About this role
Why work at Nebius
Nebius is leading a new era in cloud computing to serve the global AI economy. We create the tools and resources our customers need to solve real-world challenges and transform industries, without massive infrastructure costs or the need to build large in-house AI/ML teams. Our employees work at the cutting edge of AI cloud infrastructure alongside some of the most experienced and innovative leaders and engineers in the field.
Where we work
Headquartered in Amsterdam and listed on Nasdaq, Nebius has a global footprint with R&D hubs across Europe, North America, and Israel. The team of over 800 employees includes more than 400 highly skilled engineers with deep expertise across hardware and software engineering, as well as an in-house AI R&D team.
TA Automation Lead
Role Mission: To be the "Force Multiplier." You are a workflow architect who identifies manual friction, like scheduling, referral tracking, and follow-ups, and builds automated engines to handle them. You ensure that as we scale, our administrative overhead does not. In addition to workflow automation, this role supports the end-to-end data integrity of Talent Acquisition systems. You ensure recruiting workflows, people data, and financial signals are integrated, scalable, and decision-ready.
Responsibilities
- Low-Code/No-Code Architecture: Build and maintain sophisticated, workflows using low-code/no-code tools (Workato, Zapier, Tray.io, etc.), with a strong emphasis on scalability, error handling, data integrity, and long-term maintainability, not just speed of deployment.
- Zero-Touch Candidate Coordination: Design the logic for complex, multi-stage interview scheduling that handles multiple time zones and disparate calendar systems without human intervention.
- Referral & Internal Mobility Bots: Create an "Internal Talent Marketplace" bot. This bot should automatically "skill-match" current employees to new openings and alert them via Slack/Teams, bypassing the need for manual internal sourcing.
- Communication Automation: Standardize the "voice" of the company at scale. You build the triggers that send personalized (but automated) prep materials, "Still interested?" pings, and "Thank You" notes based on candidate stage-movement.
- AI Implementation: Explore and implement LLM integrations to assist in initial resume screening or to draft personalized outreach messages for the sourcing team.
- Systems Integrations: Partner with key TA, HR, and Finance stakeholders and systems owners to define and maintain bi-directional integrations that ensure data consistence across systems. Anticipate downstream impacts of TA automation on reporting, compliance, and financial planning.
- Data Architecture & Reporting: Support the definition and documentation of core data fields and schemas required for reliable recruiting, workforce, and financial reporting (e.g., requisition metadata, candidate stage timestamps, source attribution, cost centers, hiring manager ownership). Ensure recruiting workflows capture clean, structured, and reusable data rather than one-off operational signals. Design automation with reporting in mind — ensuring every workflow produces auditable, analyzable outputs.
- Competencies & Skills
- Technical:
- Systems Architecture Mindset: Ability to create automations within a connected ecosystem of ATS, HRIS, Finance, and analytics tools.
- Data Modeling & Field Design: Strong understanding of how upstream data capture affects downstream reporting, planning, and compliance.
- Integration Strategy: Experience designing APIs, middleware workflows, and fallback logic to ensure resilience across systems.
- Reporting Enablement: Familiarity with how recruiting data is consumed by Finance, People Analytics, and leadership dashboards.
- Automation Platforms: Deep knowledge of platforms such as Workato, Zapier, or Make.com.
- Scripting: Proficiency in JavaScript or Python or tools such as Cursor to build custom hooks when out-of-the-box integrations fail.
- UI/UX Design Thinking: A fundamental understanding of user experience to ensure that an automated email doesn't feel like a cold, robotic interaction.
- Soft Skills:
- User Empathy: The ability to "walk in the shoes" of a stressed recruiter or a nervous candidate to identify where automation would be helpful vs. where it would be jarring.
- Agility & Prototyping: A bias for Action; the ability to build a "Minimum Viable Product" (MVP) workflow in a day rather than a month.
- Problem-Solving: The mechanical mindset to troubleshoot why a complex workflow broke and fix the logic in real-time.
- Cross-Functional Fluency: Able to translate between recruiters, HRBPs, finance partners, and technical teams.
- Architectural Judgment: Knows when to build quick automation vs. when to invest in foundational structure.
- Change Management: Understands that system changes affect behaviors, incentives, and decision-making, not just workflows.