: ownership areas, KPIs, output-per-person. Expected Outcomes - Day 30: Attribution double scale-up. - Day 60: LTV/CAC and post-marketing profit boost. - 2+ top-performing creatives/week (definition agreed in advance); test budget share double reduce. - Sustainable cadence: 1+ test/week, with decisions and kill criteria. - Automation plan (creative process + campaign management) to hit targets with a smaller team. Who We’re Looking For - B2C subscription scaling track record with personal accountability (MRR scale-up). - Strategic + hands-on: comfortable in ad platforms and data, fast iteration, strong ROI discipline. - Technical depth: events/pixels, data pipelines, attribution stacks, integrations. - Experimentation-first: high testing velocity, strong learning loop, competitor awareness. - Cross-functional mindset across marketing × product × engineering. Beyond the Profile (What We Need to Rebuild) - High-velocity iterations across the Segment ↔ Channel ↔ Offer ↔ Monetization loop from the marketing side. - Rebuild the creative process to be strategic (not reactive). - Restructure media buying around new funnels; handle attribution + platform re-learning correctly. - Connect marketing and product experiments end-to-end. - Launch modern, conversion-focused lead magnets in 2026. Benefits - JobHire is a mission-driven, fast-growing, and profitable global company. - Amazing opportunity to scale-up business growth, improving people’s careers and lives. - Brilliant team of the strongest A players from McKinsey, Nexters, Gett, Glovo. - Great opportunities for growth.

Role Description We’re restarting Marketing to make it measurable and manageable: predictive unit economics, and a fast growth process where hypotheses, tests, and decisions are streamlined (from market, product, channel, monetization fit to creative, buying, funnels, etc). We’re looking for a ROI-oriented Fractional CMO/Growth Marketing (strategic + hands-on) who can understand our data/stack quickly and deliver clear results in the first 30–60 days. What You’ll Do - Implement predictive channel-level unit economics as the basis for daily budget decisions. - Establish end-to-end funnel metrics from creative to activation (product, market, segmentation, monetization). - Keep weekly transparency: dashboard, test status, next steps. - Run a tight loop: hypothesis → test → insight → decision. - Standardize experiments (metric, budget, kill criteria, deadline, go/no-go). - Attribution stack, identify where attribution breaks, and create a plan to fix it (with a timeline to reach 85%+ coverage). - Manage spend across Google/Meta and other channels through the predictive ROI model. - Audit and restructure the team: ownership areas, KPIs, output-per-person. Expected Outcomes - Day 30: Attribution double scale-up. - Day 60: LTV/CAC and post-marketing profit boost. - 2+ top-performing creatives/week (definition agreed in advance); test budget share double reduce. - Sustainable cadence: 1+ test/week, with decisions and kill criteria. - Automation plan (creative process + campaign management) to hit targets with a smaller team. Who We’re Looking For - B2C subscription scaling track record with personal accountability (MRR scale-up). - Strategic + hands-on: comfortable in ad platforms and data, fast iteration, strong ROI discipline. - Technical depth: events/pixels, data pipelines, attribution stacks, integrations. - Experimentation-first: high testing velocity, strong learning loop, competitor awareness. - Cross-functional mindset across marketing × product × engineering. Beyond the Profile (What We Need to Rebuild) - We want high-velocity iterations across the Segment ↔ Channel ↔ Offer ↔ Monetization loop from the marketing side. - Rebuild the creative process to be strategic (not reactive). - Restructure media buying around new funnels; handle attribution + platform re-learning correctly. - Connect marketing and product experiments end-to-end. - Launch modern, conversion-focused lead magnets in 2026. Benefits - JobHire is a mission-driven, fast-growing, and profitable global company. - Amazing opportunity to scale-up business growth, improving people’s careers and lives. - Brilliant team of the strongest A players from McKinsey, Nexters, Gett, Glovo. - Great opportunities for growth.