Jobs HR

We are the creators of a new fintech era!
Our mission is to change this world by making blockchain accessible to everyone in everyday life. WhiteBIT is a global team of over 1,200 professionals united by one mission — to shape the new world order in the Web3 era. Each of our employees is fully engaged in this transformative journey.
We work on our blockchain platform, providing maximum transparency and security for more than 8 million users worldwide. Our breakthrough solutions, incredible speed of adaptation to market challenges, and technological superiority are the strengths that take us beyond ordinary companies. Our official partners include the National Football Team of Ukraine, FC Barcelona, Lifecell, FACEIT and VISA.

Requirements:

— 5+ years of experience in Compensation & Benefits or Total Rewards.
— Proven experience building Compensation & Benefits or Total Rewards processes from the ground up.
— Hands-on experience designing and managing Salary Review cycles.
— Experience developing bonus programs, benefits policies, and conducting salary benchmarking.
— Strong understanding of compensation analytics, including CompaRatio, Internal Equity, Salary Positioning, and related metrics.
— Advanced proficiency in Excel and/or Google Sheets, with experience working with large datasets.
— Strong analytical and problem-solving skills with the ability to translate data into business recommendations.
— Experience using AI tools to automate processes and support data analysis.

Responsibilities:

— Build and develop the company’s Total Rewards framework, including compensation philosophy, policies, processes, and pay governance.
— Design, launch, and manage Salary Review cycles, compensation review processes, and bonus programs.
— Develop and continuously improve employee benefits and reward programs while evaluating their effectiveness.
— Conduct salary benchmarking, analyze market competitiveness, and provide compensation recommendations.
— Partner with HR Analytics to develop and interpret compensation metrics, including CompaRatio, Internal Equity, Salary Positioning, and other key indicators, to support business decisions.
— Develop and maintain compensation policies, ensuring consistency, transparency, and alignment with business objectives.
— Advise managers and HR teams on compensation matters, reward programs, and Total Rewards best practices.

Would be a plus:

— Experience building a Compensation & Benefits or Total Rewards function within an international company.
— Experience working with HRIS platforms.
— Experience collaborating with HR Analytics and Finance teams.

Conditions:

Immerse yourself in Crypto & Web3:
— Master cutting-edge technologies and become an expert in the most innovative industry.
Work with the Fintech of the Future:
— Develop your skills in digital finance and shape the global market.
Take Your Professionalism to the Next Level:
— Gain unique experience and be part of global transformations.
Drive Innovations:
— Influence the industry and contribute to groundbreaking solutions.
Join a Strong Team:
— Collaborate with top experts worldwide and grow alongside the best.
Work-Life Balance & Well-being:
— Modern equipment.
— Comfortable working conditions, and an inspiring environment to help you thrive.
— 24 calendar days of paid leave.
— Additional days off for national holidays.

BETER is a rapidly growing product company. We create competitive content supported by analytics. For more than five years, we have been organizing sports tournaments, broadcasts, and developing our own sports community. We hold over 45,000 events per month in esports and classic sports. BETER products are represented in more than 150 countries worldwide, and our partners include some of the world’s leading trading companies. 

We are currently looking for an HR Operations Specialist to join our team. 

We are looking for an organized and detail-oriented person who enjoys working with documents and can independently manage their workload. This role is a great fit for candidates who value structure, accuracy, and responsibility in their daily work. 

Responsibilities: 

- Full cycle of HR administration (hiring, termination, employee transfers). 
- Preparation of HR orders and personnel documentation.
- Creation and maintenance of employee personnel files.
- Vacation and sick leave administration 
- Maintaining staffing schedules and HR documentation.
- Preparation of employment certificates and other HR-related documents.
- Preparation and support of contracts, additional agreements, and acts.
- Military records management (preferred, but we are ready to teach) 
- Preparation of documents for audits and inspections.
- Ensuring compliance with labor legislation and internal company policies.
- Maintaining up-to-date information in HR systems (HiBob, 1C, etc.).
- Managing documentation related to cooperation with sports tournament players.
- Cooperation with Accounting and Legal departments regarding employment documentation.
- Archiving HR documents and ensuring confidentiality of personal data.
- Other responsibilities related to the company’s activities.

Requirements: 

- Up to 1 year of experience in HR administration and personnel documentation.
- Experience working with 1C will be an advantage.
- Confident user of Microsoft Office programs.
- The position requires a hybrid work format, as document exchange and storage are office-based.
- Upper-Intermediate English level.

We Offer:

- Hybrid work schedule.
- Paid sick leave 20 working days of paid vacation.
- Competitive and timely compensation.
- Personal mentoring and coaching.
- Team-building activities and corporate events.
- Paid childcare leave.

About BULLS MEDIA
BULLS MEDIA is a global leader in digital marketing, dedicated to simplifying decision-making and connecting customers with top-tier brands. Our cutting-edge technology empowers millions of consumers worldwide to make smarter and more confident purchasing decisions.

Our expertise lies in building high-performing review websites. We specialize in developing streamlined landing pages for our clients, ensuring seamless customer experiences while efficiently collecting and managing data through our proprietary tracking system.

