Top Artificial Intelligence HR & Recruiting Jobs

Own People Operations across the US, UK, and Canada, including employee support, onboarding, offboarding, HRIS administration, benefits, compliance, policies, and documentation. Build scalable processes, self-service resources, and automation while managing sensitive employee matters and vendor relationships. This role operates independently as the primary People Operations owner and supports continuous improvement across the employee experience.

Owns full-cycle recruiting for go-to-market and sales roles, including sourcing passive candidates, screening, stakeholder calibration, candidate closing, and high-touch candidate experience. Builds recruiting infrastructure such as ATS processes, reporting, referral programs, and operating cadences. Partners closely with founders and leadership to define roles and attract high-performing talent in a competitive market.

Source and engage technical talent for Engineering and other technical roles. Develop creative sourcing strategies, research talent markets, personalize candidate outreach, and build relationships. Partner with recruiters and engineering leaders to calibrate searches, improve recruiting processes, and deliver exceptional candidate experiences. Experiment with AI and new tools while taking on increasing ownership across the recruiting process.

Manage end-to-end global mobility, immigration, relocation, and international assignment processes across the U.S., NORAM, EMEA, and APAC. Partner with vendors, HR stakeholders, recruiters, managers, and employees; ensure regulatory compliance; handle complex cases; develop policies and training; benchmark best practices; improve processes and metrics; and support global mobility projects in a fast-growing organization.

Own full-cycle technical recruiting for software, research, data, operations, and hardware roles. Responsibilities include sourcing through specialized networks, screening candidates, running structured interview loops, leading debriefs, partnering with hiring managers, maintaining Ashby pipeline hygiene, tracking recruiting metrics, improving hiring processes, and closing candidates in competitive markets.

Build and improve Videa’s People Operations foundation, including onboarding, employee information hubs, policies, documentation, self-service tools, and scalable infrastructure. Identify employee lifecycle gaps, use AI and automation to simplify People programs, and independently turn ideas into useful systems. Partner with the VP of People on experiments and initiatives while gathering employee feedback and improving the overall employee experience.

Supports HR and operational administration, including employee onboarding, compliance reporting, payroll and recruiting coordination, vendor database management, data validation, document audits, and cross-functional follow-up. Maintains reports, ensures policy compliance, handles confidential information, and manages ad hoc projects across HR, accounting, payroll, legal, and recruiting. The role is onsite in Frisco, Texas and requires strong organization, communication, attention to detail, and Microsoft Office proficiency.

Own the full-cycle recruiting process from sourcing and recruiter screens through interviews, offer negotiation, and closing. Build outbound pipelines using LinkedIn Recruiter, referrals, and talent mapping; manage candidate workflows in the ATS; partner with hiring managers; assess candidate fit; and use AI and automation to improve recruiting efficiency. The role supports hiring across engineering, product, sales, marketing, and other functions in a fast-paced startup environment.

Own full-cycle recruiting for revenue, sales, growth, marketing, partnerships, people, and finance roles. Partner with hiring managers on role definition, sourcing, interviews, offers, and closing. Build scalable recruiting programs, including scorecards, interviewer training, referrals, candidate experience standards, and diverse pipelines. Track recruiting metrics such as pipeline health, conversion rates, time to fill, offer acceptance, and quality of hire while advising leaders on compensation and hiring decisions.

Own end-to-end technical recruiting for mechanical, manufacturing, process, test, and quality engineering roles in a hardware environment. Build competency maps, train and calibrate interviewers, analyze talent competitors, and maintain high hiring standards. Manage the staffing agency relationship for hourly contract technicians, including selection, negotiation, SLAs, quality audits, conversion, and retention. The role is fully in-person and requires comfort working on a manufacturing shop floor.