• Liderar a operação de Recrutamento e Seleção, garantindo qualidade, agilidade e eficiência em todos os processos seletivos; • Atuar como principal ponto de contato entre Talent Acquisition, gestores e sócios, alinhando prioridades, estratégias e necessidades de contratação; • Realizar alinhamentos de perfil com lideranças e apoiar na definição das melhores estratégias de atração para cada posição; • Gerenciar o pipeline de vagas, acompanhando SLA, prioridades, riscos e capacidade operacional da equipe; • Estruturar, acompanhar e revisar OKRs, metas e indicadores da área; • Desenvolver e acompanhar o desempenho da equipe de recrutadores por meio de feedbacks, acompanhamento de indicadores; • Garantir padronização, qualidade e melhoria contínua dos processos, entrevistas, pareceres e experiência dos candidatos; • Atuar operacionalmente em processos seletivos end-to-end quando necessário, garantindo suporte ao time em períodos de maior demanda; • Conduzir reuniões periódicas com gestores para acompanhamento das vagas abertas e definição de prioridades; • Buscar constantemente novas ferramentas, metodologias e tecnologias para evolução da área de Talent Acquisition.

Role Description The Team Lead is responsible for guiding and supporting a team of 3 - 10 employees in a fast-paced recruiting environment, ensuring alignment to client goals, deadlines, and performance expectations. This role partners closely with the Client Delivery Manager and/or Director to plan workloads, delegate tasks, and drive operational efficiency. The Team Lead plays a key role in hiring, training, and coaching team members while maintaining high levels of client satisfaction and retention. - Build trust and strong working relationships across the team - Inspire and motivate employees to achieve established goals and performance targets - Influence team direction by driving positive change and outcomes - Foster an open, inclusive environment that encourages new ideas and feedback - Collaborate regularly with directors, managers, and team members to align priorities - Facilitate open discussions to support effective and informed decision-making - Develop a cohesive team identity and promote a unified, collaborative culture - Encourage independent thinking and problem-solving among team members - Identify and leverage individual strengths to maximize team performance - Clearly define expectations, objectives, and success metrics for all team members - Design and implement incentive programs or contests to drive results - Monitor performance, evaluate outcomes, and provide timely, actionable feedback Qualifications - Bachelor’s degree or equivalent relevant professional experience - Prior experience working with PeopleScout in a Recruiter capacity - Minimum of 3+ years of people leadership and team management experience preferred - 5+ years of recruiting and/or sourcing experience preferred Requirements - Excellent written and verbal communication skills, with the ability to clearly convey goals, expectations, and feedback - Proven leadership capabilities with the ability to guide, coach, and develop team performance - Well-developed interpersonal skills with the ability to build trust and maintain effective working relationships - Demonstrated ability to prioritize, plan, and manage multiple competing tasks in a fast-paced environment - Effective problem-solving skills with independent judgment and creative thinking to address challenges - Ability to collaborate cross-functionally and professionally manage escalations with diplomacy - Proficiency with Applicant Tracking Systems (ATS) and Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, Teams) - Solid analytical skills with the ability to interpret data and apply insights to improve performance - High level of organizational skills, attention to detail, and ability to maintain accuracy under pressure - Demonstrated flexibility and adaptability in dynamic, high-volume environments Benefits - Competitive benefits package - 6 paid holidays - 1 paid floating holiday - Up to 20 days of Paid Time Off per year - Medical/Dental/Vision insurance - Company-matching 401(k) - Employee Stock Purchase Program - Other programs and perks