We are currently seeking an HR Generalist to join our team. In this role, you will be responsible for supporting our R&D department, which consists of 30 employees.

What You Will Do

• Conducting performance reviews and supporting performance management processes
• Participating in and driving Learning & Development (L&D) initiatives for employees
• Managing the onboarding process to ensure smooth employee integration
• Conducting regular one-on-one (1:1) meetings with employees
• Managing the offboarding process, including exit interviews and documentation
• Preparing and analyzing HR reports and metrics (e.g., turnover, engagement, hiring data)
• Coordinating the recruitment process in collaboration with hiring managers

• Office administration: organizing the smooth operation of the office, coordinating administrative processes, maintaining documentation, purchasing office supplies, and ensuring comfortable working conditions for the team.

   

What We Offer

• 21 days of paid leave per year
• 7 days of sick leave annually
• Health insurance
• English-speaking clubs
• Corporate events and team-building activities
• Long-term cooperation
• Annual performance review
• All necessary technical equipment provided
• Hybrid work format: 4 days in the office, 1 day fully remote

Required Experience to Succeed in This Role:

• At least 1,5 years of experience in an HR / Recruitment role within a company
• Upper-intermediate level of English (spoken and written)
• Excellent administrative and organizational skills
• Experience conducting terminations, hearings, and managing HR documentation
• Comfortable working with data and HR systems (data-driven mindset)
• Strong interpersonal and communication skills
• Ability to manage budgets and prepare detailed HR reports
• Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field (nice to have)

About BULLS MEDIA
BULLS MEDIA is a global leader in digital marketing, dedicated to simplifying decision-making and connecting customers with top-tier brands. Our cutting-edge technology empowers millions of consumers worldwide to make smarter and more confident purchasing decisions.

Our expertise lies in building high-performing review websites. We specialize in developing streamlined landing pages for our clients, ensuring seamless customer experiences while efficiently collecting and managing data through our proprietary tracking system.

We are currently seeking an HR Generalist to join our team. In this role, you will be responsible for supporting our R&D department, which consists of 30 employees.

What You Will Do

• Conducting performance reviews and supporting performance management processes
• Participating in and driving Learning & Development (L&D) initiatives for employees
• Managing the onboarding process to ensure smooth employee integration
• Conducting regular one-on-one (1:1) meetings with employees
• Managing the offboarding process, including exit interviews and documentation
• Preparing and analyzing HR reports and metrics (e.g., turnover, engagement, hiring data)
• Coordinating the recruitment process in collaboration with hiring managers

• Office administration: organizing the smooth operation of the office, coordinating administrative processes, maintaining documentation, purchasing office supplies, and ensuring comfortable working conditions for the team.

   

What We Offer

• 21 days of paid leave per year
• 7 days of sick leave annually
• Health insurance
• English-speaking clubs
• Corporate events and team-building activities
• Long-term cooperation
• Annual performance review
• All necessary technical equipment provided
• Hybrid work format: 4 days in the office, 1 day fully remote

Required Experience to Succeed in This Role:

• At least 1,5 years of experience in an HR / Recruitment role within a company
• Upper-intermediate level of English (spoken and written)
• Excellent administrative and organizational skills
• Experience conducting terminations, hearings, and managing HR documentation
• Comfortable working with data and HR systems (data-driven mindset)
• Strong interpersonal and communication skills
• Ability to manage budgets and prepare detailed HR reports
• Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field (nice to have)

About GraviraGravira is a product iGaming company building and scaling its own product for Tier-1 markets, with Canada as our key focus.
We move fast, communicate directly, and value ownership over bureaucracy.
We’re now looking for a Talent Acquisition Specialist who can take real ownership of hiring and grow together with the company.

Why This Role ExistsWe’re expanding the Talent team and looking for someone who can independently manage assigned vacancies, move candidates through the process quickly, and improve the way we hire.
You’ll work directly with the Head of Talent and gradually take ownership of full-cycle recruitment.
Initial focus:
 

• Media Buying
• Customer Support
• Payment Operations

• Other middle-level Product/Marketing roles

   

What You’ll Own

• sourcing and cold outreach;
• CV screening;
• recruiter interviews;
• candidate assessment and recommendations;
• communication with candidates and Hiring Managers;
• pipeline management in PeopleForce;
• follow-ups and next-step control;
• building talent pools;
• testing new sourcing channels and approaches;

• using AI and automation to reduce routine work.

   

We’re Looking for Someone Who

• 1.5-2 + years of experience in recruitment at a product company;
• knows how to search on LinkedIn/Djinni/Dou/Telegram;
• provided intros and interviews;
• is comfortable with cold outreach;
• is proactive and doesn’t wait for reminders;
• can manage several vacancies at once;
• communicates clearly and directly;
• pays attention to details;
• can take feedback and quickly adjust;
• wants to grow fast in the Talent Acquisition area;

• has English at B2+ level.

   

You’ll Fit Well If

• you see a problem and suggest a solution;
• you like speed and responsibility;
• you’re curious about the business, not only the vacancy;
• you can work independently but know when to ask for help;

• you want more ownership, not just more tasks.

