Title: Talent Acquisition Specialist Location: Remote - US Job Description: About Payliance Founded in 2007, Payliance is a trusted leader in payment processing — processing more than $63 billion annually, supporting 40,000+ merchant locations, and serving over 350 lending clients. We offer an all-in-one platform for real-time funding, payment processing, account verification, and recovery services, giving lenders the technology to operate efficiently and confidently. What sets Payliance apart is our blend of modern technology, deep industry expertise, and a highly collaborative, people-first culture. Backed by Serent Capital, we're expanding our capabilities and delivering measurable results for clients across lending, e-commerce, collections, and gaming. About the Role The Talent Acquisition Specialist is a key member of Payliance's small but high-impact HR team, responsible for driving full-cycle recruiting across the organization while also providing hands-on HR generalist support in benefits administration and employee relations. This role is ideal for an HR professional who thrives wearing multiple hats — someone who can switch from sourcing a sales candidate in the morning to resolving a benefits question in the afternoon. You'll work closely with hiring managers across Sales, Technology, Operations, and Marketing to build talent pipelines and deliver a strong candidate experience, while helping maintain the day-to-day HR infrastructure that keeps our team running smoothly. What You'll Do Full-Cycle Talent Acquisition · Manage the full recruiting lifecycle — intake, sourcing, screening, interview coordination, offer, and close — for roles across departments. · Partner with hiring managers to define role requirements, develop job descriptions, and set realistic hiring timelines. · Build and maintain proactive talent pipelines for high-volume or recurring roles (e.g., Sales, Collections, Client Success). · Source candidates through LinkedIn Recruiter, job boards, employee referrals, and direct outreach. · Deliver a consistent, high-quality candidate experience from first contact through onboarding handoff. · Track and report on recruiting metrics (time-to-fill, source of hire, pipeline health) to identify bottlenecks and improve process. · Manage relationships with external staffing agencies and recruiting vendors as needed. HR Generalist Support Payliance is a small, growing team — we wear multiple hats and back each other up. In addition to owning recruiting, this role provides generalist HR support across benefits and employee relations as needed. · Field employee questions on benefits, leaves of absence, and HR policies; coordinate with brokers and carriers to resolve issues. · Support open enrollment communications and employee benefits elections. · Assist with employee relations matters — including policy questions, performance conversations, and documentation — in partnership with the HR Manager. · Help keep HR records, the employee handbook, and HRIS data current and accurate. Compensation & Benefits · Base Salary: $70,000 to $90,000 based on experience · Performance-based annual bonus · Medical, Dental, and Vision insurance · 401(k) with company match · Generous PTO plus paid company holidays · Company-paid life and long-term disability insurance · Paid parental leave Work Environment Remote-first with collaboration across U.S. time zones. Occasional travel may be required for team on-sites or company events. Equal Employment Opportunity Payliance is an equal opportunity employer. We value diversity and strive to create an inclusive workplace for everyone. Discrimination or harassment of any kind — based on race, color, sex, religion, sexual orientation, gender identity, national origin, age, disability, genetic information, or pregnancy — is not tolerated. Reasonable accommodations are available throughout the application and employment process. Requirements What You'll Bring Required Qualifications · 4–7 years of progressive HR experience with a strong foundation in talent acquisition and at least 2 years of HR generalist responsibilities. · Proven ability to manage full-cycle recruiting across multiple roles and departments simultaneously. · Hands-on experience with benefits administration including open enrollment, carrier coordination, and employee support. · Demonstrated experience handling employee relations matters with discretion, fairness, and sound judgment. · Proficiency with an ATS (e.g., Greenhouse, Lever, iCIMS, or similar) and HRIS platforms. · Familiarity with employment law fundamentals (FMLA, ADA, FLSA, EEO) and HR compliance best practices. · Strong interpersonal and communication skills — able to build trust with employees at all levels. · Highly organized, self-directed, and comfortable operating in a lean team environment with minimal oversight. Preferred Qualifications · Experience in fintech, financial services, payments, or a PE-backed company. · PHR, SHRM-CP, or equivalent HR certification. · Experience with LinkedIn Recruiter and sourcing passive candidates. · Familiarity with compensation benchmarking tools (Radford, Mercer, or similar). · Exposure to payroll processing or coordination (e.g., ADP, Paylocity, or similar platforms).