Role Description At Horizon3.ai, we're building a world-class team to solve some of the hardest problems in cybersecurity. As we continue to scale globally, our People team plays a critical role in ensuring every employee has an exceptional experience—from onboarding through growth and development. We're looking for a People Operations Manager who thrives in high-growth environments and enjoys building scalable, efficient, and employee-centric programs. This person will own and continuously improve the systems, processes, and operations that power our People function, helping us create an experience that enables employees to do their best work while supporting the company's rapid growth. What You'll Own - Vendor Management - Own the recruiting tech stack end to end — ATS (Ashby), interview intelligence (BrightHire), evaluate sourcing and scheduling tools — including configuration, integrations, and data integrity with a deep partnership with People Ops for approvals. - Evaluate, recommend, and implement new tooling as needs evolve; build the business case and own the rollout, not just the research. - Serve as the technical escalation point for the recruiting team on systems issues; partner with IT/Security on access, SSO, and data governance. - Drive Recruiting efficiency across all tools leveraging AI. - Evaluate the recruiting vendor portfolio (ATS, assessment tools, sourcing platforms, job boards) and bring forward recommendations on selection, renewal, and termination; final decisions and budget sign-off sit with the Head of Recruiting. - Track vendor spend against usage and ROI, and build the business case when a tool should be consolidated or cut. - Process & Scale - Audit existing recruiting workflows (requisition intake, interview scheduling, offer approvals, reporting) and redesign for scale, not just for today's headcount. - Build and maintain recruiting metrics and reporting (pipeline health, time-to-fill, funnel conversion, cost-per-hire) that leadership can actually act on. - Build and maintain meaningful dashboards for a variety of audiences across the business. - Document and standardize processes so they're resilient to team growth and turnover — not dependent on any one person's tribal knowledge. - Design workflows with an eye toward future federal/cleared hiring requirements, even while current scope is commercial-only. - Team Leadership - Hire, manage, coach, and develop a high-performing team of Recruiting Coordinators. - Set clear performance expectations, establish career development plans, and foster a culture of operational excellence. - Ensure consistent scheduling coverage across global time zones and hiring teams. - Monitor team performance using service-level metrics and candidate experience data. - Candidate Experience - Own the end-to-end interview scheduling experience, ensuring interviews are coordinated accurately and efficiently. - Drive initiatives that improve the candidate experience throughout the hiring process. - Ensure candidates, interviewers, and hiring managers receive timely communication and support. - Cross-Functional Partnership - Partner closely with Recruiters, Hiring Managers, HR, IT, Legal, and People Operations. - Support recruiting initiatives such as interview training, hiring events, onboarding process improvements, and employer branding efforts. - Help ensure recruiting processes remain compliant with applicable employment laws and company policies. What Success Looks Like - First 90 days: complete a full audit of current tools/vendor contracts and deliver a consolidation or renewal recommendation. - Automated reporting to support Hiring Manager and Recruiter partnership. - CPO reporting and visibility (examples include: conversion rates, recruiter performance, manager and interviewer capacity). - Automation and Process Improvements - how can we do more, even better than we’re doing today. - Ongoing: Reduction in time to fill, increase in candidate experience, better alignment between hiring managers and the business and stakeholders. - Leveraging AI tools to augment and make recruiter workflows faster and more efficiently. Qualifications - 8-10+ years in recruiting operations, people analytics, or a hybrid ops/recruiting role, with experience managing vendor relationships and supporting contract negotiations. - Working knowledge of an ATS (Ashby a plus) and interview intelligence platforms, with the ability to own day-to-day administration and troubleshooting. - Experience contributing to or leading a process improvement that made a recruiting workflow more efficient or scalable. - Able to pull together a clear, data-backed recommendation when a tool should be consolidated or cut. - Experience in a security, defense, or other dual commercial/federal environment is a plus, but not required for this role's current scope. Compensation and Values At Horizon3, we believe that our people are our greatest asset, and our compensation philosophy reflects this core value. We are committed to fostering an environment where all employees feel valued, respected, and rewarded for their contributions. Our compensation structure is designed to be fair, competitive, and transparent, ensuring that every team member is recognized and compensated equitably across roles, levels, and locations. - Base salary range: $170,100 - $210,000 annually. The exact salary will be determined based on the selected candidate’s location, qualifications, experience, and relevant skills. - Additional compensation: All full-time roles are eligible for an equity package in the form of stock options. Benefits - Inclusive Team: We value diversity and promote an inclusive culture where everyone can thrive. - Growth Opportunities: Be part of a dynamic and growing team with numerous career development opportunities. - Innovative Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking. - Hybrid & Remote Work: We embrace a mix of remote and hybrid work models depending on role and location, including our Chicago office, where some roles require regular in-office presence. - Competitive Compensation: We offer competitive salary, equity and benefits. Our benefits include health, vision & dental insurance for you and your family, a flexible vacation policy, and generous parental leave. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice. Application Note In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.

Role Description The Senior Recruiter is responsible for managing the full-cycle recruitment process for assigned business units, ensuring the timely attraction, assessment, and hiring of qualified talent. This role serves as a strategic partner to hiring managers, providing market insights, recruitment expertise, and workforce planning support while delivering an exceptional candidate experience. Key Responsibilities - Manage full-cycle recruitment, including sourcing, screening, interviewing, offer negotiation, and onboarding coordination. - Partner with hiring managers to understand business needs, define job requirements, and develop effective hiring strategies. - Build and maintain talent pipelines for current and future hiring needs. - Source candidates through job boards, social media, networking, referrals, and direct sourcing techniques. - Conduct candidate assessments to evaluate qualifications, experience, and cultural fit. - Facilitate and coordinate interview processes with hiring managers and stakeholders. - Provide market intelligence, compensation trends, and hiring recommendations to business leaders. - Track and maintain recruitment activity within the Applicant Tracking System (ATS). - Ensure compliance with federal, state, and local employment laws and company policies. - Develop and maintain strong relationships with candidates, hiring managers, and external partners. - Support employer branding initiatives and recruitment marketing efforts. - Mentor and provide guidance to junior recruiters and recruiting coordinators as needed. - Analyze recruiting metrics and identify opportunities for process improvement. Qualifications - Proven experience in full-cycle recruitment. - Strong understanding of recruitment strategies and market trends. - Excellent communication and interpersonal skills. - Ability to build relationships with stakeholders at all levels. - Experience with Applicant Tracking Systems (ATS). Requirements - Ability to work in a fast-paced environment. - Strong analytical skills and attention to detail. - Commitment to diversity and inclusion in hiring practices. Benefits - Competitive salary and performance-based incentives. - Comprehensive health benefits. - Opportunities for professional development and career advancement. - Flexible work arrangements.