   

What We Offer

• Remote, full-time
• Salary up to $1,500
• Direct work with Head of Talent
• Real ownership from the start
• Clear recruitment processes and tools
• AI and automation in daily work
• Fast growth toward full-cycle Recruiter/TA Specialist
• 20 paid vacation days

• 10 paid sick days

   

Hiring Process

1. Recruiter interview
2. Live sourcing/work simulation
3. Culture fit

No long take-home test.
We want to see how you think, search, prioritize, communicate, and react to feedback in real time.

Build Gravity of LuckWe’re looking for someone who doesn’t just “work with vacancies”.
We’re looking for someone who can take a hiring need, understand the goal, and move it forward.

We are looking for an HR Generalist who will combine recruitment and HR responsibilities. The main focus of the role will be sourcing and hiring specialists, communicating with candidates and managers, and supporting HR processes.
This position is a great opportunity for someone who wants to grow not only in recruitment but also gradually take on more responsibility for employee experience and HR processes.

Key Responsibilities
Recruitment — main focus:
 

• Full-cycle recruitment: from receiving a hiring request to the candidate’s start date;
• Sourcing candidates through LinkedIn, job boards, and other channels;
• Collaborating with Hiring Managers on candidate profiles, requirements, and vacancy status;
• Maintaining and updating the recruitment pipeline;
• Analyzing the effectiveness of sourcing channels and conversion rates.

HR Generalist Responsibilities:
 

• Supporting employees throughout the employee lifecycle;
• Participating in onboarding and adaptation of new employees;
• Communicating with employees and managers on HR-related matters;
• Supporting the organization of internal HR initiatives;
• Preparing HR reports.

What We Expect
 

• English — Upper-Intermediate or higher, with the ability to communicate with candidates and employees from different countries;
• Completed courses in Recruitment and HR;
• Understanding and practical experience with candidate sourcing through LinkedIn and other sourcing channels;
• Understanding of key HR processes and the employee lifecycle;
• Strong communication skills;
• Systematic approach and attention to detail;
• Proactive mindset and willingness to suggest improvements;
• Ability to handle multiple tasks simultaneously.

What We Offer
 

• Working hours: 10:00 AM to 7:00 PM (including a 1-hour lunch break);
• Paid vacation: 20 working days per year and 10 paid sick days per year;
• English lessons with a native speaker and interactive sessions (exercises, quizzes, and games);
• Performance reviews and rewards based on contribution and results;
• Corporate sessions with a psychologist and support for an open feedback culture;
• Necessary equipment provided upon request;
• Public holidays are days off;
• Team-building events and corporate activities;
• A friendly team of gaming and technology enthusiasts.

HRAVITY is looking for a Technical Recruiter to join our team. We are a technical recruitment agency placing Senior+ engineers and tech leaders at product companies and startups across the US and EU. We don’t do volume hiring, we work with small and mid-sized teams who care about hiring quality over speed.
 

Our team mainly works in a full recruitment cycle: from the first call with a hiring manager to an accepted offer. The focus of this role is on driving sourcing and recruitment efforts, as part of a small agile team. You'll run 1–3 open roles at a time, just enough to actually understand what each client needs and find the right person. This role is ideal for candidates with an educational background in IT or some initial experience in the tech field, who are eager to grow their career in recruitment.
 

WHAT AM I GOING TO DO?

• Active sourcing — most of your candidates won't be actively looking. You'll build outreach strategies, test new channels, quickly read what the market looks like for a given role, and iterate until you find what works.
• Job marketing — write JDs that attract the right people, choose where to post them, and manage the inbound flow
• Screening & interviews — you'll talk to a lot of people. For each conversation, there are two jobs: present the role in a way that makes the right candidate interested, and run a structured interview to assess whether they actually fit.
• Coordination — schedule interviews, keep all sides aligned, and make sure the process moves without unnecessary delays. The best candidate experience often comes down to this.
• Client collaboration — run discovery calls, ask the questions hiring managers didn't think to answer, and turn vague requirements into a search strategy. Iterate, update, be a partner and lead client through the process.
• Talent pipeline — build and maintain a reserve of strong candidates you've already vetted. Keep relationships warm so when a role opens, you're not starting from zero.
• Process & records — keep the ATS (Notion) clean, up to date, and document what works. We're a small team, so good habits here matter.
   

WHAT ARE THE QUALIFICATIONS?

• 2+ years in IT recruitment, ideally with US or EU markets
• Strong sourcer — you know your way around sourcing tools and automation, and don't rely on one channel
• Strong English (B2) — you'll be writing JDs, running interviews, and managing client relationships in it daily
• Education in IT or completed technical courses — you understand how software is built, can read a tech stack, and follow a conversation with developers
• Structured thinker — you communicate in a clear way, prioritize well, and can articulate your reasoning
• Self-driven — you manage your own workload, flag issues before they become problems, and don't need someone to check if things are moving. We trust people to own their work without being reminded.
   

