HR / HRG → Chief People Officer

This role is designed for a senior HR leader who will start as a hands-on HR owner and, after onboarding, grow into a Chief People Officer, taking ownership of HR & Recruitment functions and managing teams at scale.

Time allocation:

• 80% - HR / People function

• 20% - Recruitment oversight

Responsibilities:

HR Strategy & People Function Scaling (150 → 200 → 300 → 500)

• Conduct a full HR audit: strategy, processes, documentation, performance, engagement, culture, and talent development;

• Identify what works, what doesn’t, and where the gaps are - and build a clear improvement roadmap;

• Design and implement a scalable 1–3 year HR strategy aligned with business goals, delivery pipeline, technical capacity, and geographic growth;

• Build HR infrastructure that supports multi-country teams, remote work, and asynchronous collaboration;

• Align People strategy with Leadership, Delivery, PM, Technical Operations, BD, and Finance.

HR Operations Optimization & Continuous Improvement

• Review and improve the Performance Review framework to increase clarity, fairness, and adoption;

• Audit and elevate onboarding & offboarding processes, especially for remote employees;

• Optimize engagement processes (1:1s, surveys, feedback loops) with a focus on actionable outcomes;

• Strengthen internal communication and cultural alignment across countries and time zones.

• Conduct a capabilities audit of the HR team and define clear roles and responsibilities;

• Improve workflows, accountability, SLAs, and communication standards across HR & Recruitment;

• Gradually transition from hands-on execution to people and function management.

Recruitment Oversight & Hiring Function Optimization (20%)

• Standardize hiring practices across departments, especially for remote technical teams;

• Improve hiring forecasting, capacity planning, and collaboration with Delivery, PMs, and Tech Leads;

• Strengthen employer branding through a consistent and transparent candidate experience;

• Ensure Recruitment works as a predictable, data-driven function rather than a reactive one.

Scaling a Remote, Multicultural & Multilocation Company

• Audit existing remote-work frameworks (communication, ownership, availability, documentation);

• Improve async communication habits and documentation-first practices;

• Ensure consistent employee experience regardless of location or cultural background;

• Train managers and leaders in remote leadership, multicultural management, and conflict resolution.

Strategic Partnership with C-level

• Professionalize and elevate existing HR systems rather than rebuilding everything from scratch;

• Present People insights, risks, forecasts, and improvement plans to COO, CEO, CTO, and Delivery leadership;

• Help leadership understand scaling risks, talent challenges, and cultural dynamics;

• Translate business strategy into clear People roadmaps and measurable initiatives;

• Facilitate leadership alignment across distributed teams and offices.

HR & Recruitment Analytics / Data-Driven Decisions

• Audit current data sources (Sheets, ATS, HRM systems, surveys);

• Build a unified data approach for HR & Recruitment;

• Turn HR data into decisions, not just reports;

• Improve workforce planning, forecasting, and load management across departments.

Team Structure & Direct Reports

As Chief People Officer, you will own both HR and Recruitment functions.

Current structure:

• Head of HR

  • 1× HR

• Head of Recruitment

  • 4× Recruiters

The team will grow together with the company - you will define the structure for 200 / 300 / 500 employees.

Requirements:

• 5+ years of experience in HR;

• 2+ years in management roles;

• Experience in IT / product / agency companies with 200–500+ employees;

• Proven cases of scaling People processes;

• Strong expertise in: HR Operations, Talent Management, Recruitment Processes, Employee Experience;

• Experience managing teams of 5+ people;

• Strategic, analytical mindset;

• Calm, zero-drama communication style;

• Systematic, structured approach to work.

Would be a plus:

• Experience building an HR function from scratch or transforming an existing one;

• Background in fast-growing IT companies;

• Experience managing and optimizing two parallel functions (HR & Recruitment).

We offer:

• Interesting international projects that support both professional and personal growth;

• Work in a team of creative, proactive, and empathetic people;

• Full-time collaboration with a flexible schedule - we focus on results, not hours or location;

• Accumulation of days off and the option to take mid-week breaks if you prefer working on weekends;

• Comfortable, modern office in the city center, with the option to work from home;

• Paid vacation after the probation period - 20 working days per year + national holidays;

• Medical insurance after the probation period;

• Minimal bureaucracy, transparent processes, continuous feedback, and real support from the team;

• Competitive salary based on interview results, expectations, and long-term career plans;

• Trial period of around 3 months (flexible and result-driven);

• Team activities and informal events: parties, post-work poker clubs, picnics, and more - we like to keep things human.