Our client is a fast-scaling AI + operations company. 1,000+ employees, 2,700+ contractors across 15 countries, hiring at hundreds of people per week — and accelerating. Two departments are feeling the growth most: HR and Recruitment. On the recruitment side — sourcing is manual. Screening is ad-hoc. The pipeline from "applicant" to "Day 1" is fragmented across multiple tools with no single owner. Nobody can tell you cost-per-hire, conversion rate at each stage, or where top candidates are dropping off. On the HR side — contracts go out late. The inbox has thousands of unresolved messages. Payment issues escalates because there's no triage system. Compliance work gets buried under admin. Tribal knowledge holds together processes that should be documented and automated. Neither department needs more effort. They need someone to install the systems that make the effort count. The Role You join the Founders Office — a small, high-agency team that reports directly to the Chief of Staff and embeds in different parts of the business on 2–3 month sprints. Think internal SWAT team. Your first sprint: HR & Recruitment Ops. Three jobs. That's it. Install systems that actually work. A recruitment pipeline that tracks 500 hires a week without dropping names. A contract workflow that fires the moment someone passes qualification. An HR inbox that separates real problems from noise so the real ones get solved the same day. An onboarding sequence from signed contract to Day 1 — documented, automated, and breakage-proof. You don't suggest improvements. You build the thing, ship it, and train people on it. Fix what others can't. The compliance manager is stuck on a policy gap — you unstick him. The recruiter has 40 contracts that should've gone out Friday — you find the bottleneck and remove it. A payment batch failed and 200 contractors are asking where their money is — you don't just answer the emails; you fix the process so it doesn't fail again. When a candidate falls through the cracks, you don't fix the case. You fix the system that let it happen. Make both departments better at their actual job. HR should be focused on compliance, contractor management, and risk — not chasing spreadsheets. Recruitment should be focused on sourcing and closing — not copying data between five tabs. Every system you build gives them back hours. Every hour you give back compounds across thousands of people. Required: AI & Automation Fluency This is non‑negotiable. You must be able to: Use Claude Pro, Gemini Pro, or equivalent as a daily working tool — as a thinking partner, drafter, analyzer, and code writer, not as a search engine Build automations in Google Apps Script, Make.com, Zapier, or similar — without waiting for an engineer "Vibe code" your way through small tools, scripts, and prototypes when no off‑the‑shelf tool fits Pick the right tool for the job — manual when manual is faster, automated when volume demands it If you've never touched a script or a no‑code automation, this isn't your role. You're a Fit If You've built systems for HR or recruitment — not just filled roles or processed contracts, but built the process underneath You think in workflows: what triggers what, where things stall, what should be automated vs. what needs a human You can take a messy, manual process and turn it into something anyone can run without you You've worked in high‑volume environments — hundreds or thousands of contractors, not a team of 20 You use AI as a force multiplier, not a crutch You can talk to a compliance manager about policy gaps and a recruiter about pipeline velocity in the same afternoon You prioritize results over hours logged You’re Not a Fit If You think recruitment ops means posting jobs and waiting for applications You think HR ops means answering emails and filing contracts You need a fully built system handed to you before you can operate You have never written or read an Apps Script, a Make scenario, or a basic API call You have never looked at a process and thought "why does anyone do this manually?" You think AI tools are a fad or "not enterprise-ready" You spent your career in stable, enterprise environments where initiatives go through six layers of approval and you believe a 9‑to‑5 is a feature You freeze when data is incomplete instead of building with what you have and flagging gaps Details Engagement: Full‑Time Location: Remote — core overlap with Manila time (PHT) Reports to: Chief of Staff Tools you'll work with: Claude Pro, Gemini Pro, PandaDoc, Make.com, Typeform, Google Workspace (incl. Apps Script), Slack — plus whatever you build This isn't a role for someone who wants to do recruiting. This isn't a role for someone who wants to do HR. This is a role for someone who wants to engineer how an organization hires and manages 2,700+ people — and make it look easy. Apply if You read this and immediately started thinking about where the systems are broken. #J-18808-Ljbffr