• Own end to end recruiting across roles from kickoff through offer, negotiation, and close • Partner closely with hiring managers to align on role scope, candidate quality, and hiring decisions • Proactively source and build high quality pipelines, not just manage inbound • Drive hiring processes forward with urgency by ensuring interviews, feedback, and decisions happen quickly • Own candidate relationships end to end and be onsite as needed to support final interviews and deliver a high-quality candidate experience • Use data and judgment to improve funnel conversion, speed, and quality of hire • Own onboarding and offboarding processes, ensuring a smooth and consistent employee experience from day one through transition • Serve as the go-to for day-to-day HR needs, answering questions and resolving issues quickly • Manage HR systems, documentation, and compliance, including coordination with external partners such as our PEO • Run key processes such as time and attendance reporting, performance reviews, and open enrollment with strong organization and follow through • Support employee culture and engagement through coordination of team events, internal communications, and day-to-day employee experience initiatives • Design and implement adhoc HR programs to support scalability and ensure an outstanding employee experience

Title: Talent Acquisition Technology Lead Location: US-NY-Midtown-101 Park Ave-3100 Job Description: Join a team that values your ambition and empowers your growth At Corient, we help high- and ultra-high-net-worth individuals and families to enjoy a full life, while enabling them to preserve their wealth for future generations, and provide for the people, causes and communities they care about. We focus on exceeding expectations, simplifying lives, and establishing legacies that last for generations. We are always looking for talented and motivated individuals to join our team. If you want to work for a company that values your contributions and supports your growth, we would like to meet you. Key Responsibilities - Support HR Technology related initiatives from an Employee Life Cycle perspective, including Talent Acquisition, Onboarding, Talent Management, and Offboarding. - Provide Workday subject matter expertise for day-to-day on the talent acquisition and talent technology stack, partnering with program leads in Talent Acquisition and Talent Management on solutioning process and technology gaps, and building a roadmap for that area. - Builds relationships with HR functional leads to understand pain points, prioritize requirements, identifying opportunities for process improvements, efficiencies and product features/ functionalities to adopt. - Act as the lead subject matter expert for Workday’s Talent Acquisition and Onboarding modules ensuring effective configuration and support of these modules. - Design and implement processes and procedures to maintain a healthy system environment aligned with necessary control frameworks, supporting audit requirements. - Works through the HT talent stack backlog, focused on solutioning and execution applying judgment and advice on the best way to get the expected outcomes and setting expectations through prioritization. - Work closely with IT on testing support and troubleshooting integrated with the talent stack. - Partners with the Payroll, Benefits and IT teams to ensure end to end processes across talent acquisition, onboarding and offboarding are seamless. - Leads the semi-annual Workday releases for Workday modules, including analyzing impacts of new functionality and conducting cross-functional analysis. - Stay informed about upcoming Workday releases and their potential impact on current and future functionality. - Provide HCM user support through documentation, developing and facilitating training, and creating supporting materials and reports as required. - This position is a hybrid in office 4 days per week. Qualifications - Bachelor’s degree (or equivalent post-secondary education) in Human Resources or a related field. - 5-7 years of experience with Workday, with a broad understanding of cross-functional touchpoints and their impacts within the Workday platform. - Workday Pro certification in one or multiple HCM modules, preferably in talent acquisition. - Experience in designing, prototyping, testing, and implementing practical business solutions. - Solid understanding of Human Resources processes and procedures across all aspects of human resources management systems. - Knowledge of business operations and continuous process improvement initiatives. - Demonstrate ability to partner with stakeholders to drive outcomes. Knowledge and Skills - Excellent communication, interpersonal and client-servicing skills - Excellent writing and documentation skills - Exceptional attention to details, analytical, critical thinking skills and organization - Proven consultative skills to guide internal team discussions to agreement of solutions in a timely manner - Ability to prioritize workload and execute tasks independently, providing timely follow-up and resolution - Strong multi-tasking skills: ability to meet short-term needs while at the same time building a plan and systems for future needs Physical Requirements - This position requires the physical capabilities to work in an office environment, which may include prolonged periods of sitting at a desk and working on a computer. Corient seeks to make reasonable accommodations that enable individuals with disabilities to perform essential duties when possible. - This position may require the ability to lift up to 15 pounds. U.S. Eligibility Requirements - Must be 18 years of age or older. - Must be willing to submit to a background investigation; any offer of employment is conditioned upon the successful completion of a background investigation. - Must