WHAT ARE THE WORKING CONDITIONS?

• Remote-first setup, flexible working hours and unlimited vacation policy
• Supportive and collaborative atmosphere with flat hierarchies and BS-free environment
• Full tax and expense coverage, all necessary equipment, tools, and resources
• Competitive base salary with uncapped performance-based bonuses
• Comprehensive insurance coverage, gym memberships and more

Gamzix is a high-growth international licensed iGaming provider, creating high-performing games and scalable, cutting-edge solutions for the global market.

Our team of 150+ specialists operates globally, with Warsaw as our main hub office. We are driven by continuous improvement and a people-first culture where we communicate openly, win together, and truly enjoy the game we’re building.

We operate under an MGA B2B Critical Supply License and certifications from iTechLabs and GLI, ensuring our products meet high standards of quality, compliance, and performance across markets.

We are looking for an experienced HR People Partner to become a trusted advisor for managers and teams, driving key People initiatives, supporting organizational growth, and ensuring an outstanding employee experience throughout the entire employee lifecycle.

Key Responsibilities

• Partner with managers on people-related decisions, organizational changes, and team development.
• Support the full Employee Lifecycle, from Workforce Planning and Onboarding to Offboarding.
• Drive key People processes, including Onboarding, Probation, Performance Review, Career Development, Salary Review, and Employee Engagement.
• Conduct regular 1:1 meetings with employees to support their growth, engagement, and overall employee experience.
• Coach and consult managers on leadership, performance management, feedback, and employee development.
• Promote and embed the company’s culture and values across assigned teams.
• Develop, review, and improve HR policies, People processes, and internal guidelines to ensure consistency and scalability.
• Analyze People metrics, identify risks, and provide data-driven recommendations to managers and stakeholders.
• Facilitate employee relations cases, conflict resolution, and organizational change initiatives.
• Ensure consistency and quality across People processes and HR practices.
• Foster a positive employee experience and healthy team culture.

Requirements

• 3+ years of experience as an HR People Partner, HR Business Partner, Senior HR Generalist, or in a similar People role within an IT or product company.
• Strong understanding of the full Employee Lifecycle and modern HR/People practices.
• Experience driving Performance Management, Career Development, Employee Relations, Salary Review, and organizational change initiatives.
• Demonstrated ownership mindset with the ability to independently lead People initiatives from idea to implementation.
• Strong business partnering skills and the ability to build trusted relationships with managers at different levels.
• Confidence to challenge decisions, provide constructive feedback, and influence stakeholders through expertise and data.
• Proven ability to prioritize effectively, make decisions independently, and work in a fast-paced environment.
• Analytical mindset with experience using People metrics and HR data to support business decisions.
• Excellent communication, coaching, facilitation, stakeholder management, and conflict resolution skills.
• Experience working with HRIS systems (PeopleForce or similar).
• Upper-Intermediate (B2+) English or higher.

Nice to Have

• Experience working in iGaming, GameDev, SaaS, Product, or other fast-growing international technology companies.
• Experience with Organizational Design, Workforce Planning, or Succession Planning.
• Experience leading HR process optimization and People initiatives at scale.
• Experience facilitating workshops, training sessions, or leadership development programs.
• Experience supporting distributed or international teams.

Benefits

• 7 hour working day 10:00 AM — 6:00 PM (with the lunch break)
• Competitive salary in the IT field, paid taxes
• 10 days for paid sick leave
• 28 days of paid vacation: 18 and 10 days separately
• State holidays are paid
• Medical Insurance
• Courses/training reimbursement
• Referral bonus, if you bring people as talented as you
• Corporate English courses: business or general, morning or evening schedule
• People-oriented company with work-life balance
• Open and friendly communication
• Corporate team buildings and activities

Please note that feedback on your application will be provided within two weeks if a positive decision is made regarding your candidacy.

This is not a routine HR role🥰

We’re looking for a highly driven HR Specialist/People Partner who is ready to fully own the employee experience. Someone who thrives in a fast-paced environment, loves solving complex people challenges, and is motivated by making a real impact.

This role requires full dedication, strong ownership, emotional intelligence, and a true can-do attitude. You’ll work closely with employees and leaders, manage multiple priorities simultaneously, and constantly look for ways to improve how people experience work.
If you are energized by responsibility and excited by building meaningful employee journeys - this role is for you!

Your responsibilities will include:

• Manage and continuously improve the onboarding experience for new hires;
• Support employees through their adaptation period and ensure smooth integration into teams;
• Coordinate and manage offboarding processes with care and clarity;
• Conduct regular one-on-one People Partner meetings with employees;
• Act as a trusted point of contact for HR-related topics, concerns, and feedback;
• Ensure fairness and empathy in all interactions;
• Support performance review cycles;
• Promote a culture of continuous feedback and learning;
• Organize team-building activities (both in-office and remote), internal events, and culture initiatives;
• Design, run, and continuously improve employee engagement initiatives;
• Administer employee benefits programs (medical insurance, learning programs, etc.);
• Support compensation review cycles, benchmarking, and salary discussions;
• Support content creation for social media, career pages, and job platforms;
• Collect and share employee stories, testimonials, and team highlights;
• Ensure consistent communication of company values, culture, and EVP (Employee Value Proposition);
• Ensure a comfortable, safe, and well-organized workplace for in-office employees;
• Act as a point of contact for office-related requests and issues;
• Support hybrid and remote work arrangements from an operational perspective, including equipment, access, and logistics.
   

