דרושים Global Talent Acquisition Manager ב-Rapyd

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Responsibilities

• Provide IT support to users across multi-region environments and global teams.
• Manage users and permissions for cloud-based products.
• Deploy, support, and master the latest technologies.
• Handle onboarding and offboarding processes.
• Manage company computers and peripheral equipment.
• Administer and maintain business applications and systems.

• Minimum 2 years of experience as a Helpdesk Specialist in a cloud-based environment.
• Hands-on experience with Apple device MDM solutions such as Jamf, JumpCloud, or Kandji.
• Hands-on experience with Google Workspace (G Suite).
• Service-oriented, patient, and able to work independently.
• Fast learner with a proactive attitude.
• Solid understanding of computer systems, with experience installing and maintaining peripheral equipment.
• Knowledge of Atlassian products – an advantage.
• Basic scripting skills (PowerShell, Bash, or Python) – an advantage.
• Fluent in English.
• Good understanding of cloud environments – an advantage.

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We’re seeking a

Responsibilities

• Global Team Management : Lead, mentor, and empower a distributed team of talent acquisition professionals across different geographies. Drive a culture of excellence, collaboration, and continuous improvement, ensuring the team is equipped to meet and exceed global hiring goals.
• Strategic Leadership : Implement a global talent acquisition strategy that aligns with Rapyd’s business objectives. Partner closely with department heads and senior leadership to forecast talent needs, build robust pipelines, and influence workforce planning decisions.
• Operational Excellence : Oversee the entire end-to-end global recruitment lifecycle, from proactive sourcing and employer branding to offer management and onboarding. Implement data-driven processes and leverage modern recruitment tools, including ATS platforms, to enhance efficiency and effectiveness.
• Stakeholder Partnership : Serve as a strategic partner to hiring managers and key stakeholders across the organization. Provide expert guidance on market trends, compensation, and best practices to ensure a seamless and positive hiring experience.
• Talent Analytics : Utilize data to measure performance, identify areas for improvement, and inform strategic decisions. Provide regular reporting to leadership on recruitment metrics and progress.
• Experience & Brand Management : Champion Rapyd’s employer brand in the global market. Ensure a consistent, engaging, and positive candidate experience that reflects our company culture at every touchpoint.

• Minimum of 7 years of experience in talent acquisition, with at least 3 years in a leadership role managing a geographically dispersed team.
• Proven success in developing and executing global recruitment strategies within a fast-paced, high-growth environment.
• Experience with AI implementation and automation in recruitment processes.
• Expertise in a wide range of sourcing strategies, interviewing techniques, and modern assessment methods.
• Experience with Applicant Tracking Systems (ATS) and a data-driven approach to recruitment.
• Exceptional communication and interpersonal skills, with the ability to influence and build credibility at all levels of the organization.
• Proactive, collaborative, and results-oriented mindset.
• Fluency in English (written and spoken) is required.

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As a Partner Onboarding Manager you will:

• Build strong relationships with new partners, serving as their dedicated point of contact throughout onboarding. Understand their business goals and provide personalized guidance to maximize their value from Rapyd’s solutions.
• Design and execute a seamless onboarding experience for assigned partners. Manage the entire onboarding process, from pre-boarding to activation and beyond.
• Ensure accountability from the partner side by establishing clear expectations for their participation and timely completion of onboarding tasks. Work collaboratively with partners to identify and overcome any challenges that might hinder their progress towards achieving the expected volume or results.
• Work closely with cross-functional teams (Sales, Sales Engineers, Account Management, Product, Compliance) to ensure a smooth and efficient onboarding journey. Proactively address any roadblocks that may arise.
• Track and analyze onboarding metrics to identify areas for improvement. Continuously refine the onboarding process internally and with the partner for enhanced partner success.
• Develop and maintain onboarding resources, such as manuals and knowledge base articles, to equip partners with the knowledge they need to succeed.
• Maintain a deep understanding of Rapyd’s product offerings and features to provide partners with accurate and insightful information.

• Minimum 4 years of experience in international customer onboarding, customer success, or a related field.
• Solid understanding of the Card Acquiring space
• Experience working hand-in-hand with technical implementations teams, as well as with Compliance and Risk operations teams (especially in the payments / FinTech space).
• Strong understanding of partner journey mapping and best practices.
• Excellent communication, collaboration, and interpersonal skills.
• Proficiency in project management methodologies and tools.
• Ability to manage multiple priorities and deadlines in a fast-paced environment.
• Experience working in a cross-functional, high-growth global environment.
• Experience with CRM/CSM systems.
• High level Verbal and written communication in English is a must

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As a Global Talent Sourcer at Rapyd, you’ll be responsible for finding and recruiting the best talent for the company across various locations. This involves researching potential candidates, reaching out to them, and assessing their skills and qualifications. In addition to sourcing, you may also take ownership of a few, so prior recruitment experience will be considered an advantage.