have unrestricted work authorization to work in the United States. For U.S. employment opportunities, Corient hires U.S. citizens or permanent residents. Exceptions to these requirements will be determined based on shortage of qualified candidates with a particular skill. Corient will require proof of work authorization. - Corient participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. - Must be willing to execute Corient’s Employee Agreement or Confidentiality and Non-Disclosure Agreement, which require, among other things, post-employment obligations relating to non-solicitation, confidentiality, and non-disclosure. What You Can Expect from Us Our dedication to the Employee Experience at Corient is aimed at supporting, empowering, and inspiring our talented team through: - 401(k) Plan with Employer Matching - Four Medical Plan options that is generously subsidized by Corient - Employer paid Dental, Vision & Life and AD&D Insurance - Employer paid Short-term & Long-term Disability - Paid Maternity & Parental Leave - Flexible Spending Accounts & Health Savings Accounts - Dependent Care FSA - Commuter & Transit FSA - Corporate Discount Program - Perkspot - Training Reimbursement - Paid Professional Designations - Giving back to the community - Volunteer days Corient is an integrated national U.S. wealth management firm providing comprehensive solutions to ultra-high-net-worth and high-net-worth clients. We combine the personal service, creativity and objective advice of a boutique with the power of an exclusive network of experienced advisors, capabilities and solutions to create a profoundly different wealth experience. As fiduciaries, we put our clients at the center of everything we do. We focus on exceeding expectations, simplifying lives and establishing lasting legacies. Full participation of all employees in a safe, healthy and respectful environment is key to individual and company success. We are committed to fully utilizing the abilities of all our employees and expect each of our employees to honor this commitment in their daily responsibilities. We are an equal opportunity employer. All candidates will be recruited and, if applicable, selected and employed without regard to sex, race, religion, marital status, veteran status, age, national origin, sexual orientation, gender identity, color, creed, ancestry, disability, genetic information or any other basis prohibited by law. Physical Requirements - This position requires the physical capabilities to work in an office environment, which may include prolonged periods of sitting at a desk and working on a computer. Corient seeks to make reasonable accommodations that enable individuals with disabilities to perform essential duties when possible. - This position may require the ability to lift up to 15 pounds. - This position is required to work onsite 4 days per week. U.S. Eligibility Requirements - Must be 18 years of age or older. - Must have unrestricted work authorization to work in the United States. For U.S. employment opportunities, Corient hires U.S. citizens or permanent residents. Exceptions to these requirements will be determined based on shortage of qualified candidates with a particular skill. Corient will require proof of work authorization. - Corient participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. - Must be willing to execute Corient’s Employee Agreement or Confidentiality and Non-Disclosure Agreement, which require, among other things, post-employment obligations relating to non-solicitation, confidentiality, and non-disclosure. What You Can Expect from Us Our dedication to the Employee Experience at Corient is aimed at supporting, empowering, and inspiring our talented team through: - 401(k) Plan with Employer Matching - Four Medical Plan options that is generously subsidized by Corient - Employer paid Dental, Vision & Life and AD&D Insurance - Employer paid Short-term & Long-term Disability - Paid Maternity & Parental Leave - Flexible Spending Accounts & Health Savings Accounts - Dependent Care FSA - Commuter & Transit FSA - Corporate Discount Program - Perkspot - Training Reimbursement - Paid Professional Designations - Giving back to the community - Volunteer days Corient is one of the fastest-growing wealth management platforms in the United States. We have over 40 offices located across the country that serve more than 15,000 clients and manage over $220 billion in client assets. We combine a boutique’s personal service, creativity and objective advice with the extensive resources and vast intellectual capital of an innovative industry leader to create a profoundly different wealth management experience for our clients. Full participation of all employees in a safe, healthy and respectful environment is key to individual and company success. We are committed to fully utilizing the abilities of all our employees and expect each of our employees to honor this commitment in their daily responsibilities. We are an equal opportunity employer. All candidates will be recruited and, if applicable, selected and employed without regard to sex, race, religion, marital status, veteran status, age, national origin, sexual orientation, gender identity, color, creed, ancestry, disability, genetic information or any other basis prohibited by law. This position description is intended to provide a general overview of the expectations and responsibilities of this position and may not include all tasks that may be assigned. As the nature of business demands change, so may the functions of this position. Additional duties and responsibilities may be assigned with or without notice. Corient refers to the separate but affiliated entities under common control of Corient Holdings Inc. Client assets include all assets of Corient Holdings Inc., including majority- and minority-owned businesses.

