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.

Role Description The Manager, Recruiting is responsible for leading the full-cycle recruitment function for TP USA, ensuring the timely acquisition of high-quality talent to support business objectives. This role oversees recruiting teams, drives hiring strategies, partners with business leaders, analyzes recruiting metrics, and ensures compliance with applicable employment laws and company policies. The Manager, Recruiting is accountable for optimizing recruitment processes, enhancing candidate experience, and delivering workforce solutions that support organizational growth. Key Responsibilities - Lead and manage a team of recruiters and recruiting coordinators to achieve hiring goals and service level expectations. - Develop and execute recruitment strategies to attract qualified candidates across multiple business units and locations. - Partner with business leaders and HR stakeholders to understand workforce planning needs and hiring priorities. - Monitor recruiting metrics, including time-to-fill, quality of hire, offer acceptance rates, and sourcing effectiveness. - Ensure compliance with federal, state, and local employment laws, company policies, and hiring practices. - Coach and develop recruiting team members through performance management, training, and career development initiatives. - Oversee candidate sourcing strategies utilizing job boards, social media, referrals, networking, and other recruiting channels. - Collaborate with Compensation, HR, and Operations teams to align hiring efforts with organizational objectives. - Manage escalated recruiting issues and provide solutions to improve hiring outcomes. - Drive continuous improvement initiatives to enhance recruitment processes, candidate experience, and operational efficiency. - Support employer branding efforts and recruitment marketing campaigns. - Prepare and present recruitment reports, workforce analytics, and hiring forecasts to leadership. Equal Opportunity Employment All qualified applicants will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information or any other consideration prohibited by law or contract. Compliance with Disability Laws It is the policy of PSG Global Solutions that qualified individuals with disabilities not be discriminated against because of their disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is also our policy to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. VEVRAA Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans. Pay Transparency Nondiscrimination Provision The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Role Description This is a remote position. The successful candidate will work closely with experienced Account Managers and 360 Consultants, taking ownership of the candidate delivery process from initial search through to placement. They will be responsible for developing talent pipelines, approaching passive candidates and managing the recruitment process while delivering an outstanding candidate experience. Key Responsibilities - Proactively source candidates using LinkedIn Recruiter, LinkedIn Search, Boolean search techniques and other sourcing platforms. - Conduct targeted headhunting campaigns to identify passive recruitment professionals. - Build and maintain talent pipelines across multiple recruitment sectors. - Carry out competency-based candidate interviews and qualification calls. - Develop strong relationships with candidates throughout the recruitment process. - Produce high-quality candidate profiles for client submission. - Coordinate interviews and manage feedback throughout the hiring process. - Support offer management and candidate negotiations. - Keep the CRM/ATS updated with accurate candidate information. - Work towards agreed activity and delivery KPIs. Qualifications - Previous recruitment, talent acquisition or candidate sourcing experience. - Strong experience using LinkedIn Recruiter or LinkedIn for candidate sourcing. - Knowledge of Boolean search techniques and proactive sourcing methods. - Excellent verbal and written communication skills. - Strong organisational skills with the ability to manage multiple vacancies. - Comfortable working in a fast-paced, target-driven environment. - Self-motivated and able to work effectively in a remote setting. Requirements - Previous experience recruiting into the US market. - Recruitment-to-Recruitment (Rec2Rec) experience. - Experience recruiting within agency recruitment. - Familiarity with ATS/CRM systems such as Bullhorn, Vincere or similar.