Requirements:

• 3+ years of experience in HR, People Partner, HR Generalist, or similar roles;
• Proven ability to fully own the employee experience across the entire lifecycle;
• English proficiency at Upper-Intermediate+ level (both written and spoken);
• Comfortable working in a hybrid format, with at least 2–3 days per week in the office;
• Strong communication and interpersonal skills, high level of ownership, accountability, and true can-do attitude.
   

What We Offer:

• Competitive compensation with performance-based incentives tied to your individual impact and business outcomes;
• Real ownership - you'll drive initiatives end-to-end, make independent decisions, and be accountable for results in your domain;
• Influence that goes beyond your role - contribute to strategic initiatives, cross-functional planning, and how we grow as a company;
• Mentorship and knowledge sharing - both ways: you'll learn from experienced colleagues and have room to share your expertise;
• Modern tools, structured development programs, workshops;
• English courses tailored for business communication;
• Clear career path with transparent promotion criteria;
• A culture built on empathy, trust, and openness - where initiative is encouraged, feedback is honest, and people actually care about each other;
• Remote work model with an office in central Kyiv;
• Medical insurance, paid vacation, sick leave, team events and corporate presents.

About TL

Traffic Label is a fast-growing, data-driven technology company operating in the iGaming and affiliate marketing space, building scalable products focused on performance, analytics and automation across global markets.

Role Overview

We are looking for a hands-on Group People Operations Manager to own the day-to-day people operation across our ventures and service teams.

You will make sure the employee lifecycle, people systems and core processes run reliably, while providing managers with practical support on performance, conduct, absence, retention and other people matters.

This is a broad, international role combining strong People Operations delivery with sound judgement and the confidence to help managers act on people risks and opportunities. You will work closely with the Group Operations Director, Talent Acquisition, Finance, Legal and local office teams.

Location: St. Julian’s, Malta; Prague, Czech Republic; Lviv, Ukraine
Working Model: Office-based or hybrid, depending on location
Reporting to: Group Operations Director

Key Responsibilities

• Own the end-to-end employee lifecycle, including onboarding, employee changes, probation, promotion, family leave, performance support, disciplinary processes and offboarding.
• Maintain accurate employee records, contracts, letters, organisational data and approval workflows.
• Own Humaans as the Group’s trusted people system, including data quality, access, workflows, templates, integrations and reporting.
• Provide managers and employees with clear, practical support, handling straightforward matters independently and escalating appropriately.
• Coach managers through difficult conversations and support performance, conduct, grievance and absence cases.
• Review People Scorecard results and other workforce signals to identify performance, leadership, engagement and retention risks.
• Work with managers to turn concerns into clear actions, owners and follow-up dates.
• Coordinate payroll-impacting changes with Finance and local payroll owners.
• Keep probation and other time-sensitive processes visible, ensuring actions do not drift or surface late.
• Maintain appropriate people policies and templates across the Group’s operating locations, using local specialist advice where required.
• Identify recurring issues and recommend practical improvements rather than treating each case in isolation.
• Simplify and automate people processes while protecting the controls and accountability that matter.
• Maintain a clear, usable People Operations playbook so key processes are understood and not dependent on one person’s knowledge.
• Provide a concise view of material people risks, interventions and outcomes without creating unnecessary reporting.

Skills and ExperienceEssential

• Strong generalist HR or People Operations experience within a growing, multi-entity or international business.
• Experience owning employee lifecycle processes and supporting managers with performance and employee-relations matters.
• Confidence working independently across multiple jurisdictions and knowing when specialist advice is required.
• Strong HR systems, workflow and process-improvement capability; experience with Humaans is useful but not essential.
• Able to use people data and employee feedback to identify risks and drive practical action.
• Excellent written communication, judgement and attention to detail, particularly when handling employee documentation and sensitive information.
• Comfortable balancing empathy, fairness and commercial reality.
• Calm and credible when dealing with sensitive or ambiguous situations.
• Approachable and supportive, but willing to challenge managers when action is needed.
• Fluent professional English.

Useful

• Experience working within technology, iGaming, affiliate marketing or another fast-moving international environment.
• Experience supporting distributed teams and multiple employing entities.
• Knowledge of Czech, Maltese, UK or Ukrainian employment environments.
• Experience improving or implementing HRIS workflows and integrations.
• Experience using performance frameworks, surveys or people data to support manager decision-making.

What We Offer

• A key role within a fast-moving iGaming brand backed by an established group.
• An open, creative environment with the autonomy to experiment and innovate.
• Clear opportunities to grow as the company scales.
• A competitive salary package and growth opportunities within the Traffic Label Group network.
• Flexible working hours built on trust and autonomy, supporting a healthy work-life balance.
• The option to work remotely at times during the year, in line with company policy.
• Regular team events, outings and celebrations.
• A collaborative culture that values input from across teams.

