Why this grade
This listing scored 23/100, which is an F. It lost the most ground on pay transparency.
- Description depth 20 / 20 How much the posting actually says about the work, measured in characters of real text.
- Corroboration 10 / 10 Whether more than one source carries this listing.
- Remote clarity 8 / 15 Whether "remote" means anywhere, or is quietly restricted to one country.
- Role specificity 0 / 10 Whether the listing is tagged well enough to tell what the role actually is.
- Freshness 0 / 15 How recently it was posted. Older postings are likelier to be filled or abandoned.
- Pay transparency 0 / 25 A published salary range, worth more than any other single factor because it is what a candidate cannot find out without applying.
-15 Ghost-job penalty — Deducted for signals that this posting may not be a real, currently-open role — staleness, repeated relisting, or talent-pool language.
Every figure above is arithmetic over the posting itself — its salary field, its text, its age, its tags and how many sources carry it. How the grades work →
About A1
There are over 5 billion users using basic applications today such email, notes, tasks that are not AI-native. Our mission is to build a proactive smart assistant for everyday users to bring intelligence to conversations, errands, organising and workflows, with minimal prompting.
Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. The system must handle multi-step reasoning, interact with external tools, and remain reliable despite non-deterministic model behavior. Our objective is to help users complete tasks daily enjoyable with over ~90%* reduced time.
Role
People systems are the foundation of how organisations hire, manage, and develop talent. We are looking for a Head of People Systems who can design and own the technology infrastructure behind recruiting, HR operations, and workforce data.
This role sits at the intersection of People Operations and Engineering. It combines systems architecture thinking with a deep understanding of how modern organisations hire, operate, and scale.
You will design and build the systems infrastructure that supports a growing, world-class team, enabling scalable hiring, efficient operations, and reliable workforce data across the company.
What You'll Do
Define the People Systems Strategy
Define the long-term systems architecture supporting recruiting, HR operations, and workforce data
Assess current HR and recruiting systems and identify opportunities to improve automation, data quality, and operational efficiency
Design a scalable technology foundation for hiring, employee lifecycle management, and workforce analytics
Ensure people systems support rapid company growth and data-driven decision-making
Build the People Systems Infrastructure
Design and implement systems supporting recruiting workflows, employee lifecycle management, and internal operations
Evaluate, integrate, and manage HR technology platforms and internal tools
Build reliable integrations across recruiting systems, HRIS, payroll, and internal data platforms
Ensure data quality, governance, privacy, and security across all People systems
Drive the Systems Roadmap
Establish and maintain a clear roadmap for People systems and HR technology
Prioritize improvements that increase operational efficiency and data visibility
Partner closely with engineering teams to implement systems and integrations effectively
Partner with Leadership
Work closely with People, Recruiting, Operations, and Engineering leaders
Ensure people systems support workforce planning, hiring velocity, and organisational growth
Improve employee experience through well-designed systems and processes
Help leadership make better decisions through reliable workforce data
What You'll Need
Strong experience with HR systems, recruiting systems, or internal operational platforms
Technical background: degree in Computer Science, Information Systems, Engineering, or equivalent hands-on technical experience. You can speak fluently with engineers about APIs, data models, system architecture, and integration patterns
Strong understanding of systems architecture, data pipelines, and integration patterns
Experience building or scaling people systems in a growing organisation is a plus
Ability to translate operational needs into effective systems
How We Work
The best products today in the world were built by small, world class teams. We are a high talent density and hands-on team. We make decisions collectively, move at rapid speed, striking a balance between shipping high quality work and learning. Joining our team requires the ability to bring structure, exercise judgment, and execute independently. Our goal is to put in hands of our users a truly magical product
Interview process
If there appears to be a fit, we'll reach to schedule 3, but no more than 4 interviews.
Applications are evaluated by our technical team members. Interviews will be conducted via virtual meetings and/or onsite.
We value transparency and efficiency, so expect a prompt decision. If you've demonstrated the exceptional skills and mindset we're looking for, the process to offer may be shorter.
Originally posted on Himalayas
Apply for this role Opens himalayas.app — the link as listed; we have not yet verified it is the employer's own page
Where this listing came from
- 13 Jul 2026 Himalayas first sighting
Seen on 1 board over 0 days.