Want to know if this job is worth applying to?
Praha, Česko
Hybrid
Keboola raised $32M (Central Europe’s largest Series A in 2023) to redefine how companies work with data. Our platform delivers 10x results for customers. Our mission is simple: empower every organization to use data effectively. We’re a global team of innovators who believe collaboration, trust, and experimentation drive success.
Keboola doesn't need traditional HR. It needs someone who knows how people get hired, managed, developed, and supported - then sits close enough to the CEO and team leads to actually use it to drive performance and culture.
This is a single-person function today: you'll be the recruiter, the systems architect, the coach to managers, and the person translating people data into decisions.
This role is hybrid. We expect you in the office 3–4 days a week.
🎯 Talent Acquisition
Run full-cycle recruiting yourself - intake, sourcing, screening, interviews, offers, close - with minimal agency dependence.
Use AI to speed up sourcing and screening without cutting corners on candidate experience.
Own time-to-hire, quality-of-hire, and offer-acceptance as metrics you report on, not just track.
🔧 People Operations
Taking care of onboarding, offboarding, contracts, payroll workflows, and policy from the ground up.
Automate wherever a human doing repetitive work is a design failure, not a staffing shortage.
Keep the HRIS audit-ready at all times - 100% data accuracy is the bar, not the aspiration.
🤝 Business Partnering
Sit with team leads and execs on org design, structure, and talent planning as a daily practice, not a quarterly ritual.
Coach managers through feedback, conflict, and leadership growth - including the conversations they're avoiding.
Push back when performance calibrations skew too positive; you believe reviews should differentiate, not validate everyone.
🌱 Growth, Performance & Reporting
Run quarterly check-ins, annual reviews, and 360° feedback that people actually find useful.
Build IDP-based development paths per role, and ship practical L&D (manager enablement, onboarding accelerators).
Turn people metrics into a running input to exec decisions on resourcing and structure.
Must-haves
Track record of building HR and recruiting processes from scratch - not inheriting and maintaining someone else's.
Real full-cycle recruiting experience: you can run a hiring process solo, end to end.
A stated point of view on performance management - you believe in differentiation, and you're willing to argue for it in a calibration room.
Comfort with ambiguity and a genuine excitement about using AI tools daily, not just tolerating them.
Fluent English and Czech.
Nice-to-haves
Experience in a distributed, global org (EU / US / Canada).
Prior experience as a sole or founding people function, rather than one HRBP among many.
This probably isn't for you if
You want an established playbook and a team to run it - this role builds the playbook.
You'd rather administer a process than question whether it should exist.
You find it uncomfortable to tell a manager their team's ratings are too generous.
