• Conduct end-to-end recruitment processes for sales, customer service, technology, marketing, and regulatory areas. • Develop talent attraction strategies aligned with the profile of a scaling startup. • Structure competency-based interview tracks and assess cultural fit. • Implement and oversee the onboarding process for new hires. • Ensure alignment with organizational culture, compliance, and regulatory standards. • Monitor probation periods and early adaptation and performance indicators. • Support the establishment of individual goals and performance indicators. • Conduct performance review cycles and provide structured feedback. • Track individual development plans. • Conduct employee engagement/organizational climate surveys and propose action plans. • Support leaders in developing high-performing teams. • Act in conflict prevention and internal mediation. • Monitor metrics such as turnover, absenteeism, cost-per-hire, and average time-to-fill. • Prepare strategic reports for the executive team.

• Define org design frameworks and reporting clarity • Maintain role ownership discipline across functions • Ensure hiring plans align with strategic capacity needs • Oversee performance review frameworks • Maintain high bar hiring and retention standards • Identify capability gaps early • Align pay structures with measurable output • Build variable compensation logic tied to outcomes • Strengthen accountability culture • Protect speed and clarity in decision-making

• Own the employee lifecycle • Design onboarding systems that accelerate productivity • Build structured development frameworks • Maintain engagement rhythms and feedback loops • Design review cadences (quarterly, annual) • Align compensation with measurable output • Formalize promotion and advancement criteria • Build AI-first workflows across teams • Reduce manual inefficiency • Codify repeatable processes • Strengthen cross-functional handoffs

• Design and evolve Limble’s talent attraction strategy aligned to growth goals • Partner with recruiting to strengthen hiring quality and manager capability • Improve candidate experience and employer brand positioning • Support workforce planning conversations with business leaders • Raise the bar on talent density and hiring discipline • Enhance and continuously improve Limble’s onboarding experience • Ensure onboarding accelerates time-to-productivity • Clarify expectations, success metrics, and cultural integration • Partner with functional leaders to embed onboarding into business rhythms • Measure onboarding effectiveness and early performance indicators • Lead the design and rollout of performance management processes • Define and reinforce standards for high performance • Equip managers to give candid feedback and coaching • Improve consistency in performance reviews and calibration • Guide underperformance management with clarity and fairness • Design and roll out leadership and employee development programs • Establish practical career path guidance and growth conversations • Lead succession planning processes across key roles • Identify capability gaps and partner with leaders to address them • Strengthen internal mobility and promotion readiness • Partner with senior leaders on org design and team effectiveness • Support workforce planning and capability assessments • Coach leaders on feedback, accountability, and team performance • Embed talent and performance systems into day-to-day operations • Provide executive-level guidance on employee relations matters • Ensure fair, consistent, and legally sound handling of issues • Coach managers through complex performance and conduct situations • Strengthen early intervention practices to reduce risk and disruption • Partner with People Operations to ensure policy clarity and compliance