Responsibilities

• Creatively and proactively source candidates for various roles globally via multiple sourcing channels and maintain a strong talent pipeline.
• Strategize different ways to build talent pipelines and execute on tactical research, referral generation, and sourcing campaigns.
• Build relationships with potential candidates and understand their needs and motivations.
• Find, engage, and activate passive candidates through the use of Boolean, LinkedIn, and alternative search techniques.
• Screen resumes and interview candidates to determine basic qualifications.
• Build innovative strategies for recruitment processes and methods.

• 3+ years of experience as a Talent Sourcing Expert, either in-house or at an agency.
• Strong understanding of sourcing techniques and tools, including Boolean search, LinkedIn, and other sourcing platforms.
• Fluent English and Hebrew (speaking, reading, and writing) – must .
• Experience working with and building sourcing strategies alongside hiring managers.
• Data-driven approach and strong analytical abilities.
• Can-do spirit and a creative sourcing mindset.
• Advantage: Previous experience in end-to-end recruitment processes.

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As a Revenue Operations Manager, In this pivotal role, you’ll help power the engine of our go-to-market strategy—driving operational efficiency, sharpening performance visibility, and delivering actionable insights that move the business forward. You’ll partner with stakeholders across Sales, Marketing, Finance, and the broader GTM organization to turn data into impactful decisions and fuel growth.

From building and maintaining performance dashboards to supporting strategic planning and optimizing sales processes, you’ll play a hands-on role in shaping how we operate. This is a deeply cross-functional position where your analytical skills, business insights, and attention to detail will be key.

Responsibilities:

• Identify inefficiencies in sales processes and lead initiatives to streamline workflows within the CRM.
• Design and implement scalable sales processes, monitoring adoption and iterating based on feedback and performance.
• Present data-driven insights and performance updates to key stakeholders and senior management.
• Track and analyze key business and operational metrics to support strategic revenue planning and decision-making.
• Build, manage, and continuously improve dashboards and reports to monitor KPIs and performance trends.
• Ensure data consistency, accuracy, and reliability across reporting platforms.
• Deliver training on new CRM processes and tools to global sales teams, and maintain up-to-date documentation and enablement materials.
• Manage and optimize the revenue technology stack, including CRM and marketing automation platforms, to ensure systems are aligned with business goals.
• Support day-to-day RevOps operations, including user onboarding/offboarding, access management, and admin tasks such as updating distribution lists and Google Groups.

• At least 5 years of experience in Revenue/Sales/Customer Operations or a similar cross-functional role supporting GTM and/or Commercial teams.
• Strong Business Intelligence (BI) skills with the ability to work with large datasets and develop actionable insights.- a must
• Hands-on experience building and managing reports and dashboards, with a strong preference for Looker.
• Proficiency with CRM systems such as Salesforce or HubSpot, with a deep understanding of CRM data structures.
• Strong knowledge of KPI tracking, performance measurement, and revenue funnel analysis.
• Experience in process improvement and change management within sales or GTM functions.
• Strong project management skills with the ability to manage multiple priorities in a fast-paced environment.
• A true team player who is highly organized, detail-oriented, with a go-getter attitude, who has an acute sense of urgency, and is quick on his feet.
• Fluent English – both written and spoken – is required.

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Responsibilities:

• RegTech Strategy & Implementation: Lead the identification, evaluation, and successful implementation of new RegTech solutions (both in-house developed and third-party vendor platforms) to strengthen compliance controls and optimize operational workflows.
• Stakeholder Collaboration: Work closely with cross-functional teams (Compliance, Risk, Operations, Product, Business, Legal, etc.) to integrate RegTech solutions seamlessly into our core operations and product offerings.
• Methodology & Best Practices: Establish and maintain clear, systematic methodologies for RegTech project management, deployment, and ongoing optimization, ensuring consistent high standards and industry best practices.
• Performance Monitoring & Reporting: Define key performance indicators (KPIs) for RegTech initiatives, monitor their effectiveness, and provide regular, insightful reports to senior management.
• Market Intelligence: Stay abreast of the latest RegTech trends, emerging technologies, and regulatory developments to ensure we remain at the forefront of relevant innovation.
• Team Contribution: Act as a subject matter expert, mentor, and thought leader within the Compliance Operations team, fostering a culture of continuous improvement and technological adoption.
• Guidance on RegTech for Compliance and Risk : Provide guidance to the product and development teams throughout the design and development processes regarding professional Compliance/Risk/Operational aspects, ensuring that the solutions align with regulatory requirements and best practices.
• Vision and Strategy: assist in articulating a comprehensive RegTech vision and strategy for AML and financial crimes products, including customers’ onboarding processes, sanction screening, transaction monitoring, financial crime case management, and ongoing review of new RegTech solutions, as well as ad-hoc needs/projects.
• Technology Assessment and new RegTech solutions: Conduct ongoing reviews of current and emerging RegTech technologies and vendors, evaluating their relevance to Rapyd’s products, and recommending improvements and enhancements as needed.
• Regulatory Bridge: Act as the bridge between regulatory requirements and technological implementation, translating compliance needs into effective technical solutions.

