Hello! We're Teya. Teya is a payment and software service provider, headquartered in London serving small, local businesses across Europe. Founded in 2019, we build easy to use, integrated tools that enable our members to accept payments and boost business performance. At Teya we believe small, local businesses are the lifeblood of our communities. We’re here because we don’t believe there’s a level playing field that gives small businesses with a fighting chance against the giants of the high street. We’re here because we see banks and legacy service providers making things harder for them. We don’t think the best technology or the best service should be reserved for those with the biggest headquarters. We’re here to fight for a future where small, local businesses can thrive, and to commit the same dedication they offer all of us. Become a part of our story. We’re looking for exceptional talent to join our mission. We offer a chance to create impact in a high-energy and connected culture, while benefiting from continuous learning opportunities, a supportive community which is proud to serve our mission, and comprehensive benefits. About the role: We’re looking for a Senior People Generalist to join our team and play a key role in supporting our growing teams across Croatia. This is an opportunity to be at the heart of a fast-scaling business, where you’ll have real ownership over how the employee experience is delivered day-to-day. From recruitment to employee support and everything in between, you’ll help ensure our people processes run smoothly, efficiently, and to a consistently high standard. You’ll work closely with managers and employees to bring our People strategy to life on the ground, contributing to an environment where individuals can do their best work and teams can perform at a high level. Responsibilities: You’ll be the go-to People contact on the ground, responsible for ensuring a seamless, compliant, and high-quality employee experience. In practice, this means: - Supporting the full employee lifecycle, including onboarding, employment changes, and offboarding processes. - Acting as a trusted point of contact for employees and managers, providing clear, timely, and practical HR guidance. - Owning onboarding end-to-end, ensuring new hires are set up for success from day one and continuously improving the experience. - Ensuring all employee data and documentation is accurate, compliant, and maintained to a high standard. - Supporting employee relations matters, handling queries with professionalism and escalating more complex cases where needed. - Partnering with People Partners to deliver key People initiatives and support business priorities. - Collaborating with cross-functional teams (e.g. Payroll, Finance, Legal) to ensure smooth and efficient operations. - Identifying opportunities to improve People processes, making them simpler, faster, and more effective. - Supporting a positive and engaging employee experience within your market. - Owning end-to-end office management for our Zagreb office, creating an environment where people can do their best work. - Owning end-to-end recruitment lifecycle and candidate experience. - Drive proactive sourcing & headhunting. - Conduct job briefings with hiring managers and align on hiring needs. Requirements: - We’re looking for someone who takes ownership and sets a high bar for how things are done. - A proactive, solutions-focused mindset; you don’t just identify problems, you help solve them. - Strong sense of ownership and accountability, with the ability to deliver reliably and with urgency. - High attention to detail and pride in delivering accurate, high-quality work. - Ability to adapt in a fast-paced environment where priorities can shift. - A genuine interest in improving employee experience in a practical, hands- on way - Ambition and a desire to grow within a scaling organisation. Preferred qualifications: - Fluency in Croatian and English. - Experience working in a high growth, scaling organisation. - Familiarity with HR systems (e.g. HiBob or similar). - Experience contributing to recruitment and employee experience initiatives and managing HR processes. Teya is proud to be an equal opportunity employer. We are committed to creating an inclusive environment where everyone regardless of race, ethnicity, gender identity or expression, sexual orientation, age, disability, religion, or background can thrive and do their best work. We believe that a diverse team leads to better ideas, stronger outcomes, and a more supportive workplace for all. If you require any reasonable adjustments at any stage of the recruitment process whether for interviews, assessments, or other parts of the application—we encourage you to let us know. We are committed to ensuring that every candidate has a fair and accessible experience with us.

• Providing 1:1 coaching to Mento members through virtual sessions using the Mento Platform and Tools. • Participating in ongoing training sessions to improve coaching abilities and skills. • Communicating with members via your Mento email or via chat in the Mento App in between sessions. • Being an integral member of the Mento coaching community by sharing coaching tools and insights — helping enhance our coaching practices and fulfill our mission of empowering people to thrive in jobs that they love. • Acting with kindness, respect, and empathy as an ambassador of the Mento community.