We are looking for a strategic, hands-on HR Lead to build further and lead ORIL’s HR and Recruitment function as we scale. This is a leadership role with full ownership — from talent acquisition and team building to compensation strategy and international expansion groundwork.

We see this role as one of the company’s key leadership functions. A business-oriented mindset, strong ownership, and accountability for outcomes are essential for success.

If you know what good recruitment looks like in a competitive market, and want to own the function rather than just run it — let’s talk.
 

What will you do?

• Lead and develop the internal HR & Recruitment team (3–5 people): set goals, run 1:1s, track performance.
• Own the full talent acquisition function: sourcing strategy, freelance recruiter & staffing agencies network, and direct hiring pipelines.
• Develop employee retention & growth strategies: build early-warning systems, improve regular 1:1 best practices, and implement career growth frameworks.
• Proactively monitor market trends through research to adjust HR & Recruiting approaches accordingly.
• Own and develop the Culture Index methodology across the company — from hiring to team composition and communication.
• Act as a key stakeholder of the EOS (Entrepreneurial Operating System) framework within the company, driving its alignment through people and cultural initiatives.
• Continuously adjust the company’s compensation strategy and benefits packages benchmarked to the market.
• Partner with the Finance team to implement and communicate workplace regulations, including Diya.City frameworks.
• Lead the strategic groundwork for international talent acquisition by researching potential locations, working conditions, and contracting models for new offices abroad.
• Process ownership. Leverage AI tools and modern HRMS platforms to automate routine tasks, improve workflows, and enhance the overall employee experience.
   

What do we expect?
 

Experience & Hard Skills:

• IT Leadership: 4+ years of total experience in HR and/or Recruitment, with at least 2 years in a solid IT leadership or Team Lead role.
• Market Expertise: Deep understanding of the Ukrainian IT market — recruitment channels, compensation benchmarks, and vendor landscapes.
• Strategic HR Toolkit: Strong practical knowledge of compensation strategies, modern retention frameworks, and complete employee lifecycle management.
• English: Upper-Intermediate or higher (fluent verbal and written communication with international advisors, partners, and candidates).
• Data-Driven Mindset: You measure success via retention rates, time-to-hire, and team velocity, rather than subjective assumptions.
   

Soft Skills:

• Extreme Ownership: You thrive when given a goal and the autonomy to figure out how to get there. You take full accountability for outcomes.
• Business-Oriented Mindset: You understand that HR metrics must align with financial and operational business goals.
• High Pace & Proactivity: You move fast, embrace change easily, and don’t wait for permission to fix a broken process.
• Assertive Leadership: Ability to challenge opinions constructively, guide stakeholders, and rally a team behind a vision.
   

Will be a plus:

• Hands-on experience with Culture Index or similar psychometric assessment tools.
• Experience or strong familiarity with the EOS framework.
• Prior involvement in scaling operations or hiring setups for new geographical locations.
• Familiarity with Diya.City regulations and Ukrainian IT labor law specifics.
   

We offer:

• Ability to grow with an ambitious niche-focused company
• Competitive compensation
• Hybrid work model (50/50 remote/office) based in our Lviv office, ensuring regular in-person collaboration and team leadership
• Comprehensive day-off policy, including public holidays and special events
• Accounting Support
• Education & certification budget + corporate education events and trainings
• Wellness budget
   

Application process:

• CV and LinkedIn profile pre-screening
• Culture Index (CI) assessment
• Initial screening: call with Recruiter
• Main interview with the COO & CEO

Sound like a fit? Send us your CV and LinkedIn profile — we’d love to hear about a specific case where you’ve made a measurable impact on a team or hiring process.

📍 Location: Warsaw, Poland, remote
💼 Cooperation type: Full-time

We're looking for an HR & Communication Specialist to own both HR and internal communications - from onboarding and employee experience to internal culture and communications. Great fit for someone who enjoys building community, managing employee experience end-to-end, and wants to grow further in HR.

 

Responsibilities:

• Own end-to-end onboarding: manage and enhance the experience for new hires, ensuring they feel welcome and fully integrated into the company culture.
• Conduct regular one-on-one meetings with teammates to understand their needs, challenges, and aspirations.
• Partner with team managers to enhance team member well-being and engagement.
• Streamline offboarding processes to ensure smooth transitions, conducting exit interviews.
• Support and help shape our internal Employee Value Proposition (EVP).
• Own internal communications: plan and run internal initiatives, celebrations, and engagement activities that keep the team connected and motivated.
• Develop and implement communication strategies to strengthen our internal brand and promote a positive teammate experience.
• Organize team-building activities and events.
• Support the implementation of learning and educational programs.
• Own merch management: including stock, ordering, and shipping across Europe (welcome packs, conference merch, and other team swag).
  
