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Were now looking for an experienced Talent Acquisition Partner to join our growing global TA team.

Were looking for someone highly versatile, business-oriented, and intellectually curious, who knows how to operate as a true talent partner to the business. Someone who can manage multiple searches across different functions simultaneously, influence stakeholders, challenge thinking when needed, and create a high-quality hiring experience while moving fast. Conduct end-to-end recruitment processes, including intake meetings, sourcing, interviews, stakeholder management, candidate experience, and offer negotiations across multiple business functions.

Lead day-to-day communication with candidates and hiring managers, drive interview processes forward, and act as a strategic talent partner throughout the hiring lifecycle.

Youll work closely with leaders across the company and play a key role in shaping how Port scales globally.



About your day-to-day:

Lead full-cycle recruiting across a wide variety of business and various functions globally, including Sales, Customer Success, Marketing, Partnerships, Operations, technical positions, and additional strategic roles.
Partner closely with hiring managers and leadership teams to define role strategy, calibrate profiles, advise on market realities, and drive hiring decisions.
Act as a true business partner throughout the process, bringing structure, insights, and strong judgment rather than simply coordinating interviews.
Build proactive sourcing strategies and engage high-quality passive talent through thoughtful outreach and market mapping.
Manage multiple searches simultaneously in a fast-moving, high-growth environment while maintaining a high bar for quality and candidate experience.
Drive structured and efficient hiring processes with clear communication, strong stakeholder management, and excellent candidate care.
Bring data and recruiting insights into conversations to improve hiring effectiveness and support better decision-making.
Help strengthen Ports employer brand and candidate experience across every touchpoint.

We are seeking a highly motivated, entrepreneurial Senior Technical Talent Acquisition Specialist to spearhead our technical hiring efforts across our main technical hubs: France, Slovenia, Israel. In this role, you will act as the strategic lead for tech recruitment, driving the sourcing and hiring strategy and technical employer branding strategy for our engineering and product teams.
As a key member of our Global People & Culture team, you will be the driving force behind attracting the top-tier engineering and product talent that builds our world-class technology. This role is perfect for a recruitment expert who thrives in a fast-paced, high-tech environment, possesses a deep understanding of the local and international developer landscape, and wants to shape how the engineering community perceives our brand.
What will you do?
Tech Recruitment Leadership & Strategy
Lead the Tech Talent Strategy: Act as the primary architect for our global technical recruitment efforts, defining sourcing strategies and setting benchmarks for tech hiring success.
Leadership Partnering: Act as a trusted talent advisor to P&C Business Partners, engineering and product leadership, and hiring managers; optimize interview processes to ensure high-quality hires and a seamless candidate experience.
Talent Mapping & Market Intelligence: Map talent pools in specific tech areas across regions and conduct competitive analysis on competitor hiring practices to differentiate our employer brand.
Technical Employer Branding & Community Engagement
Shape the Tech Brand Narrative: Partner with Engineering leadership and marketing to craft compelling content, engineering blogs, and social media campaigns that highlight our technical challenges, culture, and innovation.

We're seeking a detail-oriented HR & Systems Coordinator to join our team as key role combining HR, systems, and global project management.
Key Responsibilities:
Execute global H2R projects in collaboration with local and international teams.
Operate the global HRIS (Workday) including maintenance, training, and user support.
Take full ownership of the companys Equity/Stock Plan, including employee and management interfaces.
Manage interfaces and integrations between payroll systems (Hilan) and global HR systems.
Drive continuous process improvements, digitalization, and change implementation.

We are looking for a Technical Account Manager (TAM) to ensure the long-term success of our merchants in Europe. This candidate will aid the different teams in our company with the technical aspects of the product by providing technical coverage to customers. Technical account managers are highly knowledgeable about the product and its capabilities, while maintaining an overview of precisely how customers use the products and services provided by our company. With proper analytics and reporting, TAMs can use that data to assist in enhancing the customer experience and customer satisfaction set forth by management.
The TAM role in our company offers a great chance for the right candidates to shape the relationship with our companys most strategic customers and work alongside top management.
Responsibilities:
Be responsible for a group of strategic merchants.
Be the first escalation point for technical issues.
Advocating for the customer internally in our company, drive to customer satisfaction.
Document and maintain internal knowledge related to merchant use cases and implementation.
Ensure monitoring in place for merchant-relevant use cases.
Manage periodic meetings with the merchants - go over open issues, incidents, and IRs.
Join QBRs with the CSM and the merchants and present stats of merchant tickets and detailed status on high-profile issues.
Analyze open cases and reported issues, look for ways to improve the service, and solve repeating issues for the customer.
Train and advise customers on how to use the products effectively.
Have periodic internal sync meetings with the CSMs about customers health and status.
Help with leading RCAs and IRs.
Conduct quarterly meetings with the product team to review the top 10 merchant main repeating production issues.
Supporting merchants in preparing for major sales activities.