About HalterAt Halter, we’re on a mission to enable farmers and graziers to run the most productive and sustainable operations. Our customers are using Halter to break free from the time-intensive constraints of conventional practices. Imagine watching 500 cattle stand up and walk calmly towards their next break? No quad bikes, no dogs, no fences. Just a group of cattle walking at their own pace. People say it looks like magic. Our customers are revolutionizing grazing with Halter. It's changing lives and transforming an industry. People join Halter to do meaningful work. By joining us you’ll be solving challenging problems within a talented team and a culture built for high performance. Our team out-think, out-work and out-care. We’re committed to delivering real change in the world - this isn’t easy, and in truth, we love that it’s hard. We’re backed to deliver on a mission that matters by Tier 1 investors including Founders Fund, Bessemer Venture Partners, BOND, DCVC, Blackbird, Promus Ventures, Rocket Lab’s Peter Beck and Icehouse ventures. To find out more, visit our LinkedIn & Instagram. About the roleAs a key member of the Talent leadership team, you’ll play a pivotal role in shaping and delivering Halter’s global recruitment strategy as we scale rapidly across new and existing markets. Reporting into the Head of Talent, you’ll lead a growing team, providing direction, coaching, and support to ensure we consistently hire exceptional people who raise the bar and align deeply with our mission and values. You’ll balance hands on recruitment delivery with team leadership, strategic planning, and continuous improvement of our recruitment engine. This role is ideal for someone who enjoys operating at a systems and leadership level, thrives in high-growth environments, and wants to have a meaningful influence on how a company scales, through thoughtful strategy, strong teams, and disciplined execution. What Your Day Will Look Like - Lead and develop a team of Recruiters across our Customer and Go To Market portfolio across South America, you’ll set clear expectations, coach for performance, and support career growth. - Own recruitment delivery across different portfolios and functions, while ensuring the wider team delivers consistently high-quality hiring outcomes. - Partner closely with the Head of Talent on recruitment strategy, workforce planning, and capacity modelling to support near and long term growth. - Act as a senior partner to hiring leaders, helping them anticipate talent needs, define success profiles, and make strong, data informed hiring decisions. - Design and evolve scalable recruitment processes, tools, and ways of working that support increasing volume without sacrificing quality. - Upskill and enable hiring managers through structured coaching, training sessions, and real-time feedback to lift interview quality and assessment rigour. - Help shape and refine Halter’s Employee Value Proposition, ensuring our external talent story reflects the real employee experience. - Embed inclusive hiring practices across the team, supporting diversity, equity, and inclusion initiatives in both process and outcomes. - Represent Halter externally as a talent ambassador, at events, industry forums, and universities - strengthening our employer brand. - Track, analyse, and share key recruitment metrics to continuously improve performance. - Support internal mobility and long-term talent planning initiatives as the business matures. - As a fast-moving growth company, you’ll also jump into new challenges and projects as they arise - helping shape how we scale. Who are we looking for? - 8+ years of experience in talent acquisition, ideally within high growth or global tech environments. - Proven experience leading and developing a team, including setting standards, managing performance, and scaling team capability. - Strong track record recruiting across multiple disciplines and regions (experience with software, hardware, or deeply technical roles is highly valued). - A strategic business partner who can operate at multiple levels, from executive discussions and planning through to hands-on hiring execution. - Demonstrated success delivering high-volume hiring without compromising on quality or candidate experience. - Deep expertise in proactive sourcing strategies and global talent markets. - Strong data and reporting capability; comfortable using metrics to guide decisions and improve outcomes. - High emotional intelligence, excellent communication skills, and a calm, solutions-focused approach in ambiguous, fast-changing environments. - A natural owner, someone who takes accountability, builds trust quickly, and genuinely cares about doing recruitment exceptionally well. Our Office First ApproachThere’s a reason you visit your friends in person, live with your family and don’t do dinners over Zoom. Humans are wired for connection. We believe a world-class, in-person office culture is the best way for high-performing teams. Being office first is a core pillar of our culture. We believe in-person connections are key to driving your own growth, learning, impact, and building genuine long-lasting relationships. Strong relationships make it easier to disagree, give feedback, and do meaningful and aligned work. We don’t like having heaps of rules or policies, but this means having strong, trusted relationships is critical. We’re office first, not office only. This means working from the office everyday is our default setting, but we flex when we need to. We have a high-trust culture, so everyone is trusted to do what’s best for Halter. Our office vibe is something special, it’s hard to describe until you’re here, but people at Halter who have come from fully remote or hybrid companies say they could never go back - the high energy and spectacular people they are now surrounded by everyday makes work so enjoyable. Your growth, your learning and your impact is truly unlimited here, and a big part of that comes from being together solving problems, innovating, building context, and constantly learning from each other. Join