   

Requirements:

• 3+ years of experience in HR, employee engagement, and internal communications.
• Exceptional project management and organizational skills with keen attention to detail.
• Ability to manage multiple tasks and initiatives simultaneously in a fast-paced environment.
• Strong problem-solving and critical thinking skills for informed decision-making.
• Proactive and creative mindset.
• High level of empathy and emotional intelligence.
• Genuine passion for improving the teammate experience and fostering a positive work culture.
• Self-motivated, adaptable, and committed to continuous improvement.
• Proficiency in work organization tools: HRIS, Jira, Confluence, Google Workspace.
• Presentation and visual content creation skills (Google Slides, Figma, Canva, and others).
• Proficiency in English at a minimum B2 level.
• Native/fluent Ukrainian.

Excited to join us? Submit your CV and let’s get started!

Let’s Start With a Hello 👋

At Azura Infinity, we’re looking for a Global Talent Acquisition Manager who knows that great recruitment starts long before a vacancy is posted.

We work across global markets, different GEOs, cultures and talent landscapes — and we’re looking for someone who can turn an unfamiliar market into a clear talent map and a challenging vacancy into a sourcing strategy.

Someone who doesn’t stop at:

“There are no candidates.”

But asks:

Where are they? Which companies are they working for? Where do they communicate? Who knows them? What would make them talk to us? And what haven’t we tried yet?

Because for us, Talent Acquisition isn’t about spending more on endless job advertising.

It’s about knowing the market well enough to know where to look.

What You’ll Be Doing 

Own global talent searches.
Work across international markets and GEOs, adapting your sourcing approach to each market rather than applying one recruitment strategy everywhere.

Go deep into market mapping.
Identify donor companies, key professionals, competitors, team structures, local talent clusters, communities, salary benchmarks and talent movement.

Know where to start.
When a new role or GEO lands on your desk, your first question shouldn’t be “Where can I post it?” but “Where does this talent actually sit?”

Build sourcing strategies from scratch.
Define target companies, candidate profiles, sourcing channels, outreach approaches and market entry points before investing time and budget into advertising.

Go far beyond LinkedIn.
Explore local platforms, niche communities, professional networks, industry events, referrals, social media, databases and unconventional sourcing channels.

Hunt people who aren’t job-hunting.
Proactively identify and engage passive talent, including niche, Senior, Head and executive-level professionals.

Conduct interviews that go beyond the CV.
Dig into real achievements, expertise, decision-making, motivation, market knowledge and career logic — understanding the person behind the profile.

Build warm global talent pools.
Strong candidates shouldn't disappear just because there isn’t a suitable vacancy today. Build relationships that give us a head start when tomorrow’s hiring needs appear.

Bring Talent Intelligence to the business.
Research compensation, candidate expectations, competitor activity, talent availability and market trends — and turn those insights into actionable recommendations.

Understand what actually works.
Analyse sourcing channels and recruitment funnels instead of measuring success by the number of CVs generated.

Challenge the search before challenging the market.
Before concluding that “there are no candidates”, understand what was searched, where, how, with which message — and what the market data is actually telling us.

Make every search smarter than the previous one.
Build market maps, donor-company lists, sourcing playbooks and channel libraries so we accumulate knowledge instead of starting every vacancy from zero.

What We’re Looking For 

Must-have:

• Strong iGaming / Betting expertise — you already understand the industry, its ecosystem, key players and talent landscape.
• Proven experience in Global Talent Acquisition / International Recruitment across multiple GEOs.
• Strong hands-on headhunting and executive search experience.
• Experience recruiting niche, senior and hard-to-find professionals.
• Ability to independently research and map a new talent market from scratch.
• Experience with Talent Intelligence, competitor research and donor-company mapping.
• Strong sourcing expertise beyond traditional LinkedIn searches and job boards.
• Ability to conduct deep, structured and competency-based interviews.
• Strong analytical mindset and understanding of recruitment funnels, sourcing efficiency and market response.
• Ability to build and maintain an international professional network and warm talent pools.
• English B2+/C1 — a must. You’ll use English daily with candidates and stakeholders across global market

GR8_TECH builds B2B iGaming platforms for operators who play to lead.

We deliver full-cycle, high-impact tech designed to scale — from seamless integrations and expert consulting to long-term operational support. Our platform powers millions of active players and drives real business growth. Call it what it is: the iGaming Platform for Champions.

With 1000+ GR8 people across locations and time zones, we don’t just ship technology — we help operators build success stories across brands, markets, and geos.

Our ambition drives us. Our people make it real.

If you’re a challenger in spirit and a champion in action — join us.

Why this role exists:

The purpose of this role is to develop, manage, and optimize the HR Administration function across the company. It combines operational leadership, team management, compliance oversight, and hands-on project execution. The position ensures accurate employee records, seamless HR processes, compliant payroll processing, and efficient global HR operations.

What you’ll drive:

HR Operations & Employee Lifecycle

• Accompanying all core HR processes (onboarding, promotions, internal transfers, offboarding, relocation) in terms of documentation and paperwork.
• Maintaining accurate and up-to-date employee records (personal info, attendance, disciplinary actions) and organizational structures in the HRIS.