We are seeking an execution-driven HR Excellence Director to lead and optimize core HR processes across the organization. This role is responsible for driving company-wide HR cycles, including performance reviews, compensation reviews, and cross-company processes, while also leading organizational development programs and learning initiatives, and ensuring operational excellence.
The ideal candidate combines a strong HR mindset, excellent project management capabilities, a data-driven approach, and proven experience in leading teams and large-scale HR processes in a global environment.
Temporary position until Feb/ Mar 2027.
Responsibilities:
Lead and own company-wide HR processes, including compensation reviews, performance review and such.
Design and implement cross-organizational programs, including leadership development initiatives.
Drive operational excellence by improving, scaling, and standardizing HR processes using data-driven insights.
Partner with senior leadership, HR team and cross-functional stakeholders to support strategic business priorities.
Ensure compliance and support internal and external audits, maintaining alignment with company policies and regulatory requirements.

We are looking for a strategic and hands-on AI-Enabled Learning & Development Expert/Manager to lead and scale our global learning culture. This role is heavily focused on designing impactful learning experiences, strengthening instructional design capabilities, and integrating AI-driven learning solutions into employee development.
You will partner closely with business leaders, HR, and cross-functional stakeholders to build innovative learning programs that drive performance, leadership growth, engagement, and organizational effectiveness across the company.
This is an opportunity to shape the future of learning in a fast-growing, mission-driven organization where experimentation, innovation, and continuous development are highly valued.

we're looking for an HRIS Specialist to help scale our HR systems and processes. In this role you'll combine HR expertise with data-driven insights and AI to drive system adoption (Bob HRIS & Workforce Planning), optimize processes, and deliver solutions that enhance efficiency and decision-making across the organization.
Responsibilities:
Partner with HR, HRBPs, Finance, and business stakeholders to define and implement global HRIS processes (WFP, position management, employee lifecycle)
Own and optimize Bob system configuration - positions, org hierarchy, workforce planning models - and drive data integrity and standardization
Lead HRIS projects end-to-end: gather requirements, manage timelines, and support integrations between HR and business platforms
Leverage data analytics, BI tools, and advanced Excel to deliver actionable insights for HR and leadership
Utilize AI-powered tools (e.g., Copilot, generative AI, automation platforms) to improve HR processes and reporting
Provide training and ongoing support to global HR users; stay current with HRIS, AI, and HR tech trends

We are looking for a highly analytical, proactive, and business-oriented People Analytics & HR Operations Analyst to support a fast-paced global organization.
This role sits at the intersection of HR, operations, and analytics, combining strong data capabilities with a consultative approach to partnering with stakeholders across the business. The ideal candidate is comfortable working with complex people data, improving processes, building reports and dashboards, and translating insights into clear recommendations that support decision-making.
This is an excellent opportunity for someone who enjoys solving business problems through data and wants to grow in a role with broad exposure across people operations and business analytics.
How will you make an impact?
Own and maintain HR data across systems, ensuring accuracy, consistency, and integrity
Manage headcount-related reporting and analysis, including forecasting, movements, targets, overlaps, and trends
Analyze HR and business metrics to identify patterns, root causes, risks, and opportunities
Translate complex data into actionable insights and clear recommendations for stakeholders
Build, automate, and improve recurring reports, dashboards, and executive presentations
Partner with cross-functional stakeholders to define KPIs and reporting needs
Support process improvement initiatives across HR operations and reporting workflows
Provide day-to-day HR operational support in partnership with HR shared services, including employee requests, reporting, and system updates
Act as the local HR Operations point of contact for the Israel-based CX organization
Lead and support HR-related projects and programs as needed.

Were looking for a highly capable People Partner to become a key force multiplier within our HR team.

This is not a classic HRBP role, nor a traditional HR Operations role. Were looking for a true builder - someone who loves creating structure from scratch, improving the way things work, turning ideas into reality, and helping evolve a thoughtful, high-performing organization.

