Requirements
- 5+ years of software engineering experience, with at least 2+ years focused on building AI/ML-powered applications or agentic systems in production.
- 2–3+ years of experience working on HR, People Operations, or people technology problems—either at an HR tech company, on an internal People Engineering team, or in a technical role embedded within an HR function.
- Strong fluency with AI and workflow automation tools, with demonstrated experience designing, deploying, and driving adoption of AI solutions within HR workflows
- Demonstrated hands-on experience designing and deploying AI-powered or automated workflows in a production environment used by others, not just experimentation.
- Deep working knowledge of Workday, including job change workflows, worker conversions, EIB data uploads, integration architecture, and payroll dependencies.
- Systems thinker with a strong implementation mindset — able to move from discovery → design → build → deployment → optimization without relying on external consultant
- Proficiency with AI tooling stack: n8n, Python, Claude API/Anthropic SDK, or equivalent.
- Experience connecting HR systems via API is required.
- Strong analytical problem-solving skills with the ability to structure ambiguous people questions into clear, actionable, automated analysis.
- Solid understanding of employee data classification, PII handling requirements, and cross-jurisdictional HR compliance obligations.
Nice to Have
- Experience with Workday Prism, Qualtrics, or other BI and HR analytics tools for people data reporting and strategy automation.
- Experience using AI for text analysis, survey insights, or workflow automation in an HRIS or people analytics context.
- Experience with Ashby including API integration and pipeline automation.
- Experience with spreadsheet automation (Google Apps Script or equivalent) and advanced proficiency in Excel and Google Sheets for analytics solution development.
- Python or R programming skills for people data analysis, modeling, or pipeline automation.
- Background in HR technology platform administration: HRIS, ATS, survey platforms, or workforce management systems.
- Prior experience standing up or operating an HR automation or people analytics function.
- Degree with a quantitative focus (Industrial-Organizational Psychology, Mathematics, Statistics, or equivalent) combined with applied technical automation experience.
- Experience in fintech, crypto, or a high-growth remote-first company where HR systems serve employees across 50+ countries.
