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Since the launch of Amity Social Cloud in 2020, we went from 15 to 250+ employees across four offices - Bangkok, London, Milan, and San Francisco - and from 0 to 100+ global clients, including leading companies such as Harley-Davidson, Pernod Ricard, Noom, Betano and more.
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The management team also includes the co-founder of Spoj.com (1M+ developer users) and NK.pl (13.5M+ users) and experienced growth leader who has scaled companies with multiple exits. Our primary developer offering is an ultra-performant Data Processing Framework (unified streaming + batch) with a Python API, distributed Rust engine, and capabilities for data source integration & transformation at scale (Kafka, S3, databases/CDC.
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We have a fast-growing team that’s distributed around the world, with offices in San Francisco and New York City. Our team has years of experience building and operating business-critical machine learning systems at leading tech companies like Uber, Google, Meta, Airbnb, Lyft, and Twitter.
$133,000 - $237,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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What you’ll bring to Circle:Principal Product Manager 10+ years of relevant experience in implementing KYC, AML, or Sanctions technologies in scaled companies, including leading programs for Fintech or crypto businesses.
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Trellis is led by third-time fintech entrepreneur, Daniel Demetri, who has previously founded multiple fintech and insurtech startups that now operate as publicly-traded companies. We have backing from multiple top venture capital investors, including QED (Credit Karma, SoFi), General Catalyst (Airbnb, Stripe), Nyca (Acorns, Revolut), as well as Amex Ventures.
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Named one of the Hottest Ad Tech Companies by Business Insider and Best Places to Work by Inc. Magazine for the third consecutive year, our team includes founders and leaders from Google, Microsoft, Stripe, Shazam, and Facebook.
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Our clients are enterprises as diverse as sophisticated financial institutions and start-ups, global public firms and middle-market companies, as well as high net worth individuals, family offices, not-for-profit organizations, and entrepreneurial ventures across a variety of industries.
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Through the Atlas, companies and governments can understand the distant origins of products well beyond their own direct suppliers; discover trading relationships and national security risks deep in their networks; measure labor and environmental impacts; identify related risks and opportunities; ensure effective compliance and enforcement with trade requirements; and collaborate to manage all of it.
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The need to expand this important work beyond California gave rise to Taper, a B-Corp subsidiary of Ecology Action, specializing in scalable building efficiency for companies with numerous built assets.
$112,200 - $145,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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More Companies Hiring Karate Labs United States. We are committed to the open-source community and strive to contribute to developers and companies worldwide to help make Wasmer and WebAssembly a universal standard.
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Work closely with brilliant leaders and team mates who have scaled companies like Nvidia, Better, Nerdwallet, Wayfair, Sofi, etc. Work closely with brilliant leaders and team mates who have scaled companies like Nvidia, Better, Nerdwallet, Wayfair, Sofi, etc.
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More Companies Hiring. and are backed by leading investors including Insight Partners, Accel, Y Combinator, Patrick and John Collision (Founders of Stripe), Nat Friedman (Former CEO of GitHub), and Daniel Gross (Entrepreneur & Investor in companies including GitHub, Uber & SpaceX.
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Thousands of companies rely on Style to manage their SEO strategies, Google Ads campaigns, and websites in real time. Our team has turned down offers from Airbnb, Microsoft, Pinterest, IMC Trading, CrowdStrike, Shopify, Palantir, and Cisco to pursue our own vision instead.
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Trusted by industry leaders, Kandji’s rapidly growing customer base includes companies like Ramp, Notion, Netskope, Noom, Turo, Groupon, VoxMedia, and more. Kandji empowers companies to manage and secure Apple devices in the enterprise and at scale.
$175,000 - $206,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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A career in our Cloud and Network Architecture practice, within Cloud Computing and Networking services, will provide you with the opportunity to focus on the joint business relationship between PwC and Google, HP, Microsoft, Oracle, SAP, and other cloud based platforms that bring new and innovative services to some of the largest companies.
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companies hiring jobs Company: Questbook in San Francisco, Bentonville, Kansas
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A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.