Youll work closely with the HR team and key stakeholders on company-wide initiatives, OD processes, manager enablement, and strengthening the HR infrastructure of a growing global company.

This role is ideal for someone who thrives in fast-paced startup environments, combines strategic thinking with strong execution, navigates people dynamics with maturity, and naturally leverages modern AI tools to improve productivity and decision-making.

Youll have significant ownership, autonomy, and impact on how the company grows.


What youll do:

Drive and support HR programs & infrastructure

Build HR programs, processes, and frameworks from the ground up.
Support core HR cycles, including performance reviews, compensation reviews, engagement surveys, and calibration processes.
Design and lead learning experiences, workshops, and development initiatives across the company.
Improve and optimize workflows, systems, policies, and operational infrastructure.
Drive HR analytics and reporting to support business decisions.


Partner with managers and teams

Act as a trusted thought partner and support both managers and ICs through people-related challenges, talent development, and organizational dynamics.
Help strengthen communication, collaboration, and employee experience across the company.


Work as part of a collaborative and impact-driven HR team

Partner closely with the Head of HR and HR team on multiple initiatives
Independently lead projects from idea to execution
Bring structure, prioritization, and clarity to a fast-moving environment
Help evolve the HR function for the companys next stage

Required People Infrastructure Lead (Systems, Data & Compensation)
Tel Aviv Full-time Senior
About The Position
Anext-generation Cloud Security Platform that leverages runtime context to identify and prioritize critical risks, providing precise insights and efficient cloud security management. Unlike traditional tools, we use runtime data proactively for risk prioritization and posture insights, ensuring teams focus on what truly matters. With industry-leading efficiency and eBPF-powered sensors, we deliver comprehensive capabilities - including agentless cloud posture discovery, real-time threat protection, and integrated API security. We're in a period of significant growth. There's an enormous amount to build, improve, and shape - and every hire changes the trajectory of the company.
What this role is;
Think of this as the platform engineering role for our People function. Just like a platform team builds the systems that let engineers ship fast - you'll build the operational layer that lets the entire company run fast.
Real-time data. Automated workflows. Compensation logic that actually scales. No legacy systems to untangle, no inherited processes to maintain. Full ownership over how People infrastructure gets designed, built, and operated .
This isn't traditional People Ops. It's the technical backbone behind it.
What you'll build:
Own the People infrastructure end-to-end - HiBob and the integrated ecosystem around it.
Engineer frictionless, automated lifecycle workflows across the entire employee journey - from offer to offboarding.
Build the compensation infrastructure from the ground up: leveling, salary bands, benchmarking, and the logic that ties them together.
Turn organizational data into a real-time, high-fidelity source of truth that leaders actually trust.
Deploy AI and automation to eliminate manual work - not assist it.
Give leadership the visibility and operational agility to make fast, confident decisions at any scale.
These are the core domains. What you build within them and how - is largely up to you.
You'll thrive here if:
You've built People systems from scratch - not maintained someone else's.
You think in systems and data, not tickets and tasks.
You're technically comfortable - you can turn a People challenge into an automated workflow without waiting for IT.
Compensation logic excites you, not intimidates you.
You've worked in a high-growth environment and know exactly what breaks at scale.
You're excited by using AI to replace manual work - not just dress it up.
You move decisions forward instead of getting stuck in discussions.

We are seeking a Talent Acquisition & HR Admin professional to join our team for an 8-month maternity leave replacement position. In this role, you will support end-to-end recruitment processes, employee experience initiatives, and ongoing HR operations in a dynamic startup environment. You will work closely with hiring managers, employees, and cross-functional teams to ensure an efficient, organized, and positive employee and candidate experience.
The Talent Acquisition and HR Admin reports to the HR Director.
What Youll Do:
Lead full-cycle recruitment for technological roles.
Build strong, collaborative relationships with hiring managers to understand business goals, team culture, and hiring needs.
Utilize creative sourcing strategies and tools to attract top-tier talent in a competitive market.
Ensure a professional and transparent candidate experience that reflects company values.
Support and execute various HR projects (e.g., employee surveys, volunteer initiatives, internal communications, and policy updates).
Lead and create employee experience initiatives, including onboarding, recognition programs, celebrations, team-building activities, lifecycle events, happy hours, holidays, volunteer activities, and more.
Manage and organize HR systems and lead HR process improvements.