our teamHalter is committed to promoting a diverse and inclusive workplace — a place where we can each be ourselves and do the best work of our lives. Research shows that while men apply to jobs when they meet an average of 60% of the requirements, women and under-represented groups of candidates tend to only apply when they meet every requirement. If you think you have what it takes but don’t necessarily tick every requirement on this job description, please still get in touch and apply to Halter. We’d love to chat to see if you’ll be an epic fit! If this opportunity sounds like you, please apply below by sending through your cover letter explaining why you’re excited about this role and working at Halter, along with your CV, and we’ll be in touch! Please also feel free to check out the careers page for more information on working at Halter and don't forget to follow us on LinkedIn & Instagram. Why our team loves working at Halter: - Work that genuinely matters. Every now and again a company comes along that transforms an entire industry and leaves the world in a better place. Our team gets to be part of something truly meaningful, helping farmers improve their livelihoods, spend more time with their families, and build more sustainable operations. - Spectacular people solving hard problems. Our culture is designed for talented people to do work that changes lives. The team is filled with diverse, kind, and driven people who push each other to do their best work. You'll be thrown into the deep end, tackling complex challenges and building something tangible that solves real problems. - You'll grow here. Autonomy, mastery, and learning define how we work. You'll have the freedom to work on interesting problems, master new skills, and continuously develop yourself, both through your role and our $1,000 personal growth fund. - This isn't easy, and we love that it's hard. Working at Halter will be the most rewarding and the most challenging work of your life. We move fast, take bold bets, and work hard to reshape an entire industry. As one team member put it: "Joining Halter is a bit like strapping yourself to a rocket ship, but it's an epic journey to be a part of!"

Role Description The Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leaders. Responsibilities: - Finding Candidates: - Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements. - Review candidates who have applied via the Applicant Tracking System (ATS). - Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process. - Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements. - Source candidates via resume databases, search engines, and networking sites using Boolean search language. - Solicit and pursue referrals from business networks and/or internal referrals. - Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities. - Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.). - Articulate value proposition to candidates who are interested in the job opportunity. - Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire, and overall expectations. - Ensure candidates are provided with timely updates concerning the status of their applications and interviews. - Assessing Candidates: - Draft and utilize phone interview templates appropriate to the job description. - Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions. - Issue skills testing as needed and evaluate results (if process dictates). - Review background and reference information (if process dictates). - Influencing the Hire: - Keep candidates engaged throughout the process, ensuring consistent communication on the status of the search. - Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations. - Articulate a job offer to the candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate. - Service Excellence: - Strict adherence to all regulations (OFCCP and all other compliance standards set forth). - Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times. - Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts. - Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders. - Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward. Qualifications - High school diploma required. Bachelor’s degree in business, management, human resources or related field is strongly preferred. - Minimum of two or more years’ recruiting experience with demonstrated successes in a corporate, RPO or agency setting. - Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools. - Proficient in Boolean search techniques for sourcing. - Proficient in Microsoft Office, including Outlook, Word, Excel and PowerPoint. - Knowledge of common Human Resources principles, practices and metrics related to talent acquisition. Requirements - Remote role from Hungary or Poland. - Hiring manufacturing positions across EMEA. Benefits - All your information will be kept confidential according to EEO guidelines. - Position Type: Regular Full-Time (40 hours per week).

• Liderar la estrategia integral de Talent Acquisition para posiciones IT. • Trabajar junto a Hiring Managers y clientes para comprender en profundidad los requerimientos técnicos, funcionales y culturales de cada posición. • Diseñar y ejecutar estrategias de sourcing utilizando principalmente LinkedIn Recruiter y otras plataformas especializadas. • Supervisar y acompañar al equipo de Recruiters, brindando coaching, seguimiento y desarrollo continuo. • Garantizar procesos de selección ágiles, de calidad y con una excelente experiencia para los candidatos. • Evaluar candidatos mediante entrevistas por competencias y otras herramientas de assessment. • Presentar y alinear perfiles con los responsables de contratación y clientes, asegurando el ajuste técnico y cultural. • Monitorear indicadores clave del área (Time to Fill, Time to Hire, Quality of Hire, conversión del pipeline, satisfacción del cliente y experiencia del candidato). • Identificar oportunidades de mejora e implementar iniciativas que optimicen los procesos de selección. • Promover la incorporación de nuevas herramientas, automatizaciones e inteligencia artificial para aumentar la eficiencia del área.