Role Description People are the operating system of everything we build. You'll own the full people function at Open, recruiting the best engineers, operators, and builders in the region, building the HR infrastructure that lets us scale without losing what makes us special, and shaping a culture where high standards are the norm. When we hire right and people thrive, it's because of you. This isn't a coordinator role or a process-management role. It's the job for someone who gets genuinely excited about finding world-class talent, can hold a sharp conversation with a senior engineer, and believes that culture is built one hire and one decision at a time. - Own the full-cycle, end-to-end recruiting process for all roles at Open, with a strong emphasis on technical hiring (engineering, infrastructure, AI/ML, and product). - Act as a strategic hiring partner to every hiring manager, define role requirements, develop position profiles, and align on priorities and timelines before a single candidate is sourced. - Develop and execute targeted sourcing strategies across multiple channels, LinkedIn, referrals, communities, events, direct outreach, to proactively identify and engage top talent, including passive candidates. - Build strong candidate pipelines, assess and close top talent in a competitive market, and deliver an exceptional experience for candidates, interviewers, and hiring managers alike. - Design and continuously optimize a structured, efficient, and equitable interview process, improving consistency, speed, and candidate experience across every hire. - Track, analyze, and report on key recruiting metrics, pipeline health, time-to-fill, source effectiveness, and candidate experience, and share regular insights with leadership. - Manage the full employee lifecycle, pre-boarding, onboarding, offboarding, and everything in between, with a relentless focus on creating a seamless employee experience. - Own HR operations, employment contracts, payroll coordination, benefits administration, and build the processes and playbooks that let us scale without adding unnecessary overhead. - Design and operationalize performance management, review cycles, feedback frameworks, and calibration processes that help people grow and help the company maintain high standards. - Build and maintain People metrics dashboards, headcount, attrition, pipeline health, to give leadership real-time visibility into the state of the team. - Lead engagement initiatives, surveys, learning & development programs, culture-building activities, that make Open a place where high performers want to stay. - Ensure full compliance with Jordanian labor law, maintain accurate employee records, support audits, and keep the organization aligned with legal and regulatory requirements. Qualifications - 7+ years of full-cycle recruiting experience in a high-growth tech environment, with a proven track record of closing senior and technical hires. - Demonstrated ability to develop and execute recruiting strategies aligned to business objectives, not just fill requisitions, but build pipelines before they're needed. - Deep understanding of technical roles, you can hold a real conversation with an engineering hiring manager about backend systems, AI/ML infrastructure, or product architecture. - A well-established network in the regional tech talent ecosystem, and the ability to navigate ambiguity to identify and close exceptional candidates in a competitive market. - Data-driven approach to recruiting, you track pipeline health, time-to-fill, and source effectiveness, and you use the data to make decisions, not just reports. - Strong cross-functional collaboration skills, exceptional communication, relationship-building, and the ability to manage shifting priorities across multiple stakeholders at once. - Hands-on ownership of HR operations, employment contracts, payroll coordination, benefits administration, with a systems-thinker mindset for continuous process improvement. - Experience designing and running performance management processes in a startup environment, review cycles, calibration, feedback frameworks. - Working knowledge of operating countries labor law and HR compliance requirements. - Fluent English, written and spoken, with strong written communication skills for outreach, documentation, and internal comms. - Experience with ATS platforms (Workable, Ashby, Greenhouse, or similar) and LinkedIn Recruiter. - Experience scaling people functions and recruiting teams during rapid company growth. Benefits - Statutory health insurance coverage. - Supportive, collaborative startup culture. - Shape the culture from day one. You won't be joining an existing people function — you'll be building it. That means the values, the rituals, the hiring bar, and the environment people work in are yours to define. For the right person, that's the opportunity of a career.

• Build and own the People Ops roadmap • Lead, mentor, and develop the People Ops team • Evolve our remote-first culture with systems and programs built around accountability, autonomy, and resilience • Refine our performance management and engagement programs • Build and lead a manager training and support program • Oversee IT systems, benefits, compliance, and help desk • Serve as the point person for organizational change and internal communication • Partner cross-functionally with Recruiting and Events