• Education or Equivalent: Bachelor’s degree or equivalent Fintech experience; advanced degree preferred.
• Relevant Experience: Minimum of 3+ years of successful, hands-on experience in a dedicated RegTech role within a hi-tech company, preferably a FinTech organization. Demonstrable track record of successfully implementing new regulatory technologies (in-house or vendor solutions) from concept to deployment.
• Other Experience: 5+ years experience in Compliance, Risk or Operations from a global financial institution or a FInTech company. The ideal candidate must possess a deep understanding of AML principles, risks and practices, with significant experience in designing and implementing AML strategies within financial technology environments.
• Technological Expertise: Extensive experience in both rule-based and pattern-based systems is essential. The candidate should have a proven track record of successfully leading technology-focused teams and projects in the financial crime and compliance domain.
• Industry Knowledge: Familiarity with the latest trends and advancements in RegTech and financial crime technologies is crucial. Understanding the challenges and complexities of AML compliance in the fintech industry will be a distinct advantage. In addition, strong understanding of regulatory technology landscapes, including areas such as AML/CFT, KYC, transaction monitoring, sanctions screening, and risk assessment. Familiarity with data analytics tools and methodologies relevant to compliance.
• Collaboration and Communication: The candidate must demonstrate strong inter-personal abilities, the capacity to collaborate across various teams, and the skill to mentor and guide technical and non-technical staff effectively. Excellent communication skills are required to convey complex technical concepts to non-technical stakeholders and to interact with clients, partners, and regulatory authorities. Full English proficiency (other languages are an advantage).
• Problem-Solving and Analytical Thinking: A proactive problem-solving approach and analytical mindset are essential to tackle the unique challenges associated with financial crime technologies and regulatory compliance.
• Adaptability: As a senior member of our team, the candidate should be adaptable to evolving industry dynamics and be able to respond effectively to changing regulatory landscapes.

Mindset & Approach:

• Assertive, can-do and hands-on approach: a proactive problem-solver who takes initiative and dives deep into execution.
• Emotionally agile: Capable of navigating complex situations and adapting quickly to dynamic environments and frequent changes.
• Dedicated & committed: Possesses a strong work ethic, willing to go above and beyond to deliver exceptional results.
• Self-starter/motivator: Highly autonomous, able to manage time effectively and work independently while also being a collaborative team player.
• Systematic thinker: Approaches challenges with a clear methodology and structured problem-solving skills.
• People-person: Excellent interpersonal and communication skills, with the ability to build strong relationships and influence stakeholders at all levels.

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As a Global Talent Acquisition Team Leader, you will be responsible for leading and managing a team of recruiters, ensuring the successful execution of end-to-end recruitment processes across the organization. This is a hands-on role, reporting directly to the Global HR Director, supporting multiple functions in a fast-paced and dynamic environment. You will play a key role in shaping hiring strategies, driving operational excellence, and delivering an exceptional experience to both candidates and hiring managers.

Responsibilities:

• Lead full-cycle recruitment for roles across various departments and locations
• Manage, mentor, and support a team of five recruiters. Foster a collaborative, high-performing, and results-driven team culture focused on delivery, quality, and continuous improvement.
• Work closely with HRBPs to support hiring managers. Align recruitment efforts with workforce planning, ensuring proactive talent solutions across departments.
• Manage and allocate workloads across the recruitment team, ensuring smooth execution of the end-to-end hiring process. Take a hands-on role in leading complex or senior-level positions, including sourcing, interviewing, offer management, and contract coordination.
• Build strong relationships with hiring managers and key stakeholders. Act as a strategic advisor on market trends, talent needs, and recruitment best practices.
• Ensure a seamless, engaging, and brand-aligned candidate experience throughout every stage of the hiring process.
• Leverage data and recruitment tools to streamline processes, improve sourcing efficiency, and support informed decision-making.
• Own and enhance employer branding initiatives and candidate experience
• Track and report on key recruitment KPIs. Use insights to identify areas for improvement and implement data-driven strategies.
• Work closely with the Compensation & Benefits team on headcount planning, budget tracking, and recruitment policy alignment.

• Minimum of 5 years’ experience in talent acquisition, including at least 2 years in a leadership role.
• Proven success in leading end-to-end hiring processes within fast-paced, high-growth global environments.
• Strong knowledge of sourcing strategies, interviewing techniques, and modern assessment methods.
• Hands-on experience with recruitment tools and ATS platforms – experience with Comeet (Spark Hire), HiBob, and Looker is a strong advantage.
• Familiarity with implementing AI and automation in recruitment processes is a plus.
• Excellent interpersonal and communication skills with the ability to influence and collaborate across all levels of the organization.
• Highly organized with the ability to manage multiple priorities and meet deadlines.
• Analytical mindset with strong skills in data interpretation and decision-making.
• Proactive, collaborative, and solution-oriented approach.
• Fluent English – both written and spoken is required