Role Description You're the person who owns every query that ends in a Viktor signup — paid, earned, and AI-engine. You run Google Ads at the keyboard, not from a deck. You write your own SQL, you have a real point of view on AEO, and you ship. Viktor is an AI-native product growing fast. Search is the discipline we're standing up — paid, organic, and AI-engine citation, all under one founding leader. - 48% of US B2B buyers now use AI to find and shortlist vendors. - AI-referred traffic converts at 2.4x traditional organic. - Owning citation share-of-voice across ChatGPT, Claude, Perplexity, and Google AI Overviews is foundational to how the next generation of buyers discovers tools. You'll be the founding leader of Search end-to-end. No team to inherit. No playbook to open. Day-1 operator. Day-180 architect. Day-540 leader of a small AI-native team designed to do the work of a traditional eight to ten. You report to the CMO. What You'll Actually Do - Run Google and Bing at the keyboard. - Audit, baseline, and restructure by intent class — brand, category, competitor, prospecting. - Bidding architecture: target CPA, Max Conversions, value-based where it earns it. - Weekly SQR cycle. - Offline conversion uploads tied to closed-won, not lead volume. - Build the technical SEO baseline: Crawl audit, indexability, page speed, schema deployment (Organization, Product, FAQPage, Article), canonicalization, internal linking architecture. - Stand up AEO: Citation share-of-voice tracked weekly across ChatGPT, Claude, Perplexity, and Google AI Overviews. - Run tactical citation-PR: Slow-cadence outreach to publications, communities, and authoritative sources. - Map content gaps and define citation-targeted clusters. - Own reporting and measurement: Weekly Search read-out to the CMO, Monthly leadership read-out. - Build the department playbook: JDs, SOPs, measurement frame, hiring rubric for the next Search hires. - Work shoulder-to-shoulder with the co-founders and the CMO. The Bar This role is two jobs (paid + earned) plus a third (AI-engine) that doesn't exist as a discipline anywhere yet. You'll be measured on search-attributed pipeline, citation share-of-voice movement, and CAC efficiency on paid — not on roadmap polish or click volume. Day-1 Reality - Account audit started. - AEO baseline tooling stood up. - Schema audit kicked off. - Intent-class restructure scoped. How You'll Know It's Working - 30 days: Google and Bing audited and baselined. Low-conviction spend halted. Account restructure scoped. AEO citation SoV measured. Schema audit and LLM.txt scoped. - 60 days: Restructure live. Quick-win optimization layer running. SQR weekly cycle locked. Schema and LLM.txt deployed. FAQ architecture built. First citation-PR conversations open. - 90 days: Mature optimization layer. Competitor capture launched. Citation movement attributable to owned content. Hiring playbook documented for the next Search role. Who You Are - Millions in cumulative paid Search spend across multiple verticals — tactical operator, not "manager from above." - 5–10+ years B2B paid Search at SaaS or AI, senior-IC accountability anchored to SQL pipeline and closed-won, not lead volume. - A recognized AEO point of view. - AI-tooling implementation experience inside a marketing function. - SQL and GA4 fluent. - Operator-first orientation. - AI-native daily workflow. - Founder mentality. - EU primary (Warsaw, Paris, London, Berlin, Amsterdam, Helsinki, Stockholm, Istanbul). NYC secondary. Remote OK with EU/ET overlap. Why This Role Is Different - No layers. No SEO manager, no paid lead, no AEO consultant between you and the work. - The discipline you build will define how Viktor gets discovered. - The product makes the work easier. - The CMO and co-founders already believe Search is strategic. Even Better If - Paid Bing reps in addition to Google. - You've built or operated an AEO measurement frame in a prior role. - Multilingual Search ops experience (EU verticals). - Prior B2B SaaS rebrand or domain migration experience. - You've worked somewhere the founders were close to the GTM motion. How we work - Small team, high trust, low process. - Decisions are made by owners, not committees. - You will ship your first week. - You will talk to users your first day. - We use Viktor to build Viktor. Why Viktor This is a rare window. The product works. The market is pulling. The team is small enough that what you do next week will be live in production next week. Compensation Competitive salary, meaningful equity, and the kind of ownership that only exists at this stage.

Role Description We’re looking for a Recruiter who moves fast, executes with urgency, and thrives in a high-ownership environment. You’ll play a key role in building out our business teams, partnering closely with hiring managers to bring in top talent and shape how we scale. - Own full-cycle recruiting for business roles (GTM, CS, Marketing, Ops, etc) - Proactively source and engage top talent through outbound and referrals - Run structured interview processes and deliver a high-quality candidate experience - Manage pipelines, track metrics, and optimize funnel performance - Lead offer processes, including compensation alignment and closing candidates Qualifications - 1+ years of recruiting experience - Proven success hiring for different roles in fast-paced environments - Strong sourcing and closing skills, especially with passive candidates - Excellent stakeholder management and communication abilities - Data-driven approach with experience using ATS and recruiting metrics - Comfortable operating in startup environments with ambiguity and speed Benefits This is a high-autonomy role where you’ll work as part of a small team, partner with hiring managers and support hiring for multiple roles. Total compensation may vary depending on the position offered and location. Company Description At Meow, we provide startups with business accounts, corporate cards, and the clean financial reporting they need to operate and raise capital. Our customers are complex and global, from crypto protocols to multi-entity international businesses. We combine financial infrastructure with hands-on support so founders can operate efficiently and scale with confidence.