• Managing and scaling HR Administration operations across various targeted locations and international jurisdictions.

   

Payroll Processing & Compliance

• Verifying and submitting accurate base salary and timekeeping data to Finance, ensuring exact calculations of salary deductions and timely employee payments.
• Ensuring full compliance with local employment laws, migration processes, salary payments, and global HR best practices.
• Managing HR audits, compliance task tracking, and maintaining legally required documentation.

• Handling migration processes in alignment with local legal requirements.

   

HR Policies & Procedures

• Leading the full life-cycle of HR policies: from development and implementation to alignment with company values and local laws.

• Ensuring transparent communication so employees understand and adhere to company policies.

   

Team Management

• Supervising, mentoring, and leading a team of HR Administration specialists.
• Setting priorities, delegating tasks, monitoring performance, and conducting regular evaluations.

• Identifying team gaps, creating targeted action plans, and fostering professional development.

   

Project Management & Process Optimization

• Leading HR Administration projects, such as launching hiring in new locations or enhancing operational efficiency.

• Driving automation, digital transformation, and process optimization within HR Admin workflows using advanced HRIS tools.

   

Data Analysis & HR Reporting

• Analyzing salary-related and operational HR data to generate management reports.

• Identifying trends or unusual fluctuations to support data-driven decision-making.

   

What makes you a GR8 fit:

Must-have

• 5+ years of extensive experience within the HR Administration / HR Operations function.
• 2+ years of proven experience in managing a team of HR Administration specialists.
• A portfolio of successful HR Admin projects (e.g., launching hiring in new regions, process automation, transformation of salary payment approaches).
• Advanced user of HRIS and HR automation tools.
• Strong background in labor law, official employment legalities, migration regulations, and B2B contractor frameworks in an international setting.
• Strong analytical mindset with experience handling large datasets to derive insights and build data-driven solutions.
• High level of autonomy, decision-making capability, and accountability for team results.
• Ability to manage complex cross-functional projects and drive change management effectively.
• Excellent verbal and written communication skills with strong presentation abilities for executive stakeholders.

• Proactive mindset focused on continuous process optimization and innovation.

   

Nice-to-have

• Experience working with HiBob HRIS.

• Experience supporting People Operations across Spain, Poland, and Cyprus.

   

Why you’ll love working here: 

Benefits Cafeteria — annual budget you allocate to:

Sports • Medical • Mental health • Home office • Languages.

Work-life & support

• Paid maternity/paternity leave + monthly childcare allowance.
• 20+ vacation days, unlimited sick leave, emergency time off.
• Remote-first + tech support + coworking compensation.
• Team events (online/offline/offsite).

• Learning culture with internal courses + growth programs.

   

Our culture & core values:

GR8_TECH culture is how we win — through trust, ownership, and a growth mindset. We move fast, stay curious, and keep it real, with open feedback, room to experiment, and a team that’s got your back.

FUELLED BY TRUST: we’re open, honest, and have each other’s backs.

OWN YOUR GAME: we take initiative and own what we do.

ACCELER8: we move fast, focus smart, and keep it simple.

CHALLENGE ACCEPTED: we grow through challenges and stay curious.

BULLETPROOF: we’re resilient, ready, and always have a plan.

An international product-based iGaming company, a B2B game provider with over 12 years of experience in the market, is looking for People Business Partner who can operate close to the business, work directly with leaders on organisational challenges, and help maintain a high-performance environment without turning the company into a bureaucratic HR machine.

We are looking for someone who can:

– help leaders make strong people decisions;

– maintain high talent quality;

– identify organisational risks early

– and ensure leadership, hiring, and performance problems do not silently accumulate over time.

Main Responsibilities

– Partner with leaders on hiring, team structure, organisational effectiveness, performance, ownership gaps, and delivery risks.

– Push discussions toward decisions and outcomes instead of endless alignment loops.

– Help leaders define what “strong” actually means for critical roles and challenge weak hiring compromises.

– Support leaders in addressing underperformance early and directly.

– Identify early organisational signals such as leadership gaps, burnout, unhealthy dependencies, misalignment, or execution risks.

– Help improve feedback quality, leadership practices, and decision consistency across teams.

– Support practical and scalable organisational approaches instead of overcomplicated HR frameworks.

– Contribute to improving internal documentation, operational clarity, and AI-supported People knowledge infrastructure over time.

Mandatory Requirements

– 5+ years of experience in HRBP, Head of People, HRD, organisational partnership, or similar leadership-facing roles.

– Strong coaching experience (coaching managers/team leads on people-related matters, performance and development).

– Ability to challenge stakeholders directly, constructively, and without unnecessary politics.

– Practical AI usage in professional work (ability to use AI to improve/automate People processes and daily work).

– Upper-Intermediate English or higher, Ukrainian fluent.

– Strong judgment and ability to operate in ambiguous situations.

– High level of ownership, maturity, and communication clarity.

We offer

– Remote

– Medical insurance (+1 coverage option)

– Professional development reimbursement

– Online English classes

– Employee referral bonus program

– Opportunity to shape and scale modern People Operations in an international product company